Why Is The Selection Of An IABIN Employee Important?

Selection committees of IABIN are responsible for the overall management of projects associated with IABIN. The selection committee meets once every six months, with a rotating selection of members. They meet at least once during the year in the Secretariat and once during the year at the IABIN headquarters in Rome. Members are required to meet in session once each year. Candidates for the positions that become available are recommended to be reviewed by the Selection Committee.

The Technical Selection Committee assembled by the Secretariat is responsible for evaluating detailed proposals from the applicant. The Technical Selection Committee consists of two members of both the executive and non-executive staff, one specialist and one procurement specialist, who are up to two members each of IABIN and IEC and an external expert. The members present on this committee have various roles and responsibilities including evaluating the suitability of the candidates for selected senior management and supervisory or procurement positions.

With regard to the role of the Selection Committee, it is a part of the IABIN process and is called for in the case of any changes to the hiring procedures, when it is warranted. The Selection Committee is required by the terms of a binding contract between IABIN and the organization to ensure that an open dialogue takes place between the IABIN and the selected candidate. The selection committee members must engage in a dialogue with the candidate so as to ascertain whether the candidate is suitable for the position.

In cases where there is a need for the IABIN to hire the services of an outside professional, such as an executive Recruiter, the selection committee can engage in an open dialogue with the professional in order to determine whether the services offered by the professional are suitable for use by IABIN. Once the decision has been made to hire a professional to provide the necessary services, the selection committee must ensure that adequate time is allowed for the candidate to become familiar with the working environment at IABIN before being placed in a supervisory role with responsibility for the projects assigned to the professional. This will ensure that the potential candidate has adequate knowledge of what to do not do in the workplace.

For senior management and supervisory positions, the members on the selection committee need to consider whether the candidate possesses the experience necessary for the job. They do not necessarily have to possess every skill or ability required for the job but it would be prudent to have a reasonable amount of such skills. If the candidate does not have enough skills or knowledge for the job, the selection committee may need to take a look at the suitability of the candidate for the job through an interview process in which they can gauge the candidate’s personality and their suitability for the position. It is not enough to interview a candidate; they also need to assess if the candidate can cope with the work environment at IABIN. The members on the selection committee need to be aware that they are dealing with potentially very volatile people who make decisions in a quick manner. They need to trust that the candidate will handle the position in a competent manner.

With the information derived from the interview process, the selection committees can then select a person who fits the job description, has the necessary skills and knowledge for the position and fits the organization. It is important that the organization selects individuals with similar values. The selection committees need to be careful not to select someone solely on the basis of their ranking on a corporate ladder. There needs to be a balanced selection of employees with varied levels of skill, knowledge and abilities. To achieve this, the selection committees need to take a holistic approach to the process.