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["HIRING MATRIX INSTRUCTIONS"]
[]
["The hiring matrix is a tool used to assist in identifying and selecting the most qualified candidates to interview and hire. Information provided by the candidate during the application process should be used to evaluate their knowledge, skills, and abilities. You may only use criteria that is specified in your job posting such as experience, education, technical skills, content knowledge and other abilities or competencies."]
[]
["Hiring Matrix Sections",null,"Description"]
["Qualification Criteria",null,"Criteria to evaluate include positional preferences like experience, education, technical skills, content knowledge, abilities and other departmental competencies"]
["Weighted Value",null,"Assign a weight (1=low to 5=high) to each selection criteria based on overall importance to the department and the position. (This weight is multiplied by the expectation rating.)"]
["Expectation Rating",null,"Evaluate each candidate on each criterion using the 0 to 3 scale provided (see below) "]
["Application Score",null,"The selection criteria score will be calculated automatically for you (Weighted Value * Rating)"]
["Total Score",null,"The total score will be calculated automatically for you (Totals all scores together)"]
[]
[]
["Rating Evaluation Descriptions"]
["Rating",null,"Description"]
[3,"Fully Satisfies","Significantly exceeds the qualification that is required/preferred for successful job performance."]
[2,"Substantially Satisfies","Generally exceeds the qualification that is required/preferred for successful job performance."]
[1,"Partly Satisfies","Meets the qualification that is required/preferred for successful job performance."]
[0,"Below Expectations","Generally does not meet the qualification that is required/preferred for successful job performance."]
[]
[]
["Steps:"]
[1,"Complete the boxes in the upper left and right side of the Hiring Matrix indicating the job title and position number, requisition number, date completed, and who the matrix has been completed by."]
[2,"Enter Qualification Criteria in the appropriate boxes. Enter the required qualifications and preferred qualifications listed on the job posting. NOTE: If it is not posted, you cannot disqualify. Preferred qualifications must also be listed in the job posting."]
[3,"Assign weight to each qualification. The assigned weight should be ranked 1-5 in order of importance. This will allow the rating score to be multiplied by the assigned weight."]
[4,"As you receive applications, enter names of applicants in the \"Applicants\" section. Identify hiring preferences. Score each qualification for each applicant. NOTE: Do not edit the YELLOW columns as they contain formulas."]
[5,"After applications are scored, click the sort button to determine the top scores. These candidates should receive an interview. "]
[6,"Use the appropriate criteria (located on the fifth tab of this workbook titled CRITERIA) to score each phone screen (if applicable), interview, and reference check and enter in the appropriate boxes on the hiring matrix."]
[7,"Click the sort button to find the highest score once more."]
[8,"If the highest scored applicant is NOT selected, a reason(s) why should be noted at the bottom of the form."]

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[null,null,null,null,"HIRING MATRIX"]
[null,"Job Title and Position Number:",null,null,null,null,null,null,null,null,null,null,"Date Completed:"]
[null,"Requisition Number:",null,null,null,null,null,null,null,null,null,null,"Completed By:"]
[]
[null,"NAME","Min Qualification - Education: Bachelor's","Min Qualification - Experience: 1 year","Major/Essential Function: MS Office Experience","Major/Essential Function: Communication Skills","Major/Essential Function: Customer Service Exp","Major/Essential Function: Accounting Experience","Major/Essential Function: Ten-Key","Major/Essential Function: Ability to work overtime","Preferred Education: Accounting Degree","Preferred Experience: TTU Systems","APPLICATION SCORE",null,"INTERNAL","Performance Evaluation (Previous/Internal employee)",null,"PHONE SCREEN SCORE",null,"INTERVIEW SCORE",null,"REFERENCE CHECK SCORE",null,"Veteran's Preference Claimed","Former Foster Youth Preference Claimed",null,"TOTAL SCORE"]
[null,"Assigned Weight",5,5,4,4,3,3,2,2,1,1,null,null,"Y or N","Y or N",null,null,null,null,null,null,null,"Y or N","Y or N"]
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["PHONE SCREENING"]
[]
["A phone screen is a short call with a candidate to determine if they are a good fit to move forward with the hiring process. It can save time and resources. Make sure to introduce yourself and ask if the candidate has 15-30 minutes to go over a few questions regarding the job posting and their application. Keep it short, this is not a full interview."]
