In my last blog, I stated that the senior psychologist in my team and I developed a decision table, when seeking a psychology graduate. This is shown below. It listed the sought-after skills and attributes (Key Factors), stated what Low, Medium andHigh meant in terms of each of the key factors, and then showed a weight for their relative importance.
The score for each factor would then be the choice of Low, Medium and High (1, 2 or 3 points) times the weight. In other words, a candidate with an honours degree or higher would achieve a score of 15 (3 x 5) for their qualifications. A ‘perfect’ candidate would gain a maximum score of 120.
|Weight||Low (1 pt)||Medium (2 pts)||High (3 pts)||Score|
|Qualifications||5||Bach. degree – double psych||Also a Grad Dip. (Psych)||Honours degree or higher|
|Work||2||Little work experience||Reasonable work experience||Much experience – some relevant|
|Uni. grades||3||Mainly pass||Credit average||Distinction average|
|Training/eval knowledge||3||Little or none||Some||Considerable|
|Statistics||5||Knows few techniques||Knows about half techniques used||Knows most of techniques used|
|SPSS||2||Never used||Used at some stage||Very competent in its use|
|PC literacy||3||Little PC literacy||Reasonable PC literacy||High PC literacy|
|Questionnaire design||3||Minimal experience||Some experience||Fully competent|
|Interpersonal skills||5||Average skills||Good skills||Excellent skills|
|Able to work with pressure||3||Challenged with pressure||Usually copes with pressure||Copes very well with pressure|
|Work with others||4||Works okay with others||Works very well with others||Works extremely well with others|
As stated in the last blog, I rated the least and most desirable candidates as 68 and 114 out of 120 respectively, whereas my partner rated these candidates as 69 and 113. This closeness may have been a coincidence. Alternatively, it may have reflected the fact that this approach makes the whole process more objective than the unstructured approach.
I should point out that the recruitment interview is only part of the whole recruitment process. Proper referee checking, biographical information, and other techniques such as work sample testing need to be closely considered as well. It is even possible to incorporate them into another decision table.
How would such a table assist you in your recruitment processes? Try it next time!
Narayan van de Graaff www.advancedhr.com.au