Administrative Services

HRS Administration

Human Resource Service Center

Employee Records

Insurance

Retirement

Employee and Management Services

Compliance

Employee Relations

Leave Management

Workers' Compensation

Staffing and Career Management Services

Compensation

Recruiting & Staffing

UTemps

Organization Development

Training

Work/Life Services

Employee Assistance
Program

Applicant Selection Matrix

Contents

1. What is a selection matrix?
2. Why use a selection matrix?
3. How does a selection matrix work?

1. What is a selection matrix?

A selection matrix is a tool for objectively comparing an applicant's qualifications to a job vacancy's qualifications and functions. It also enables the objective comparison of applicants to one another based on established job-related criteria.

2. Why use a selection matrix?

It provides Equal Employment Opportunity to all applicants and upholds the integrity of the University by ensuring that selection decisions are made only on lawful job-related and non-discriminatory criteria.

3. How does a selection matrix work?

It requires thorough analysis of the position's Required and Preferred Qualifications and Job Functions. All applicants considered must meet the required qualifications. Therefore, a screening of each applicant's materials to determine if they meet the required qualifications is recommended.

The technical and performance job skills to be evaluated are determined from the analysis of the qualifications and functions of the position. The observable qualifications that can be seen on an application are identified and placed into general categories on the matrix such as education, technical job skills, supervisory experience, etc. Performance job skills that must be observed in an interview or discerned from responses to interview questions are also identified. Interview questions on the technical job skills and performance job skills should be developed during this analysis.

A selection panel or hiring supervisor may choose to evaluate the applicant pool based only on the required and preferred qualifications (education, technical job skills, supervisory experience, etc.) and then interview only the most competitive applicants or the entire applicant pool.

1. Rating points are numeric values (normally 1-3 or 1-5) assigned to each qualification and interview question. A numeric "weight factor" may also be assigned to each qualification and interview question based on importance to the functions of the job. These weight factors are determined by the selection panel or hiring supervisor. For example, if 50% of the position is performing one specific task, you might weigh that qualification three times more important than another qualifications.
2. The total individual points for each qualification and interview question are calculated by multiplying the rating points (1-3 or 1-5) by the weight factor. For example, rating points of 3 X weight factor of 10 = 30.
3. The total technical job skill points and the total interview questions points are added together and a total point score is calculated for each applicant.
4. Any discrepancies or large deviations in scoring should be handled through consensus of the selection panel or resolved by the hiring supervisor.
5. Based on the total point score, the selection panel decides who to refer to the supervisor for final interviews, or the person with the highest total point score can be selected by the individual hiring supervisor for an interview.

Return to Contents