When hiring managers interview candidates for an open role, they might use a specific type of questioning in the process, such as interview matrix scoring. Interview matrix scoring is a tool that allows interviewers to take notes about candidates based on predetermined criteria. Learning about the benefits and disadvantages of interview matrix scoring can help you decide if you’d like to implement this type of evaluation when interviewing candidates.
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In this article, we discuss interview matrix scoring by explaining what it is, listing seven of its pros and cons and providing tips to help you use this interview format effectively.
What is interview matrix scoring?
Interview matrix scoring is a type of interviewing that contains questions and a scoring guide for candidates. Hiring managers may use this type of scoring to create a consistent interview process for each candidate. The scoring card typically has several questions with various categories to evaluate candidates’ credentials and work ethic. The hiring manager might score the candidates’ answers by using categories. For example, if you have five categories, you could score candidates from one to five, with one being the lowest possible score and five being the highest.
4 pros of using interview matrix scoring
Knowing the advantages of interview matrix scoring can help you determine whether you’d like to use this method to hire candidates. Here are four pros of using interview matrix scoring:
1. Maintaining focus
Sometimes, an interview can lose focus if a candidate or hiring manager strays from prepared questions. If the hiring manager uses interview matrix scoring, they have a specific and consistent set of questions to ask, which helps guide the interviewee. Hiring managers can use the scoring sheet to structure the interview and help the candidate concentrate on a structured set of questions.
2. Improving interview consistency
Using interview matrix scoring allows you to improve the consistency of your interviews. When interviewing several candidates, it’s helpful to evaluate them based on the same criteria. Consistent interviews let you compare each candidate easily. Interview matrix scoring uses the same questions and scoring rubric, which makes each interview the same.
3. Keeping evaluations objective
Even if a hiring manager is trying to remain objective, their opinions and biases can change how they perceive a candidate. When a hiring manager uses interview matrix scoring, they’re using the same questions and rubric for each candidate, which helps their evaluations stay objective. This ensures that the interview is fair and that the hiring manager only judges the candidates based on their answers.
4. Remembering candidates’ qualifications
Interview matrix scoring allows the hiring manager to take notes on the rubric. This is beneficial because the hiring manager can refer to their notes when selecting a candidate to hire. If they interviewed several candidates, it might be challenging for them to remember each person’s answers and qualifications. So, taking notes on the scoring sheet helps the hiring manager review each candidate’s interview.
3 cons of using interview matrix scoring
While there are many benefits of using interview matrix scoring, it’s also important to consider its disadvantages. Here are three cons of using interview matrix scoring:
1. Limits eye contact
During an interview, it’s important to maintain eye contact with the candidate. This helps them feel more comfortable, ensuring that the interview feels like a normal conversation. If the hiring manager is taking notes on the scoring card, it limits their eye contact with the candidate. This might make the candidate answer less naturally, which can affect how they perform during the interview. To avoid this, try to ensure you maintain eye contact with the candidate in between taking notes.
2. Takes more time and effort
Using interview matrix scoring typically takes more time and effort than a regular interview. Generally, it takes more time to create and prepare the rubric as opposed to producing generic interview questions. Taking notes on the scoring sheet can prolong the interview. Generating specific questions and a rating scale also takes more time. Even though it requires more effort, interview matrix scoring provides consistent and high-quality interviews. If you make a standardized score sheet, you can reduce the time you spend on creating a scoring system for each interview.
3. Restricts candidates’ answers
Since interview matrix scoring has more structure, it can restrict the candidates’ answers. Using the same, specific questions may limit how a candidate answers, which can restrict them from showcasing all of their qualifications. Then, the hiring manager could miss some key qualities or credentials of a candidate that could increase their chances of getting hired. To help the candidate answer questions fully, prompt them to elaborate on their responses. You can even ask a few additional questions if you’d benefit from learning more about their qualifications.
Tips for using interview matrix scoring
Here are some tips for using interview matrix scoring:
Practice taking notes
Before implementing interview matrix scoring, practice taking notes. It can be challenging to evaluate the candidate and take notes at the same time, which is why it’s important to practice note-taking. Practicing may help the interview process go quickly and efficiently. If you practice taking notes while listening to another person talk, you may also improve your eye contact with the candidate.
Explain the process to candidates
Consider explaining the scoring process to candidates before starting the interview. This is beneficial, as it helps the candidate understand how you plan to evaluate them, which can help them decide how to best answer the questions. Explaining how interview matrix scoring works can also reduce any confusion the candidate has when they see you taking notes and using a scoring sheet.
Create a standardized scoresheet
When making your rubric, create a standardized score sheet. This ensures that each interview is consistent so that you score every candidate based on the same criteria. If you standardize your score sheets, you can avoid changing your rubric for each open position and interview. Try to make a generic scoring system that applies to every employee, so you don’t have to make separate rubrics for different roles.
I hope you find this article helpful.
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