Selection committees are usually formed for different reasons, including choosing the most suitable candidate for an important position. Candidates can appear in person, send their curriculum vitae or resume, and submit a letter of application. Selection committees will evaluate all of these materials and select a candidate. Selection committees are usually formed by a senior manager who cares about diversity, equity, and workplace accessibility.
The function of the selection committees is to assess candidate qualifications and decide which candidate best suits the job. Selection committees may assess candidate programs and recruitment methods. They may conduct a survey or interview or both. Selection committees can also consider referee comments and evaluate performance from other occupational assessment tools (such as the HR performance scale). Ultimately, the members of the selection committees are responsible for determining who gets the job.
When the hiring manager considers the recommendations of the hiring committee, he or she can make hiring decisions about candidate qualifications and accomplishments and select a candidate. This decision can be impacted by the hiring manager’s personality, cultural values, legal considerations, or the specific needs of the business. In addition, the hiring manager can align his or her hiring decisions with what the company stands for or what they are looking for in a candidate. All of these factors have a role in the ultimate decision about whom the company hires.
Why do companies have a selection committee? The primary reason companies have a selection committee is to insure that all of the applicant’s unique qualities are represented in the person they hire for a certain position. Each candidate brings something to the table that is different. The selection committee helps to balance out the diversity of the applicant pool by choosing someone with the skills and experience needed for the job. The committee interview helps to weed out candidates who do not have the right combination of skills and experiences that would be an asset to the company. The final selection is made based on the candidate’s personal qualities as well as their professional expertise.
Why do some applicants get the interview over others? The fact that some people did not get the interview or did not get the interview but were eligible for the job, indicates that other applicants may not have matched the job description or qualifications that the company was looking for. A good example of this is when a company wants to hire someone from a high school because that person has a good academic record but was unable to play football because he sustained an injury while playing. Although the job description indicated that the position required an athlete, the company realized that it was not physically fit for the position and therefore chose a less qualified candidate who did play football but has a good academic record. Other examples include a person who was an accomplished corporate lawyer that became disappointed with the disinterest that the interviewers had in hiring women and minority individuals.
How do you become a member of the selection committee? The best way to become a member of the selection committee is to have the right attitude and a positive outlook about joining the organization. The selection committees at many organizations are made up of a mixture of men and women from all types of backgrounds and experience levels. Applicants should be willing to take the time to understand the hiring policies and procedures, understand the culture, and be willing to take risks in order to present themselves in the best light possible. Successful candidates should also be willing to learn a new skill or be willing to take on a difficult part-time job if offered. The combination of these qualities should make a successful candidate.