A common failing in making appointments is making choices from two or three candidates that were most “liked” in the interview process. This is particularly true where several people conduct interviews. A decision matrix allows the hiring team to base their considerations on the key criteria and, if there are different points of view, to discuss them. A Decision Matrix is a valuable tool. For increased sophistication, use two key areas of responsibility, the top two competencies and two core values. Of course results history may be important too, but we have assumed that these can be independently validated.