what is a screening matrix?
A screening matrix is a business tool recruiters use to select the best candidate for a job vacancy. It enables recruitment teams to compare the skills, qualifications, and competencies of a prospective candidate against the set standards and other candidates who applied for the same job.
elements of a screening matrix.
Depending on specific requirements, recruiters use different elements to prepare a candidate screening matrix. However, the most common elements of the screening matrix are the evaluation criteria, weightage, rating scale, and total score.
The evaluation criteria of a screening matrix can be any quantitative or qualitative standards against which candidates are assessed. The must-have evaluation standards for candidate screening are skillset, qualification, experience, certification, and so on.
This indicates the importance each evaluation standard carries. For instance, experience may be given more importance than other standards such as qualifications and certifications for a mid-level position. So for the mid-level position, the weightage may look like this: qualifications (10%), communication skills (10%), relevant experience (50%), technical skills (20%), and others (10%).
You can choose a 10-point scale (1 being poor and 10 being excellent, for example) to rate the candidate against each evaluation standard.
The total score is the summation of individual scores the candidate receives for each evaluation standard. The candidate who gets the highest score will be shortlisted for the next stage of recruitment.
example of a screening matrix.
Position: Sales manager
Evaluation criteria with weightage:
- Relevant sales management experience (50%)
- Good communication skills/negotiation skills (20%)
- Team management skills (15%)
- Strong network of contacts (10%)
- Proficiency in MS office (5%)
With a score of 7.95, Candidate 3 may be the right fit for the sales manager position.
when to use a screening matrix.
You can use the screening matrix at any stage of your recruitment process, from the initial screening of CVs to the final selection of candidates. However, the evaluation criteria you choose may differ from one stage to another.
Likewise, you don’t need to restrict the usage of the screening matrix only to specific job roles. You can use it for all job positions, from entry-level jobs to senior management jobs.
benefits of using the screening matrix.
Creating and properly utilising a screening matrix requires a significant investment of time and effort from recruiters. However, the benefits it offers are worth it.
Let’s look at how a screening matrix can be of use in your organisation’s recruitment process:
- The best candidates: A screening matrix helps you shortlist the most suitable candidates for a particular job position.
- A fair selection process: Implementing a screening matrix allows you to assess each candidate against the same evaluation criteria, helping to make the selection process fairer and more transparent.
- Quick decision-making: By eliminating ambiguity in decision-making, a screening matrix enables you to more quickly select the right candidate for the job.
- Potential red flags: When you use a screening matrix, you’ll be able to identify potential red flags more easily. For instance, during the initial screening of CVs, you can check the average number of job changes by each applicant and flag those who have changed their jobs very frequently.
best practices for creating a screening matrix.
Effectively using a screening matrix will help you onboard candidates who will align with your organisation’s values and who are best equipped to deliver the results you’re looking for.
Here are the best practices for effectively creating and using a screening matrix:
- Adjust evaluation criteria depending on the job: You shouldn’t use the same evaluation criteria for all job positions. Analyse the description and specifications of the vacant job carefully before coming up with your evaluation criteria.
- Be rational with your judgments: Don’t let your personal opinions and assumptions influence the interpretations of the skill sets and competencies of prospective candidates.
- Gather as much information as possible about candidates: Don’t just settle for qualifications, technical skills, and experience. Try taking a deep dive into the candidate’s social media accounts such as LinkedIn and Twitter to learn more about their personality, attitude, and ambitions.
screen and select the best candidates with hireful’s help.
Hireful’s applicant tracking system (ATS) helps you streamline time-consuming recruitment activities such as talent pooling, candidate screening, and shortlisting. Want to learn more about how hireful’s ATS automates the pre-screening process? Book an intro call today!