Whether or not it is formally documented, anyone helping to make a decision on whether to employ a person, will inherently judge that person based their level of appropriate skills, experience, personality traits and many other categories and factors.
In Interview Coordinator we call these categories – “Candidate Attributes”. The software gives all campaign contributors the option to make a list of the Attributes they think are the most important factors when employing the bests person or people.
Using Interview Coordinator, hiring managers and other campaign contributors can easily search to see which Attributes have been used to judge candidates for historically similar job roles, and they can also vote for the Attributes which they think are the most important for the vacancy.
The Attribute “Scoring Matrix”
Interview Coordinator provides an easy way for recruiting contributors to give each candidate a score of 1-10 for each attribute by which they are being judged. It also provides an easy way to compare the overal Attribute score given to candidates by one or more contributors. This is called the “Scoring matrix result”
A score of 1 – 10 is simple to add for each candidate Attribute, however some Attributes can be more important than others. So, to allow for the relative importance of each Attribute, Interview Coordinator allows the hiring manager to assign a “weighting” value.
For example, 3 attributes will be used to judge the suitability of a candidate:-
- Management skills
- Technical knowledge
- Personality fit
The management skills displayed by the candidate are considered the most important and are given a weighting value of 20. The technical knowledge shown by the candidate is not considered quite as important, so the weighting value is 15 (I.E. only 75% as important as management skills). Personality fit is considered the least important, and is therefore given a weighting value of 10 (I.E. only 50% as important as management skills)
Once a contributor has added an Attribute score (1-10) for each Attribute, the software can use the weighting values to calculate an overall “matrix score” for each candidate. Here is how the matrix score is calculated:-
In the above example, the maximum score (for what would be an unbelievably perfect candidate) would be 450. I.E. 10 x 20 (the weighting value for management skills) plus 10 x 15 (the weighting score for technical knowledge) plus 10 x 10 (the weighting value for personality fit).
In reality, not many candidates will get perfect 10’s for all Attributes, so a more realistic example might be that a candidate is given a score of 8 for management skills, 6 for technical knowledge and 7 for personality fit. The matrix score for this candidate is therefore calculated as (8×20)+(6×15)+(7×10) = 320. This is expressed as: 320/450 (I.E. the total score achieved compared to the total score possible).
This calculation gives us simple gauge of the candidates’ suitability as expressed by a single hiring decision maker. However let’s assume that 2 campaign contributors each add a set of Attribute scores. The second contributor gives the same candidate a different set of scores – 6 for management skills, 6 for technical knowledge and 9 for personality fit.
The matrix score, as generated by second contributor, is therefore (6×20)+(6×15)+(9×10) = 300, shown as: 300/450
The average matrix score given to this candidate by both contributors is therefore: 310 (I.E. 320+300 / 2) – expressed as 310/450. This is the value displayed and constantly updated on the Campaign Candidates page of Interview Coordinator.
A different candidate might achieve an average matrix score of 280/450 and another just 150/450. Therefore, hiring managers can use the Matrix score result value as a useful overall comparison of how each candidate has been judged by multiple recruiting contributors.
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