The Selection Committee is the panel of people responsible for making an informed decision about your application. The Selection Committee will meet twice in a year and once during the summer. The selection committee is usually comprised of one member from each department at ILC. The members are screened and receive ILC Training, extensive on-the-job experience, and a thorough review of your application. The members are then required to take a series of examinations that assess their understanding of basic, clinical practice ethics and the basic principles of medical ethics.
Once the screening and review process are complete, a short list of candidates is presented to the full selection committee. Candidates are invited to take the necessary written tests and interviews. If there are not a sufficient number of candidates to cover all the positions that are being offered, the interview panel will make a recommendation for one candidate from the remaining candidates. In this case, the interviewing panel may also choose to invite a candidate to interview with them. This panel is typically comprised of one ILC certified member, one senior level official, two non-certified members, and four or more non-certified members.
During the interview process, the interviewing committee will consider the following questions: (a) Does the candidate have enough knowledge and/or experience? (b) Is the candidate cooperative and eager to answer questions? (c) Does the candidate appear to be thorough and detail-oriented? (d) Is the candidate well informed and able to follow instructions? (e) Is the candidate a good team player? (f) Does the candidate possess and maintain positive body language and appropriate appearance?
Candidates are usually given some initial interview prep, such as conducting a personal evaluation, a self-assessment, a career-development workshop, a career assessment, and a background or diversity check. When interviewing, it is important that the candidate fully understands his or her answers to these questions, as they are used to help the Selection Committee determine if the candidate is well-suited for the job. The selection committees want to hire someone who is knowledgeable, eligible, and experienced in the field of management and specifically trained to manage and lead a diverse, multicultural team. A candidate who has been hired and put on the Allocations Committee, even though he or she may not have been chosen to be on the committee, is still part of the team and must understand the organization’s goals, missions, and business processes.
Another way to help a committee member to become more involved and participate in the interview process is by ensuring that the candidate participates in an open dialogue with the committee. This means that during the interview the candidate must ask questions, offer opinions, and discuss topics with the other members of the committee. Open dialogue is important because a candidate needs to be able to listen to what the other members are saying, to see if the issues are important to the organization, and if not, how the issues can be addressed. It is also important to let the candidate know that the Selection Committee values his or her perspective and input. This will provide a good indication of how the candidate will fit within the organization.
Conducting an interview with a large number of candidates is very time consuming. It takes away from the time-oriented tasks of a manager and can be very exhausting for interviewing professionals who are unfamiliar with typical interview questions and procedures. Therefore it is very important to make sure that the interviewing process is conducted efficiently. The selection criterion for each team usually specified in the corporate mission statement. The selection criteria usually consist of: