The Selection Committee is the committee that selects, seeds and brackets the teams that will participate in the NCAA basketball tournament. They also determine the top at-large bids.
The 68 teams are spread out in four regions, which determines the first round matchups and the path to the championship game. The teams are not selected according to a set formula, but by a process of vote and discussion.
Typically, the committee works closely with each team to discuss their needs and concerns before making a decision. This can include a desire for attendance, travel costs, or avoiding a second-round intraconference matchup. The committee rarely changes the seed of a team, but it can do so if it wishes to.
In some cases, a committee may recommend a candidate to a higher authority for final interview and selection. In this case, the committee should be briefed by the higher authority regarding what they are looking for in a desirable candidate and what is required from them during the selection process.
Selection Committee members must meet the following requirements: a) They must be APS members (or be eligible to become APS members); and b) they must be able to conduct themselves in a professional manner, as well as provide a positive impression of the APS, its membership and its goals.
The committee must be a diverse group of people with a wide range of backgrounds and experiences. They should be drawn from a variety of employee groups, departments and staff levels. This is important for removing bias and ensuring that different perspectives are represented throughout the hiring process.
A committee should be formed by a Hiring Manager, who must have a good understanding of the position and how it works within the company. The committee should consist of a mix of males and females, and they should be a good cross section of employees who have different experiences and interactions with the person in the position.
During the selection process, a committee should agree on uniform criteria for evaluating applicants, such as a CV and an interview. This will allow members to easily see who is the strongest applicant and help them avoid bias when discussing candidates.
They should also write down any feedback they receive from applicants before deciding whether or not to invite them to an interview. This can prevent a recurrence of bias in their decisions, and it will make for a more efficient process overall.
In addition, the committee should agree on a scoring system for assessing applicants. This can be used in the upcoming job fairs and other recruiting events.
The committee should work with the Hiring Manager to ensure that all candidates are given the opportunity to answer the question, “Why are you interested in this position?” This is crucial as it can influence the decisions made by the committee and the selection process as a whole.
The committee should also have an agreed upon time frame for completing the selection process and should be able to follow up with any candidates who do not respond to the invitation. Lastly, the committee should be able to communicate the results of the selection process to the Hiring Manager.