When it comes to hiring new talent, many companies rely on committees of employees to make their decision. These groups can be useful in reducing bias and ensuring equal opportunities for everyone involved in the process. However, committee interviews can be difficult for both candidates and members of the selection committee alike. Having the right strategy in place can help ensure you have a successful and efficient interview process for your next hire.
The Selection Committee is a group of 13 individuals with relevant ties to — and experience within — college football that decides the top teams in the nation to fight for the College Football Playoff championship once the regular season ends. The committee has been the target of criticism for not picking the “right” teams, but in reality there are no perfect brackets and no computer will ever do a better job than a room full of people.
The committee begins the process by evaluating the top teams in the country and determining their seed. This is done by looking at the teams’ wins, losses, strength of schedule and NET ranking. The committee also looks at the teams’ conference tournament results, as those are often more indicative of a team’s overall strength.
Once a final list of teams is produced, the committee votes on them and tries to ensure that each region is balanced. They do this by trying to balance each team’s strengths and weaknesses, so the best #1 seed (the national champion) does not have to compete with the worst #2 seed in their region. The committee also makes sure that the weakest #3 seeds are not paired with one another, as this can lead to an uneven matchup.
Throughout the entire evaluation process, committee members keep their individual rankings private and do not discuss them with other members. This is to prevent what is known as “social loafing,” which is when committee members follow the voting of their colleagues and make decisions based on the opinions of others in the room.
When a committee interview process is completed, the chairperson of the committee will take the lead in making a decision. It is important for a chairperson to have the support of all committee members, as it will be their role to determine who should receive an offer. Having this support can help reduce any ambiguity around the final decision, particularly when there is close competition between candidates.
If a member of the committee has a conflict of interest or commitment, it is their responsibility to notify the chairperson. If the chairperson feels the situation cannot be resolved, they may choose to step down from the committee.
When preparing for an interview with a selection committee, it is important for candidates to be clear about their goals and qualifications for the position. They should also be prepared to answer questions about their experiences and their ability to work in a team environment. Finally, it is important for candidates to understand that the committee’s decision will be final and that they should not try to influence one another’s vote or sway the outcome in any way.