When most people think of the selection committee, they either completely agree with its purpose or they don’t even understand it. The main purpose of a selection committee, generally speaking, is to have several different opinions on the interviewing process and to hopefully minimize the chance that any single person from the pool of potential candidates will possess a predetermined bias toward or against any specific candidate. It is not in the best interest of any organization to select a manager based solely on talent or on a predisposition. Selecting managers based solely on skill set or on a talent-type evaluation may not necessarily be the best way to avoid biases. However, it is possible to come up with a procedure that will minimize the possibility of any single person having a predetermined bias.

Selection Committee

In organizations that make hiring a top priority, the selection committee often meets with the hiring manager and offers their suggestions for the hiring manager to consider when making his final decision on who to hire. These meetings are often productive and enjoyable for both the employer and the employee that has been interviewed. It is sometimes possible to come up with a shortlist of three or four candidates to interview. This shortlist will provide the employer with the information it needs to make a well informed decision about who to hire. The selection committee members typically meet once or twice a year and may hold further interviews during certain intervals throughout the year.

Once the selection process is complete, there will be a meeting of the full membership of the board of directors to officially select the person as the next board of director and to elect the remaining members to serve on the committee. Many board members will serve on more than one committee and will vote to confirm individuals when they attend board meetings. This serves as a confirmation of the work groups and individuals that have been recommended for a particular position. The chair of the Selection Committee is typically chosen by the president of the company or by the general manager.

One way to confirm the selection of an individual to sit on the Select Committee is to hold a conference call with all of the candidates. Each person can give his or her reasons for being considered for the position. The group can also discuss the conference call and select a specific person who meets the other required qualifications. The discussion is typically held within two days of the start of the job opening and can be conducted by a neutral third party. This helps to provide clarity about the overall selection criteria.

Once the candidates hear from the interviewer why they were selected and their qualifications for the position, they should begin to research the job to better understand what the job entails. Candidates need to be able to clearly explain their strengths and weaknesses in order to effectively sell themselves to the committee. They should also take the time to thoroughly prepare for the interview, having spent several months prior to the interview preparing for it. Having taken the time to research the company, be prepared with a good knowledge of the company’s products and services, and understand the interview questions and selection criteria will help to increase the chances of success when speaking to the select committee.

The final step in the selection process is to submit a resume or application for consideration. Many companies conduct a personal interview with the candidate prior to hiring them, which can be followed by a phone interview or via email. However, if the candidate does not have an interview scheduled with the company during their timeframe, they may want to consider applying with another company. The selection process provides a way for employers to select the best individuals for the job based on the skills, qualifications, and experience each candidate brings to the table. Utilizing the various tools available to select the most suitable candidate, employers have a more efficient means of finding the right individuals for the position.