Decision Matrix for Hiring
Decision Matrix for Hiring

What is a Decision Matrix for Hiring?

A decision matrix is a table that can analyze several possibilities. Because you need a list of options and the critical criteria to evaluate them, this tool helps streamline your procedure. The option with the most incredible score often signifies the best choice because it closely matches your criteria. You can evaluate and contrast your selections using a decision matrix in an easy-to-read style.

When to use a decision matrix?

A decision matrix can be helpful when making decisions and resolving issues. If you have several possibilities that you can quickly compare using the same criteria, this tool works effectively. A decision matrix helps quantify business decisions that rely on logic rather than feelings or personal preference because it concentrates on ranking and rating options. When you can use a decision matrix is when:

  • selecting a new good or service to create
  • choosing a location for the office
  • finding a supplier
  • Choosing a new operating protocol
  • purchasing tools or software


  • Improve communication: A decision matrix can help professionals communicate and collaborate more effectively across company functions and within teams or departments. When teams are collaborating on local or international initiatives, it can also aid in enhancing team competencies.
  • Prioritize tasks: Organizations can use a decision matrix to organize and rank possibilities to speed up decision-making. When working on a project, they might lessen subjectivity.
  • Resources available: Using a decision matrix can provide professionals with access to resources they might not otherwise have. This might refer to equipment or expertise in a team or department inside a company.
  • Meet customer demands: By using a decision matrix, staff can assist in meeting the needs of regional or international clients, which may involve providing a point of contact or facilitating communication between various parties.
  • Boost productivity: By establishing manageable goals, pausing, and streamlining tasks, professionals can finish more work effectively and efficiently.

Decision Matrix Procedure:

Create a list of suitable evaluation criteria for the circumstance. Include clients in this process if at all possible.

Discuss and improve the list of requirements. Decide which criteria are required to be met and which ones are optional. Select only the factors that the team feels are most crucial from the entire list. Multi-voting and list-reduction tools could be helpful.

Each criterion should be given a relative weight based on its significance in the context. There are two ways to do this:

By allocating 10 points among the requirements after team discussion and agreement.

Giving each team member a weight was followed by the scores for every criterion for a composite team weighting.

Make an L-shaped matrix by hand. Label the list of possibilities with the criteria and their weights along one edge and the criteria themselves along the other. The group often occupies the vertical edge with the fewest items.

Compare each option to the requirements. Three options exist for doing this:

Method 1: Create a scale of ratings for each condition. Options include:

1, 2, and 3 represent a small, some, and large extent, respectively.

1 is low, 2 means medium, and 3 means high.

1, 2, 3, 4, and 5 (1 = poor to 5 = excellent)

1, 4, and 9 are low, moderate, and high, respectively.

Consistency in your rating scales is crucial. Your criteria should be worded and the rankings adjusted so that the highest rating (5 or 3) is always the rating that would tend to make you choose that option: most significant impact on customers, greatest importance, least amount of difficulty, and the best chance of success.

Method 2: For every criterion, rank-order each choice based on how well it satisfies that requirement. They should be ranked, with 1 representing the option that meets the least desirable requirements.

Method 3 (Pugh matrix): Choose a baseline, which might be the existing good or service or one of the alternatives. Use scores of worse (-1), the same (0), or better (+1) to compare each alternative to the baseline for each criterion. For a five-point scale, a finer rating scale of 2, 1, 0, -1, -2, or a seven-point scale of 3, 2, 1, 0, -1, -2, -3, can be utilised. Again, confirm that high ratings are reflected in positive numbers.

Divide the weight by the rating of each choice. The points for each option are added. The intention with the highest score may not always be the one to select, but considering the relative scores can help the team decide.

Pugh matrix:

A decision-making matrix based on a list of criteria is the Pugh matrix. It is frequently used to evaluate several options and decide on the best course of action. Different factors in this matrix are weighed differently, and their results are compared to the baseline. The Pugh matrix facilitates a quantitative ranking of variables, which is helpful for hiring and selection procedures.

A group of knowledgeable persons about the criteria and the relative weights assigned to the various aspects is most suited to complete the Pugh matrix. To choose the best solution, it is critical to compare which criteria have more pros and negatives. In the end, the findings are intended to serve as a decision-making starting point and can also be an excellent benchmark for the potential for future progress.

Excel has several templates that can be used to generate Pugh matrices. These templates are available online for download or can be made from scratch. The best tool for this job is Excel. The criterion can be added to the first column of a template, after which the first and second possibilities can be listed. The template can be applied to as many criteria as required.

EEOC matrix:

Consider developing an EEOC determination matrix if you seek a reliable and straightforward approach to assess applicants’ eligibility for particular positions. Using this tool can assist you in determining whether a background check is necessary and whether certain offenses pose a problem. This matrix will apply applicable federal and state legislation while considering your firm’s particular needs.

It takes careful planning to use a decision matrix to decide who qualifies for a specific job role. Each decision should result in a reason that is documented by the process. Avoid using general exclusions based on criminal history, as this may lead to accusations of discriminatory impact. It is also crucial to consider “ban-the-box” legislation, which forbids employers from requesting information regarding criminal histories before making an employment offer.

The EEOC is now paying closer attention to how businesses hire new employees. Companies that automatically reject candidates based on their criminal or credit histories can violate the law. The EEOC also works to prevent unjustifiable hiring discrimination against protected groups.

Weighted decision matrix:

It would help if you gave each attribute in the decision matrix a relative weight before using a weighted decision matrix. This weight ought to be higher than 0. Although the consequences may differ, they must be close to one another. A seven-point income score, for instance, would weigh 35. After you have your numbers, you can then sum up each row and column to determine your final score.

A weighted decision matrix can be used to contrast various job offers. Using this tool, you may better organize your ideas and feelings and make more informed decisions. It enables you to compare and order different job possibilities according to the most important criteria. By comparing the advantages and disadvantages of each option, a weighted decision matrix can assist you in making better judgments.

Many scenarios, including hiring, might benefit from using a weighted decision matrix. This is a fantastic tool to use for a quick and straightforward choice. You can use it to weigh several candidates’ advantages and disadvantages rapidly. A weighted decision matrix may be the best option if your intention is based on cost.

Eisenhower matrix:

Eisenhower’s matrix of priorities, which classifies jobs based on importance and urgency, is a valuable tool for hiring. Definition of an urgent task that needs to be finished immediately or today. When a task is delayed, it loses its urgency. You can choose the best candidates for the position using the Eisenhower Matrix. The main point is that you must order your duties in order of urgency.

For controlling time, the Eisenhower Matrix is also helpful. It facilitates work prioritization and establishes structure and order. It eases the strain of carrying out too many duties at once. It also enables you to put your tasks and obligations into perspective. An Eisenhower matrix aids in time management, whether you work full-time as a manager or only part-time.

You may better manage your time by segmenting it into smaller chunks and assigning colored tasks to each piece using the Eisenhower Matrix. Typically, each quadrant contains ten things. For specific responsibilities, there are separate matrices as well. Making sure each activity is only stated if required is a good idea.


A decision matrix is a useful tool for recruiting since it enables you to consider all of the essential elements and come to an educated conclusion. By employing a matrix, you can prevent making rash decisions that can end up costing you later. Matrix types come in a wide variety, so pick the one that best meets your requirements. With careful thought and strategy, you can utilize a matrix to hire the best individuals for your company.


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