Candidate comparison matrix template

Table 1: Recruitment Process Identification

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1. Instructions & Data Definitions

1.1 Purpose and Assessment Process

This matrix provides a structured, evidence-based method for evaluating and comparing candidates for [JOB_TITLE]. Standardized scoring protects the hiring process against bias and ensures decisions align with Bona Fide Occupational Requirements (BFORs).

The hiring manager or designated interviewer must complete this evaluation independently for each shortlisted candidate immediately following interview stages, practical skills assessments, and reference checks. Evaluators must assess all candidates against identical criteria and scoring anchors.

Any candidate requiring accessibility-related accommodation during the assessment process must be accommodated up to the point of undue hardship in accordance with applicable jurisdictional human rights and accessibility standards. Accommodation requests do not affect candidate scoring.

Inquiries regarding prohibited human rights grounds—including but not limited to age, race, colour, ancestry, place of origin, ethnic origin, citizenship, creed or religion, sex, sexual orientation, gender identity, gender expression, marital status, family status, disability, or record of offences—are strictly prohibited during all assessment phases.

1.2 Data Definitions and Rating Anchors

Evaluators must assign a whole integer from 1 to 5 for each criterion based on verified evidence from resumes, structured interview responses, job simulations, and verified references.

Table 2: Standard Rating Scale and Behavioral Anchors

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2. Core Data Table

The matrix below evaluates candidates across eight core occupational dimensions derived from the approved position description. The sum of all weights must equal 100%.

Table 3: Candidate Evaluation and Scoring Matrix

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3. Status or Scoring Fields

3.1 Mathematical Calculation

Calculations follow standard weighted averages:

1. Divide the criterion weight percentage by 100 to determine the decimal weight: Decimal Weight = Weight % / 100.
2. Multiply the candidate's raw rating (1.0 to 5.0) by the decimal weight to calculate the weighted criterion score: Weighted Score = Raw Score * Decimal Weight.
3. Calculate the candidate's total score by summing all weighted criterion scores: Final Weighted Score = Sum of all Weighted Scores.

3.2 Decision Thresholds

Final weighted scores determine the candidate recommendation pathway:

Table 4: Decision Thresholds and Action Pathways

3.3 Worked Example Row

The following row demonstrates an applied evaluation for Criterion 1:

Table 5: Illustrative Worked Example Row

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4. Exceptions & Notes

4.1 Accommodation Adjustments

Where a candidate requests assessment accommodation (e.g., adaptive visual interfaces per WCAG guidelines or extended assessment duration per accessible employment standards), the evaluator must document the accommodation provided without altering scoring criteria or weighting.

4.2 Tied Scores

In the event of a tied final weighted score between two candidates (difference < 0.05 points):

1. Review the unweighted raw scores in the highest-weighted criteria (Criteria 1, 2, and 3).
2. Re-examine verified reference checks specifically targeting the tied competency areas.
3. Conduct a targeted follow-up panel interview focused exclusively on core operational requirements.

4.3 Privacy and Document Retention

All evaluation forms, interviewer notes, work samples, and scoring sheets contain candidate personal information. The hiring manager must transfer completed evaluation packages to [FILE_LOCATION] within [N_BUSINESS_DAYS] business days of closing the recruitment competition. [ORGANIZATION_NAME] retains recruitment records for [RETENTION_PERIOD] to defend selection decisions against human rights or employment standards inquiries.

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5. Summary & Ownership

5.1 Final Hiring Recommendation

The evaluator must record the final decision below before initiating an employment agreement.

Table 6: Evaluation Summary and Approvals

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What to fill in

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