The Selection Committee is responsible for identifying a shortlisted set of potential candidates for any position at a company. Candidates that meet the eligibility conditions of the EIC are then invited to an interview. This committee is made up of one or two senior people, who are called ‘top supervisors’. This committee may have as many as six members. Sometimes there are as many as eight members, who sit together in a committee room.

Selection Committee

There is a need for transparency within the Selection Committee. The Selection Committee must have the ability to understand and explain the reasons behind hiring decisions. It is the job of the Selection Committee to weed out unsuitable candidates and keep the hiring process honest. There must be a system in place that ensures all the information provided by the candidate is accurately and timely submitted. The information that is provided to the Selection Committee must include: (a) Personal Details – full name and address; (b) Age; (c) Skill Sets; (d) Work experience; (e) Specialisation or industry affiliation; (f) A statement that identifies the reason why the person wants the job. If there is a conflict of interest then the Selection Committee should investigate the matter.

Communication is key when it comes to assessing potential candidate profiles. Effective communication is necessary between the Selection Committee and the candidate. The recruitment process can go wrong if the selection process is not open and honest. For this reason the employer needs to ensure that the Selection Committee maintains an open dialogue with all candidate representatives, which includes providing feedback on their personal qualifications, work experience and skill sets, and any other information that might be useful in the process.

To enhance the interview process and make it more effective, it is important for the Selection Committee to select candidates on a similar level of skill, experience and expertise. The selection process must take into account the candidate’s potential to positively contribute to the business as well as identifying those who may be better suited for different positions within the business. The Selection Committee should also consider how the candidate may be able to enhance the recruitment process by participating and contributing in a meaningful way to the team. In addition, the Selection Committee must ensure that the candidate understands that they are committed to helping the business to develop and grow.

It is important for the Selection Committee to consider the type of work groups that are being considered during the selection process. Many businesses use work groups to effectively evaluate candidates, and it is important for the Selection Committee to consider whether these work groups are suitable for the position. It may be helpful for the Selection Committee to focus their review on groups that would be suitable for the role. The Selection Committee could ask candidates to complete a number of work groups within the company. The Selection Committee could consider the skills, competencies and abilities of each candidate and then select candidates from amongst these candidates.

The employer and/or hiring committee should monitor the progress of each candidate throughout the selection process. The employer should monitor the performance of each candidate at least monthly. Monitoring performance should be done both to provide insight into the effectiveness of each candidate and to assist in determining where a potential candidate may need to improve. By reviewing the performance of each candidate on a continuous basis, it becomes easier for the hiring committee to make the final decision about the final candidate(s). Also, monitoring performance provides valuable insight into the methods that different candidates employ to succeed. It can also show how well candidates possess key leadership skills.