[]
[1,"Are you still interested in the position?"]
[2,"Where are you currently employed and since when?"]
[null,"Verifies the information given on the resume and application."]
[3,"What interested you most about this position?"]
[4,"Currently working? What skills do you use in your current job that makes you a good candidate for this position?"]
[null,"No real need for a follow up question at this stage."]
[5,"What are your salary expectations for this position?"]
[null,"If they request an amount significantly over the pay, the department may need to follow up with budget limit for position so the candidate can understand there is no room for negotiation.  They may withdrawal at that time."]
[6,"Candidate's target start date."]
[7,"Availability for face-to-face interviews or a starting timeline."]
[8,"Do you have any questions for me?"]
[]
["A department may use these questions or add their own for the phone screening process. Be consistent with the questions asked to allow a fair comparison between candidates. Review CRITERIA to score the phone screening appropriately on the matrix."]

{"sheet":"Interview Questions","index":3,"n_rows":10,"n_cols":3,"rows_kept":10,"cut":false,"hidden":false,"merged":[[0,0,0,2],[1,0,1,2],[2,0,2,2]]}
["INTERVIEW QUESTIONS"]
["Writing questions down ahead of time can reduce the chance of making potentially discriminatory errors during an interview. When writing your questions, know what information you will be able to gather from them. Make sure you have enough questions to assess the information for the decision making process. Ask clear questions, using understandable and appropriate language. Ask one question at a time. Treat the person being interviewed with respect. Keep in mind that it is a privilege and responsibility to look into another person's experience. Review CRITERIA to score the interview appropriately on the matrix."]
[]
["SAMPLE QUESTION","GOAL","Weight"]
["Give an example of a time when you mediated a dispute between an employee and a customer. How did you handle the situation and what was the outcome?","Does the answer reflect an appropiate customer service level and respect for the employee?",4]
["Professionally or personally, what experience do you have supervising, coaching or otherwise mentoring young adults? ","Can this person successfully interact with and mentor young adults? Do they see themselves having positive influence over students? Or are students just a necessary part of a career on campus and the candidate hasn’t given them much consideration?",3]
["What experience do you have in managing budgets?","Does the candidate have experience with budgets",3]
["Which is more important, following policy to the letter or getting the job done?","How would the candidate balance policy vs task or project completion",3]
["How will you go about establishing yourself as a leader?","What steps will the candidate take to establish themselves as a leader",5]
["What are the key factors when measuring employee performance?","What will the candidate be looking for/expecting of employees in terms of performance",5]

{"sheet":"Criteria","index":4,"n_rows":19,"n_cols":3,"rows_kept":19,"cut":false,"hidden":false,"merged":[[15,0,15,1],[0,0,0,2],[2,0,2,1],[3,0,5,0],[3,1,5,1],[9,0,9,1]]}
["Criteria"]
[]
["Phone Screen Score"]
[0,"Below Expectations OR Applicant No Longer Interested","The candidate did not possess the necessary knowledge for the position; "]
[null,null,"OR"]
[null,null,"After speaking with candidate about the position and salary range, the candidate is no longer interested in the position."]
[1,"Meets Expectations","The candidate meets the expectations of necessary knowledge, skills, and abilities and is still interested in the position after hearing more about it and the salary range."]
[2,"Above Expectations","The candidate exceeds the expectations of necessary knowledge, skills, and abilities and is still interested in the position after hearing more about it and the salary range."]
[]
["Interviewing Score"]
[0,"Below Expectations","The candidate was unable to provide or provided very few examples that demonstrated that they had the necessary knowledge, skills, and abilities. Information may have also revealed that the candidate did not meet the minimum requirements for the position."]
[1,"Meets Expectations","The candidate met the requirements for the position. They provided examples that demonstrated that they had the necessary knowledge, skills, and abilities. The candidate’s interests and career goals were aligned with the position."]
