Page 169 - Boost Your Hiring

The Surefire Way to Boost Your Score 155

Jim Jane Bill Mary
Brown Smith Jones Mar-
tin
Past experience a good fit (35%) 5 5 5 5
Analytical ability (10%) 5 3 4 5
Communication/people skills (25%) 2 5 4 2
Detail/multitasking ability (10%) 3 5 3 2
Attention to detail (10%) 3 5 5 3
Good attitude (10%) 2 5 4 2
Final rating 20 28 25 19

Notice that all candidates are rated equally when it comes to past ex-
perience (weighted at 35 percent).That will often be the case if you have
screened the résumés you’ve received well and invited only qualified
candidates to interview.
The next category rates their analytical ability (weighted at 10 per-
cent) and the ratings become more varied. Ratings for communication/
people skills (weighted at 25 percent) vary dramatically with two of the
higher analytical achievers rating much lower in this category.
Detail/multitasking ability ratings (weighted at 10 percent) also have
a large margin of difference. Two candidates are more proficient in the
area of attention to detail (weighted at 10 percent). Good attitude
(weighted at 10 percent) is a subjective rating based on the performance
or the tone detected during the interview.
It is clear that Jane Smith has the highest score in the rating system.
She also has rated highest in the areas that are weighted most heavily—
experience, communication/people skills, detail/multitasking, and at-
tention to detail. She did, however, rate the lowest in analytical ability.
Bill Jones is right behind Jane in his score and has rated higher in the
analytical ability category, but he has rated lower in the area of commu-
nication/people skills, detail/multitasking, and attitude.
Jim Brown has also rated high in the areas of experience and analytical
ability but lower in all the other categories. Last in the running is Mary
Martin, who has scored high marks only in the areas of experience and
analytical ability.

Do We Like Her—Will She Fit In?
With the scores being somewhat close, the next part of the decision-mak-
ing process becomes more subjective as you look at what’s important to
the job and the team of people that this person will be working with.
The more subjective categories of interpersonal skills—communication/
people skills and good attitude—will make or break the decision here.