1. 1

2. Hiring managers have the responsibility to identify and hire the most qualified candidate that “best meets the needs of that position.”

3. Mission To objectively and more accurately assess applicants experience, education, skills and knowledge as it relates to the job posting. Purpose The hiring matrix provides documentation of the hiring process and helps to justify the hiring decision made by the department. Why? Ensures that hiring decisions are made by reviewing lawful job-related and non- discriminatory criteria.

5. SNAPSHO T 5

6. Bachelor’s Degree 1 year Experience MS Office Experience Communication Skills TTU Systems Accounting Degree Ability to work overtime Ten-KeyAccounting Exp Customer Service Exp Click in the assigned boxes to add the skills listed on the job posting and the position description. The example position we are using here is: Analyst The qualifications are listed in the order of importance.

7. 7 Bachelor’s Degree 1 year Experience MS Office Experience Communication Skills TTU Systems Accounting Degree Ability to work overtime Ten-KeyAccounting Exp Customer Service Exp

8. As you begin to receive applications, insert their names into the Matrix. Natasha Romanoff Peter Parker Tony Stark Diana Prince

9. 9 DID YOU KNOW: A hiring manager can check previous evaluations of current and past employees.

10. RATING THE CANDIDATES 0123 This is the rating of the each selection criteria. It will be automatically multiplied by the assigned weight.

11. 11 1

12. SNAPSHO T In this example: Peter Parker does not meet minimum qualifications 1 0 1 1 2 1 Application score will be automatically calculated.

13. 2

14. SNAPSHO T 14 1 0 1 1 2 1 Application score is automatically calculated. 1 1 2 1 2 1 0 0 1 1 1 1 0 1 0 0 2 1 1 2 1 1 1 0

15. SNAPSHO T Notice columns designated for preferred qualifications. Our preferred qualifications are listed on our job posting to ensure proper documentation.

16. 3 16

17. 17 DID YOU KNOW: Per Texas Government Code 657, Veteran’s meeting minimum qualification must be interviewed.

18. SNAPSHO T 18 2 1 After the phone screens are conducted, we input the rating according to the criteria listed on our matrix. 1 In this example we phone screened all remaining candidates due to having such a small candidate pool. YNNYNN NNNNNN

19. 4 19

20. SNAPSHO T 20 2 1 After the face-to-face interviews are complete, we input the rating according to the criteria listed on our matrix. In this example we conducted 2 face-to-face interviews to provide an equitable evaluation. 2 1 1 YNNYNN NNNNNN

21. 5 21

22. SNAPSHO T 22 2 1 Per OP 70.03, before extending an offer, we will complete reference check and input the rating according to the criteria listed on our matrix. 2 1 1 Remember the applicant pool must be certified and we must document the reference check in Kenexa with the Professional/Personal reference check form. 2 YNNYNN NNNNNN

23. SNAPSHO T 23 To make you final hiring decision, click the ‘Sort’ button once again. Clicking the ‘Sort’ button will resort the data with the applicant with the highest ‘Total Score’ on the top. This candidate according to the ‘Hiring Selection Matrix’ best meets the needs of this particular position.

24. 24

25. 25