The selection committee meets to discuss the position and shortlist candidates for interview. It is your responsibility as convenor to make sure all committee members have a shared understanding of the position, the work environment and the type of person required to fill the position.
It is also a convernor’s responsibility to ensure the candidates’ applications have been circulated in a timely fashion to the committee members ahead of the shortlisting meeting.
All selection committee members must read the UTS Recruitment and Selection policy.
The selection committee assesses the candidates’ applications against the selection criteria to make a shortlist of suitable candidates to be interviewed for the position.
Use the Shortlisting Report form to list those who will and will not be interviewed.
A candidate's application should address the selection criteria by providing evidence of their work experience, achievements and qualifications. In a good application, the candidate will also illustrate their skills and personal qualities with examples of past experiences and achievements.
Please note, it is not compulsory to request candidates formally address the Selection Criteria but evidence of examples should be evident in the information provided.
Written applications can also provide you with evidence of the candidate's written communication skills, style and analytical skills in compiling, prioritising and presenting information. You cannot use it, however, to assess their personal values, oral communication or people management skills. You need to assess these later on in the selection process.
Recruitment/Search firm profiles
If you use a recruitment or search firm for senior appointments, they will normally conduct preliminary interviews with candidates and provide you with a shortlist for interview. They should also provide a profile of each candidate, outlining their strengths and weaknesses in relation to the selection criteria. It is then up to the selection committee to assess this information and to determine which candidates will move to the next phase of the selection process.
After the committee has made a shortlist, you should contact the shortlisted candidates to arrange their interviews and explain the process they will go through.
When scheduling interviews, allow approximately one hour for the interview itself, and at least 15 minutes break in between each interview. This break allows for any overruns and provides the selection committee with an opportunity to discuss the interview just conducted and prepare for the next candidate.
Remember to distribute an interview timetable to selection committee members before you conduct the interviews.