[2,"Above Expectations","The candidate moderately exceeded the requirements for the position. They provided examples that demonstrated that they had or may even exceed the necessary knowledge, skills and abilities. The candidate’s interests and career goals aligned with the position."]
[3,"Exceeds Expectations","The  candidate moderately exceeded the requirements for the position AND meets preferred qualifications listed on the job posting. They provided examples that demostrated those preferred qualifications in addition to exceeding the necessary knowledge, skills, and abilities. The candidate’s interests and career goals are aligned with the position and they seem highly motivated."]
[]
["Reference Check Score"]
[0,"Cause for Concern","The work history was unable to be verified or was verified as inaccurate. The references provided information that warrants cause to not hire the applicant for the position applied for."]
[1,"Good References","Work history was verified as true to the candidate’s application; references provided factual information. Overall, references confirmed knowledge, skills, and abilities required for position."]
[2,"Excellent References","Work history was verified as true to the candidate’s application; references provided factual information. References were also able to provide additional information that spoke positively to the candidate of interest."]

{"sheet":"Veteran's Preference","index":5,"n_rows":36,"n_cols":3,"rows_kept":36,"cut":false,"hidden":false,"merged":[[32,0,32,7],[27,0,27,7],[33,0,33,7],[26,0,26,1],[28,0,28,7],[26,2,26,7],[29,0,29,7],[30,0,30,7],[31,0,31,7],[5,2,5,7],[25,0,25,7],[6,0,6,7],[7,0,7,7],[8,0,8,7],[9,0,9,7],[10,0,10,7],[11,2,11,7],[12,0,12,7],[13,0,13,7],[14,0,14,7],[15,0,15,7],[16,0,16,7],[0,0,0,7],[1,0,1,7],[2,0,2,7],[3,1,3,7],[4,2,4,7]]}
[]
["VETERAN’S PREFERENCE"]
[]
["ELIGIBILITY:","INDIVIDUALS ENTITLED TO VETERAN’S PREFERENCE CONSIDERATION IN INTERVIEWING AND EMPLOYMENT"]
["“Veteran” means a person who:"]
["Has served in:"]
["* the Army, Navy, Air Force, Coast Guard, or Marine Corps of the United States or the United States Health Service un 42 U.S.C. Section 201 et seq., as amended;"]
["* the Texas Military forces as defined by Section 437.001; or"]
["* an auxiliary service of one of those branches of the armed forces"]
["* And has an honorable discharge from the branch of the service in which the person served."]
[]
["INTERVIEWING:"]
["When first interviews are being conducted – with no restrictions or designations as to how the first interview is conducted, i.e. phone, SKYPE or in-person:"]
["If there is at least one qualified (met system qualifications) applicant in the pool who has designated a Veteran’s Preference:"]
["* If six or fewer applicants are interviewed, then at least one applicant with Veteran’s Preference designation must be included in the interviews"]
["* If more than six applicants are interviewed, 20%  applicants with Veteran’s Preference designation must be included in the interviews (if there are multiple Veteran’s Preference designated applicants)"]
["* If there are no qualified applicants with Veteran’s Preference designation in the pool, there is no requirement to interview applicants with Veteran’s Preference"]
[]
[null,"# of Individuals Selected for Interview","Minimum # of individuals to interview with Veteran’s Preference (required)"]
[null,"1 – 6",1]
[null,7,"1 (20% of 7 = 1.4, round down to 1)"]
[null,8,"2 (20% of 8 = 1.6, round up to 2)"]
[null,9,2]
[null,10,2]
[]
[]
["HIRING:"]
["Veteran’s Preference means if two applicants are finalists for a position, and equal in all respects, the applicant with the Veteran’s Preference would be offered the job.  "]
["The Veteran’s Preference priority is the following order:"]
["1.       a veteran with a disability;"]
["2.       a veteran;"]
["3.       a veteran’s surviving spouse who has not remarried; and"]
["4.       an orphan of a veteran if the veteran was killed while on active duty"]
[]
[]
["NOTE:","The candidates veteran preference is verified by the HR Talent Acquisition Office."]