Even though this is a critical skill for IT managers, it can sometimes be difficult to hire new staff members. After interviewing a number of qualified candidates, the problem arises. The hard part is: How do you select the best one for your team?
What goes into a Hiring Decision Matrix
You have a problem when you face a bunch of highly qualified candidates all competing for the same job. You will need to create a hiring decision matrix to help you sort through the candidates and decide which one should be added to your team.
A matrix for hiring decisions can be divided into columns and rows. Each candidate you’re going to interview for the job will be assigned a row. The ultimate goal is to create a matrix that allows you to evaluate each candidate and determine which one is best for your team.
The columns are next. The columns you create in your matrix should correspond to the qualities you believe you need to succeed in this job. You will ultimately decide which columns to use, but I can offer some suggestions.
A column listing the education level of each candidate is a great way to help you compare them. It is also a good idea to add notes about the school(s), in case they have the same education level.
Another helpful column is previous experience and job achievements. Not only are the job titles important but so is what each candidate feels they accomplished while working there.
The next step is to assess the skills and knowledge as well as the personal attributes. These skills and knowledge will determine how quickly each candidate can become a productive member in your team. Although the personal attributes column is subjective, it can give you an idea of how this candidate will interact with your team.
The last column shows the rating or appraisal column. It is impossible to know everything about each candidate’s work history. Asking candidates questions about their past job performance is a great way for them to learn from their bosses.
How to Use A Hiring Decision Matrix
It’s not enough to create a hiring process matrix. You will need to actually use the tool to make a hiring choice. This tool is not going to tell you who you should choose. Consider it an opportunity to eliminate all but two candidates.
You will want to rank your interview candidates for each column you have created. I recommend using a scale from 1 (poor), to 10 (excellent). After you have ranked each candidate you can add their scores together and create one score for each.
Clusters are what you will find most often. There will be a few candidates at the top of your scale, some in the middle and a few at the bottom. Now you can focus only on the top candidates and forget about the middle and bottom.
The hiring decision matrix is now complete. It has accomplished its purpose. You now need to apply your IT management skills and make a difficult decision. You will want to look back at the interviews and decide which candidate is the right fit for your team.
What Does This All Mean For You
Even in the best of circumstances, it can be difficult to hire someone to your IT team. This is why you should consider it another important part of building an IT team. It becomes more difficult when you have to choose from a variety of highly qualified candidates.
IT managers can use a matrix to help them make the selection process easier. Each row in this matrix is for each candidate. The columns are created based upon the requirements for the job. The decision matrix will ultimately help you to answer the question of who you should hire. However, you still have to use your best judgement.
Your IT team’s composition is crucial in determining your team’s success. You must transform what is often a gut decision into a process to ensure that you make the right decisions as an IT manager. A hiring decision matrix can help you make the best hiring decisions.
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