A Selection Committee is a group of individuals who collaborate to assess candidates and make hiring decisions. The committee may be made up of supervisors, peers or subject matter experts. It is important to have a diverse committee to avoid bias and ensure that all perspectives are considered in the process. The committee can be a helpful tool to help recruit the best candidates for a job and to reduce the time it takes to hire.
The Selection Committee is an advisory body of the College Football Playoff and serves as a neutral forum for discussion and deliberation on the conference championship games, other bowl pairings and potential future expansion. The committee is a non-elected, independent body that is not responsible for the administration of the playoff or the games. The committee’s role is to monitor the conference championships and select the top 25 teams for the national championship game, in addition to ranking other teams for a variety of bowl games. The committee’s chair cultivates an environment for members to cooperatively evaluate teams and create rankings while allowing them to voice individual opinions. The chair also facilitates meetings, helps set the committee’s agenda and shares spokesperson duties with the College Football Playoff’s Executive Director.
During the deliberation process, the committee identifies small groups of teams to evaluate against each other in a detailed and deliberate manner. The committee ranks the teams in seven rounds, with each round incorporating a “listing step” and a “ranking step.” The committee uses a variety of criteria to determine their rankings. The committee also establishes a policy of recusal, requiring members to recuse themselves from voting or discussing teams from their own conferences.
An important aspect of the Selection Committee is its diversity, which includes gender, race, education and functional expertise. This diversity provides a broader perspective of the applicant pool and the ability to identify the strongest candidates for the position. The committee also focuses on selecting the most qualified candidate for the job, while considering equal opportunities and the needs of the community.
If a candidate’s qualifications are not clear from the application or resume, the Selection Committee can request additional documentation to verify the applicant’s background. This additional information is used to compare the applicant’s qualifications with the job description and other requirements. This step is also useful in eliminating false or misleading information from the applicant’s application.
A Selection Committee may also include a member from outside the organization who is familiar with the skills and experience required for the job. This member can provide additional insight into the candidate’s background and how it might fit with the company’s culture.
It is possible for a Selection Committee to become divided on its choice of candidate, but this is more likely to occur when the committee has not clearly defined or agreed upon a candidate profile. Developing a scoring system for candidates can help reduce division and makes it easier for the committee to review applicants and conduct interviews.