Selection Committee

The Selection Committee is the key decision-making body of a company. Its members have to be well informed and must maintain a professional approach. They must also pay attention to the human diversity.

Select committees are composed of experts who review candidates before making a final decision. This ensures that the selection process is free of any form of unlawful discrimination. In addition, the deliberations of the selection committee are kept confidential.

Members of the selection committee are required to complete a professional conduct disclosure. They are not allowed to disclose any information about the selection process to anyone except the employer, the applicant and the committee chair. If the Chair determines that a member of the committee has an interest that might affect the objectivity of the selection process, the person must step down from the committee.

Usually, the size of the committee is determined by a proportion of the majority to the minority. The committee chair is usually selected by seniority. Typically, the committee chair’s role is to oversee the entire selection process and coordinate the development of position documentation.

When a position is vacant, the hiring manager will typically form a selection committee. Depending on the company, a selection committee may consist of employees from different departments or a variety of levels within the company.

Those serving on the committee should be diverse, as the position is intended to promote a broad range of views and experience. In particular, members should include individuals from different racial, gender and functional backgrounds. A diverse committee should represent a wide range of perspectives on the hiring process.

During the selection process, the selection committee must have a clear understanding of the characteristics and qualifications of the individual sought. The committee should provide an opportunity for the candidate to meet with the selection committee before a final offer is made. Additionally, the time needed for the interview should be defined.

Typically, the Selection Committee will conduct a screening interview to identify the top nominees. Nominations are reviewed for completeness, and three references are interviewed. Among the top nominations are announced as finalists in Public Service Recognition Week. After the top nominees are selected, the Partnership for Public Service reviews each nomination for eligibility.

A selection committee’s goal is to ensure that the hiring process is transparent and merit-based. To this end, the committee must be able to assess the merits of applications, taking into consideration the candidates’ previous experience, qualifications and other criteria.

The Chair of the Selection Committee, however, has the ultimate responsibility to ensure that the process is transparent and timely. He or she will also coordinate the development of the position documentation and ensure that the selection process is fair and equitable. Once the Committee’s recommendation is approved, the Committee will notify the delegate. Finally, the Committee Chair has the responsibility to document the resolution of any conflicts.

The selection committee should be comprised of a variety of people, including managers, supervisors, staff and clients. These should be chosen for their knowledge and experience in the position being considered. Ultimately, the committee’s aim is to recommend the best person for the job.