A Selection Committee is a group of people who are committed to interviewing and selecting the best candidate for a position. Selection committees are used in organizations of varying sizes to ensure that the hiring process is objective and equitable to all candidates, while also protecting against potential biases by incorporating multiple perspectives into the decision making process.
Ideally, Selection Committee members should be from within the department where the position will be located. However, it is acceptable to seek out individuals outside of the department who can bring diversity and value to the committee. For example, external supervisors or clients/customers can provide a new perspective that can enhance the selection criteria.
A person hired for a role can have a tremendous impact on morale, productivity and the overall company culture. Therefore, it is critical to get the right person in the job, which often requires the collaborative strength of a Selection Committee.
An effective Selection Committee will consist of a mix of people, including supervisors, peers and clients/customers. The composition of the committee should reflect the responsibilities and requirements of the position. The committee should be balanced in terms of gender, age, functional expertise and other variables that will promote the most diverse and inclusive review of the applicants.
The Selection Committee chair is responsible for the overall coordination of the selection process and may be delegated specific responsibilities. This includes setting the rules and procedures for the committee (e.g., discussion of applications) and ensuring that conflict of interest rules are followed. The Selection Committee chair will also be responsible for providing a summary report on the committee’s deliberations, including a recommendation and justification, to the officers who approve the selection.
In addition, the chair should be familiar with the APS conflict of interest policy and ensure that all members of the Selection Committee have completed the online conflict of interest training before each committee meeting. The chair should also be able to respond quickly and effectively to any questions or concerns that arise during the committee process.
Lastly, the chair should be willing to step aside if he or she feels that a conflict of interest exists. A conflict of interest can be a serious issue that can impact the entire committee. In such instances, it is important to have a backup chair in place to ensure that the Selection Committee’s deliberations are not impaired by a conflict of interest.
For a candidate, interviewing with a Selection Committee can be very intimidating. It is critical that candidates adequately prepare for the interview by preparing their materials and focusing on why they are the best fit for the job. Candidates should also be prepared to be challenged by committee members and not be afraid to speak their mind in a respectful way. This will allow for a full and unbiased review of the applicants by all members of the Selection Committee. It is also crucial that the candidate is mindful of his or her body language, as this can be interpreted negatively in the room.