overedge
Mayor of Carrot City
- Messages
- 37,241
H
By the way, yes, in the US, public agencies (including mine) do use selection matrices in the hiring process, but they’re relatively simple rather than highly quantitative, and hiring managers are not required to select the person with the highest score as long as they have a valid, non-discriminatory reason for the decision.
The Canadian public and publicly funded agencies that I'm familiar with also have relatively simple hiring matrices. But there are quantitative elements, and how those elements are used are clearly explained to the hiring committees, along with the hiring criteria. E.g. if the job description says something like "bachelor's degree required, graduate degree an asset" there will be a higher point value assigned to candidates with master's or PhD degrees, and a candidate who doesn't have a bachelor's degree won't receive any further consideration.
And there is room for considering intangibles as well. E.g. if there is an employment equity initiative, the ad may say something like "preference will be given to candidates who are [personal characteristic]". But what that means in practice is that preference only is used if all other things are equal. And the hiring committee had better have the documentation to show that two or more candidates were considered equally qualified before the candidate with the preferred characteristic is hired. So while that's an intangible, how it is used is very clearly laid out.
The criteria and the weighting/point value don't have to be complex. And intangible or subjective judgements can be part of the process. But the important thing is that everyone understands how the criteria are going to be applied or evaluated, including the subjective ones. I don't think USFS met that standard in this case.