![]() In this case, functional experience is weighted 3, while education is weighted 1, so for this role, functional experience is three times more important than education.ĭuring the interviews, you would ask the appropriate questions to assess each candidate on each dimension and then score them. This is a fancy example because each dimension is weighted to make some dimensions more important than others in the scoring of candidates. In the example, the most important dimensions of the role are functional experience, industry experience, problem solving skills, interpersonal skills, cultural fit & education. Below is a simple example of a hiring decision matrix. Then you put those in a simple spreadsheet with a scoring table so you can rate candidates on each dimension. Before the interviews, you figure out what the most important dimensions are for the role. You can go with your gut, but the typical best practice is to create a decision matrix to evaluate different candidates against each other. Let decision matrices do a lot of the heavy lifting, turn the irrational into rational, and help you make the right decision.Ī decision matrix is the evaluation of different options based on prioritized variables. As a strategic leader, you often have to rally and align a team around complex and hard decisions, which can be fraught with frustration, emotion, and confusion. They can elegantly align people that were once at odds with each other. They can turn the subjective into objective numbers. They can break down seemingly difficult decisions with ease. I’ve always had a thing for decision matrices. “Most discussions of decision making assume that only senior executives make decisions or that only senior executives’ decisions matter. ![]()
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