Matrix Instructions

You've posted your position and you've been collecting applications. What now? Now begins the crucial step of creating your matrix - a tool to 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 prefilled with applicants that 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

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1. Once you have completed the "Screening Evaluations" sheet and selected candidates to interview, please provide your matrix to recruit@uwyo.edu for review.  Search committees 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 within HCM - confer with HR Recruiting at each step, and they will adjust the status of all applicants accordingly
   • Applicants not selected for interview will be moved by a Recruiter to Rejected by Employer and will receive a rejection correspondence based on the justification listed in the matrix.
2. 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.
3. 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 a verbal offer to the top candidate. 
4. 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 and Employment Partners during this process, as well as Classification and Compensation, and reference appropriate Quick Reference Guides for guidance.

 

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. For Academic offers (excluding Post Doctoral Research Assistants), please work with your Director of Business Operations/Business Manager to complete and submit the Academic Appointment Details document to Academic Affairs for approval.

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 all 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.