Matrix Instructions
Screening, Interviewing and Beyond!
You've posted your position, and you've been collecting applications. What now? Now
begins the crucial step of creating your screening matrix - this tool will help you
determine the candidates you will be interviewing and help you keep track of all of
the candidates in your search along the way.
- For all benefited positions, once the job closes for posting or has met the minimum
required posting time, a Staffing Partner will send you a Final Applicant List with
instructions and a sample matrix template you can use to begin screening all applications
received. A Staffing Partner has already noted the Minimum and Desired Qualifications
from your job advertisement in the "Screening Evaluations" sheet, with instructions
on reviewing and scoring each criteria.
- Please note that candidates that do not meet your posted minimum qualifications should
not be interviewed.
- Human Resources' recommended rubric for scoring is a 0-5 scale outlined below:
-
| INDEX |
| 5 |
Shows extensive evidence/experience in resume |
| 4 |
Shows considerable evidence/experience in resume |
| 3 |
Shows moderate evidence/experience in resume |
| 2 |
Shows some evidence/experience in resume |
| 1 |
Shows minimal evidence/experience in resume |
| 0 |
Shows no evidence/experience in resume |
| *N/A |
Will be determined during interviews |
- Once you have completed the "Screening Evaluations" sheet and selected candidates
to interview, please provide your matrix to recruit@uwyo.edu for review. Searches may move forward scheduling first round interviews after emailing
the interview matrix to HR Recruiting. After reviewing the matrix, a Recruiter may
make recommended updates, edits and/or ask you to include additional candidates to
interview within a reasonable time frame. We kindly request 1-2 business days to complete
the review of your submitted materials and may reach out to you with recommended changes
or updates.
- NOTE: DO NOT PROGRESS OR CHANGE THE STATUS OF ANY CANDIDATES – CONFER WITH YOUR HR RECRUITING
AT EACH STEP AND THEY WILL ADVANCE ALL CANDIDATES ACCORDINGLY.
- Applicants not selected for interview should remain in Screen (Requires Approval), To be Reviewed by Hiring Manager status and a Recruiter will move them to Rejected by Employer and send a rejection correspondence based on the justification listed in the matrix.
- Human Resources encourages you to use the Successful Selection behavior-based interviewing model. The Staffing/Employment Partners will work closely with their Staff Hiring Managers
and Hiring Manager Assistants to help you develop a score/weighted competency-based
interview guide. Although not required for Academic and Administrative searches,
it is highly recommended. Please reach out to the Staffing Partners at recruit@uwyo.edu to help you develop this tool.
- Once your interviews are completed, you'll complete the "Interview Evaluations" sheet
within the matrix document. Once complete, please provide this to recruit@uwyo.edu for review and approval to continue on with your second round interviews.
- If you will only be doing one round of interviews, please work with the Staffing Partners
to modify the matrix document to reflect that action - you'll proceed with Skill Survey Reference Checks and the Final Candidate Selection process as normal at this point.
- Once your second round or additional interviews are finished, you'll complete the
"Final Information" sheet within the matrix document. Please provide the completed
matrix to recruit@uwyo.edu for review. After a comprehensive review, you will be provided with approval from
HR to proceed with the Final Candidate Selection process. Reference Checks using Skill Survey must be completed by this point or prior to offer to the top candidate.
- Once all the above tasks are completed, reviewed and approved by the appropriate offices,
the department may start offer negotiations with the top candidate. Please work closely
with HR Staffing/Employment Partners during this process and reference appropriate
Quick Reference Guides for proceeding.
Congratulations - by this point in the search, you should have determined your top
candidate(s) and are most likely ready to negotiate salary at this time. **Prior to extending a verbal offer: consult with your supervisor and area Business Manager/Accountant regarding the budgeted
and approved salary amount. Ensure your unit has notified the VP/Appointing Authority
of the unit, as they will have to review approve this amount as well.
As we transition to the new pay matrix, it is the expectation that Staff and Administrative
new hires will start closer to the minimum of the pay range and up to market for individuals
experienced in most job duties. Anything over market will unlikely be a typical zone
for starting salaries except for rare occasions of critical business need or extraordinary
candidates with extensive direct job experience. Consult with Classification and Compensation
(ccomp@uwyo.edu) for salary approval prior to extending a verbal offer. Class Comp will review the candidate’s qualifications, the appropriateness of the request, and internal equity.
For Faculty positions, please consult Academic Affairs on any salary over the budgeted
amount listed in the initial requisition.
Please follow the posted processes for the type of search you are completing and ensure
you are keeping HR Employment Partners apprised of your progress to filling your search.
