Like any secret society, the College Football Playoff Committee meets in private, reportedly up to 10 times per year to determine which 131 FBS teams are good enough to participate in the annual playoffs. It’s not exactly clear what goes on in those rooms at the Gaylord Texan hotel in Grapevine, Texas, but we know it involves the top administrators in college football deliberating over who should be ranked where, and which teams should face each other in bowl season. And that’s really all you need to know about Selection Committee.

The EEA’s selection committees are composed of 13 members. This number was chosen to ensure diversity of viewpoints and geographical representation, and to facilitate active discussion. Members are not compensated, although they are reimbursed for their expenses.

In addition to reviewing applicants’ application files, the committees are also expected to be very familiar with the position’s requirements and the overall scope of the work. They are required to assess candidates against the ideal profile, taking into account references and the outcome of the interview.

Committee members must not discuss any aspects of their selection work with anyone except other committee members and nominated referees. They are also not allowed to make any public statements about their selection decision, or allow others to do so on their behalf.

It’s not uncommon for a committee to find itself divided on its choice of candidate, particularly at the later stages of the process. This can happen if the committee has not firmly agreed on and properly weighted the competencies of its ideal profile, and if it has relied too heavily on its “feel” for the candidates during interviews.

Regardless of the strength of the applicant pool, it is essential that the committee remain focused on its task and not allow itself to become distracted by irrelevant issues. The best way to do this is to maintain an open dialogue throughout the interviewing phase, and focus on asking questions that will help the committee understand why a candidate might be better than another.

One of the most effective ways to manage differences in opinion is to assign a chairperson for each round of interviews. This will help keep the discussions moving forward, and ensure that decisions are reached more quickly. It is also a good idea to encourage healthy debate between all members of the committee, in order to ensure fairness and inclusion, as well as robust discussions that lead to the best hiring decisions.

In the interests of transparency, and in line with current practice in certain Member States, the EEA has decided to publish the names of selection committee members alongside relevant vacancy notices. The names are only published after the end of the selection process, and once members have signed off on their choices. It is, however, still forbidden for candidates to contact committee members directly or for them to make contact on their behalf. This is to avoid potential conflicts of interest and commitment that may arise during the selection process.