A Selection Committee is a group of individuals that are tasked with reviewing applications and making a recommendation for a specific role. This process can be both intimidating and time consuming. This article will explore some tips that can help both candidates and Selection Committee members navigate this process effectively.
Diversify Committee Membership
Having a diverse selection committee is an effective way to minimize bias in the hiring process. Using a committee composed of supervisors, peers, clients/customers or other employees from different functions can provide multiple perspectives to consider the applicants. In addition to diversity, it is also important to ensure that the committee has the requisite technical expertise to evaluate the applicants.
This can be done by assigning the most senior member of each department to serve on the committee, or by ensuring that the committee members have a broad understanding of the position requirements. Additionally, it is important to assign a person from the HR department to act as the committee secretary. This will help to ensure that all members are aware of their responsibilities, and that any conflicts of interest are addressed quickly.
In some cases, a Select Committee may run an inquiry on a particular topic, in order to examine the work of a department or government and to gather evidence from those involved. These inquiries are often public, and the outcomes will usually be published by the government. This can be done through correspondence, by holding events or surveys, undertaking visits, and organising round-table discussions.
A select committee can also be used to take evidence from candidates for a specific, key public appointment before the appointment is made. These pre-appointment hearings are carried out in public, and involve the select committee taking evidence from the candidate, publishing a report setting out its views on their suitability for the post, and advising Ministers of these conclusions.
Pre-appointment hearings can be particularly effective when it comes to addressing gender balance, as they allow women and men to make the case for why they should be selected for the role, rather than simply being compared on their performance in an interview. In the past, this type of approach has been very successful in reducing the gender imbalance seen in many government departments and organisations.
Avoid Presentation Bias
Whenever possible, it is recommended that a selection committee discuss and evaluate nominees in a private setting. This helps to limit the impact of personal bias and avoids unintentional “criteria-shifting” that can occur when nominees are discussed in public. In addition, it is recommended that each committee member have a designated alternate who can be asked to participate in the discussion in the event of a conflict of interest.
Selection committees can be an effective tool for reducing bias in the workplace, but it is important that they are conducted properly. A poorly run selection committee can create a culture of distrust and favouritism that will be difficult to break.