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Staff Final Interview Matrix

Sample OHIO Job Description (Select field from PeopleAdmin)
Job Title	Human Resources Liaison
Job Description	The successful applicant will act as an HR business partner to one or more planning units (which may include a combination of academic and support units). The incumbent(s) in this role will proactively provide HR services by developing relationships with assigned units and understanding their operational needs, mission, and direction. The HR Liaison will provide excellent HR Service in the following areas: Recruitment: In consultation with hiring managers, develops and approves recruitment plans, arranges advertising, ensures compliance throughout hiring process, may oversee or coordinate interview process, may advise and/or coordinate salary negotiation process, extends offers and ensures that new employees are appropriately “on-boarded”. Employee Relations: Manages employee relations issues, processes, and policies throughout assigned unit(s). Duties may include: conducting complex internal investigations and documenting findings; developing, monitoring, and ensuring compliance with Performance Improvement Plans (PIPs); in conjunction with appropriate supervisors, issuing disciplinary action; acting as a hearing-officer for disciplinary proceedings; responding to and hearing grievances; managing reduction in force activities; managing for-cause terminations and non-renewals; performing exit interviews. Organizational Development: Consults with leadership throughout assigned unit(s) to understand organizational structure and needs. Aligns needs with jobs in various university job structures. May complete job documentation for unique positions and consult with compensation department to appropriately classify such positions. Responds to and coordinates job audits in conjunction with compensation director and staff. Compensation and Performance Management: Within the parameters of university policy, provides consultation, data analysis, and recommendations to unit managers regarding promotional pay increases, mid-year adjustments, temporary salary adjustments, and one-time awards. Provides guidance and may manage performance management process(es) for assigned unit(s). May offer support to assigned unit(s) during re-appointment process. Time and Leave Management/Training: Monitors timekeeping procedures within assigned unit(s) and ensures compliance with institutional, local, state, and federal policies and statutes. Provides accountability and direction for assigned unit(s) compliance with Family Medical Leave Act (FMLA). Provides training to various customers and groups throughout assigned unit(s) on topics such as: FMLA; performance management; selection committee best-practices; use of HR related systems and software. Other Related duties as assigned.
Minimum Qualifications	4-Year degree in Human Resources Management, Business, Communications or related field and a minimum of 4 years experience actively applying knowledge of employment law and HR best practices or an equivalent combination of education and experience. Ability to communicate, both written and orally, in English at a near-native level.
Preferred Qualifications	Strong background in active recruitment and talent sourcing. Master’s degree in Human Resources, Business Administration, Communication, or related field. 2 or more years experience as a human resource generalist with at least one year in a unionized workplace. Experience in higher-education or public sector organizations.

Sample Candidate Pre-Interview Step Matrix (Staff)
Examples of pre-interview steps include questionnaires, presentations, writing prompts, phone interviews, etc. For this sample, please assume the following scenario: The chair of the Political Science department, Polly Sigh, has asked your assistance in recruiting an advisor to help guide students interested in careers in Law. Please submit a detailed, active recruitment plan that outlines effort/steps necessary for successfully filling the position as well as a brief explanation for your recruitment suggestions. Please focus on efforts that will produce a highly qualified pool of applicants.
Candidate Name or Applicant #:				Date:
Grading Criteria	0	1	2	3	4
Presentation Quality	Candidate did not submit presentation or responded after the given deadline.	Candidate's sample recruiting plan was submitted but has several formatting/typographical errors that make it illegible or difficult to follow.	Candidate's sample recruiting plan was submitted but contains some formatting/ typographical errors and utilizes jargon unfamiliar to those outside of HR.	Candidate's sample recruiting plan was well-formatted but utilizes jargon unfamiliar to those outside of HR.	Candidate's sample recruiting plan was well-formatted and is clearly understandable for those outside of HR.
Holistic Approach	Candidate did not submit presentation or responded after the given deadline.	Candidate's sample recruiting plan relied solely on generic advertising and did not include field-specific recruitment, active recruitment, or outreach to affinity groups.	Candidate's sample recruiting plan relied solely on active OR passive recruiting. While it included some field-specific outreach, it did not include outreach to affinity groups.	Candidate's sample recruiting plan included both active and passive recruiting. While it included some field-specific outreach, it did not include outreach to affinity groups.	Candidate's sample recruiting plan was holistic including active and passive recruiting, field-specific outreach, and outreach to affinity groups.
Depth of Knowledge	Candidate did not submit presentation or responded after the given deadline.	Candidate submitted a sample recruiting plan but did not note any explanation for suggestions given.	Candidate submitted a sample recruiting plan but explanation for suggestions included inaccurate or illegal information/ guidance to customer.	Candidate submitted a sample recruiting plan but explanation for suggestions included included only generic information, known by many outside of HR.	Candidate submitted a sample recruiting plan and explanation for suggestions included clear, detailed information indicative of experience withing HR.
Applicant Tracking Software Knowledge	Candidate demonstrates no knowledge of applicant tracking databases.	Candidate has demonstrated basic working knowledge of general databases but is not familiar with specific software.	Candidate has demonstrated intermediate to excellent knowledge of general databases but is not familiar with specific software.	Candidate has basic working knowledge of internal applicant tracking software.	Candidate has demonstrated intermediate to excellent knowledge of internal applicant tracking software.
Aligns with departmental professional development model	Candidate has not designed any formal professional development OR expressed a lack of interest in developing formal training modules.	Candidate expressed interest but has no experience with formal professional development module design.	Candidate expressed interest and has less than two years' experience with formal professional development module design.	Candidate expressed interest and has at least two but less than four years' experience with formal professional development module design.	Candidate expressed interest and has at least four years' experience with formal professional development module design.
Total Candidate Score:
Notes:
I recommend this candidate DOES or DOES NOTE (circle one) advance to further screening steps. If NOT, move candidate to "Pre-interviewed - not hired" and select reason code. Reason Code:__________________________ If "other" please explain: ___________________________
Evaluator's Name: ___________________________________________________ Evaluator's Signature: ________________________________________________
NOTE: All search documentation must be maintained by the department for three years. Please print and/or save this completed document and add to the file for this search.

