Multiple Criteria Decision Making
Essentially, making a selection decision is a multiple criteria decision making process. A candidate is weighed up against multiple and often conflicting criteria. In daily life people usually weigh multiple criteria instinctively and may be comfortable with the consequences of such decisions that are made based on only intuition. We also often do this in recruitment, selection and talent management decisions. How often haven't you heard it said - after a lengthy recruitment process - this is the best candidate because:

"I don't know, my gut just tells me she is the right candidate."
"He has the best CV".
"I like how she handled the curved balls we threw at her in the interview".
"He was definitely the most confident candidate ".
These are simply subjective impressions and not decisions based on clearly defined criteria. However, when stakes are high, it is important to properly structure a problem and explicitly evaluate multiple criteria. Remember if you have followed the process we propose then you will have looked at the candidate in terms of:
Remember if you have followed the process we propose then you will have looked at the candidate in terms of:

Numerous Job Specific Competencies

A variety of Generic Competencies

Different IQ requirements

Numerous EQ requirements
And have used multiple sources of information about the candidate such as:

CV and reference checks

Structured Interviews

Work Sample Tests

Competency Appreciation
Structuring complex decisions and considering multiple criteria explicitly leads to more informed and better conclusions. In making recruitment and selection decisions it is very easy to lose track of the multiple selection criteria, or over - focus on only one or two. This is likely to happen when you don't have a system in place for making a multiple criteria decision. This inevitably results in sub - optimum decisions.
Using the steps and method we have proposed in this module will ensure that you have entered all of the assessment information into a structured process that will result in a rational and well reasoned decision about candidate fit.
This concludes the theoretical part of this training program on assessment.
After you have completed the evaluation on Module 8 we recommend that you do Module 9 which covers a case study and practical examples of EQ and IQ in action.
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