A Publication of Lighthouse Consulting Services 3130 Wilshire Blvd., Suite 550, Santa Monica, CA 90403 (310) 453-6556
T o eliminate interviewers’ ingrained tendency to focus on superficial criteria and miss substantive evidence, we developed a structured tool to help each interviewer evaluate each candidate—objectively, fairly, and comprehensively. The Eight-Point Success Matrix is the tool or scorecard we have our clients use to rate “fit” based on the examples, illustrations, specifics, results, accomplishments, and patterns of behavior that emerge in candidate interviews. It is quick to use, easy to understand, and focused on the job itself. Perhaps most importantly, it calibrates interviewer ratings, keeping everyone on the same page. Built around the five key predictors of success in our SUCCESS FACTOR METHODOLOGY™, the Eight-Point Success Matrix forces interviewers to ask the right questions and probe until they have enough information to complete the form. To use this scorecard in the interviewing process, we are assuming the interviewer is well-versed in our 8-step SUCCESS FACTOR METHODOLOGY, particularly the steps involving defining success for a particular role, the process of how to interview for  success by using the 5 core questions, and the approach of uncovering the truth behind candidate responses by applying the		magnifying Glass Technique. These 8-steps are explained in more depth on our website at http://www.impacthiringsolutions.com. You can also read about them in the upcoming series of articles in this newsletter or in our soon to be released book titled, You’re Not the Person I Hired. Accountability to the interviewing group is vital. When interviewers know they will have to justify the ratings assigned to each candidate to the entire group of interviewers—especially if they’ve designated Candidate A’s Team Leadership ability “1” while everybody else assigned her a “2”—the whole process is taken more seriously. Because each member of the interviewing team fills out a Eight-Point Success Matrix form after each interview, by end of a long interview cycle a candidate’s file may contain twenty or more. The full file allows the person with final hiring power to evaluate full-spectrum of evaluation on all Success Factors. Skimming the right column helps the hiring executive to rapidly compare the same candidate interview-to-interview, and also to evaluate candidates’ qualifications against each other, on equal footing.
Lighthouse Consulting Services  3130 Wilshire Blvd., Suite 550, Santa Monica, CA 90403 (310) 453-6556