Sample Candidate Final Interview Matrix (Staff)
Each evaluation section below should directly correspond to a question asked during the final interview.
Candidate Name or Applicant #:			Date:
Grading Criteria	1	2	3	4	5
Employee Relations	Candidate does NOT have background in employee and labor relations and was unable to accurately respond to related prompts.	Candidate DOES have some background in employee and labor relations but was unable to accurately respond to related prompts.	Candidate does NOT have background in employee and labor relations but was able to accurately respond to related prompts, though detail was lacking.	Candidate DOES have background in employee and labor relations and was able to accurately respond to related prompts, though detail was lacking.	Regardless of background in employee and labor relations, candidate was able to accurately respond to related prompts with thorough detail provided.
Business Consultation and Customer Service	Candidate does NOT have background in consultation/customer service and was unable to accurately respond to related prompts.	Candidate DOES have some background in consultation/customer service but was unable to accurately respond to related prompts.	Regardless of background, candidate was able to accurately respond to related prompts, though detail was lacking.	Regardless of background, candidate was able to accurately respond to related prompts with thorough detail provided.	Regardless of background, candidate was able to respond to related prompts. Answers were accurate, detailed, and included specific examples of past interactions.
Employment Law and Best Practices	Candidate does NOT have related background and was unable to accurately respond to related prompts.	Candidate DOES have some related background but was unable to accurately respond to related prompts.	Regardless of background, candidate was able to accurately outline best practices regarding data management and/or compliance research but did not demonstrate working knowledge of policy and law.	Regardless of background, candidate was able to respond to related prompts with vague details/general understanding of policy/law, data management, and compliance research.	Regardless of background, candidate was able to provide detailed and specific answers to prompts regarding best practices, data management, compliance, and policy/law. (May have related certification and/or may have cited specific case examples.)
Applicant Tracking Software Knowledge	Candidate demonstrates no knowledge of applicant tracking databases.	Candidate has demonstrated basic working knowledge of general databases but is not familiar with specific software.	Candidate has demonstrated intermediate to excellent knowledge of general databases but is not familiar with specific software.	Candidate has basic working knowledge of internal applicant tracking software.	Candidate has demonstrated intermediate to excellent knowledge of internal applicant tracking software.
Alignment with Professional Development Model	Candidate has not designed any formal professional development OR expressed a lack of interest in developing formal training modules.	Candidate expressed interest but has no experience with formal professional development module design.	Candidate expressed interest and has less than two years' experience with formal professional development module design.	Candidate expressed interest and has at least two but less than four years' experience with formal professional development module design.	Candidate expressed interest and has at least four years' experience with formal professional development module design.
Total Candidate Score:
Notes:
If recommended for hire, list candidate rank: __________________ If NOT recommended for hire, move candidate to "Interviewed - not hired" and select reason code. Reason Code:__________________________ If "other" please explain: ___________________________
Evaluator's Name: ___________________________________________________ Evaluator's Signature: ________________________________________________
NOTE: All search documentation must be maintained by the department for three years. Please print and/or save this completed document and add to the file for this search.