University of New South Wales - Human Resources - Step 5 - Forming the Selection Committee, Human Resources, UNSW

The purpose of a selection committee is to assess the comparative merit of each applicant and to recommend for appointment the best person for the job.

The deliberations of the selection committee should at all times remain confidential.

The manager/supervisor needs to:

nominate the Presiding Member and other members of the Selection Committee
record the Selection Committee membership on page 3 of the HR10 Staff Appointment Request form, and
forward the completed HR10 form to their HR Consultant/HR Officer, where the HR Consultant/HR Officer is responsible for Selection Committee Management.

Composition of the Selection Committee

The UNSW Protocol for the Membership and Composition of Selection Committees (Academic Staff) and (General Staff) should be referred to when arranging a Selection Committee.

Final membership of Selection Committee should be approved by the Budget Unit Head, unless this authority is delegated to the Presiding Member.

The Deputy Vice-Chancellor (Academic), the Director Human Resources and the Director Equity & Diversity, or nominee, have observer status with speaking rights for any Selection Committee.

Every Selection Committee should:

Have EQUAL GENDER representation wherever possible: at least 1 female member on committees of up to and including 4 members, and at least 2 female members on committees of 5+ members).
Have a staff member EXTERNAL to the immediate work unit.
Have at least 1 member (preferably the Presiding Member), trained in merit based Recruitment & Selection at UNSW.
Have all members at or above the level of the advertised position (a member who is specialist in the field may be exempt).
Have at least half the members from a particular EEO group where the position is: identified for a member of an EEO group; the duties of the position include significant interaction with staff/students from the EEO group; or it is likely that members of the EEO group will be applicants for the position.
Where a work unit uses a recruitment agency, have a representative from the agency attend the shortlist and interview.

Click here for information on how your prior recruitment and selection
experience can be assessed so you can sit on UNSW Selection Committees.

How to Replace Selection Committee Members

Changes to selection committees are generally to be avoided but sometimes may be necessary.

Where the HR Consultant/HR Officer is responsible for the Selection Committee Management, you must advise the HRC/HRO of:

the Selection Committee membership (on the HR10 Staff Appointment Request form), and
any changes to membership (on the HR11 Change to Selection Committee form.

For Level 1 to 9 general staff positions, the Selection Committee:

can proceed with one less member, provided there is a minimum of three members and a gender balance, or
can replace a member/s, provided this occurs before any interviews have taken place.

The replacement member/s must be given the opportunity to review all applications, and may add applicants to the shortlist for interview.

If a new Dean or Head of School takes up duty during the interview process, the former Dean or Head will remain on the committee, if still a member of staff.

If the Selection Committee composition drops below the minimum requirements, the Committee must reconvene at a later date.

Any member who leaves the Committee before the interview process has concluded cannot make a case for any of the shortlisted applicants or vote for the appointment of any applicant.

Conflict of Interest

If a Selection Committee member has a family relationship, well-known friendship or other form of relationship, positive or negative, with one or more of the applicants for a position, he/she should disclose this information to the Presiding Member of the Selection Committee before the shortlisting and interview process.

If the Selection Committee member feels that the relationship may:

make it difficult for her/him to apply the merit principles, or
compromise the application of the merit principles, then the Selection Committee should decide whether it is appropriate for the Committee Member to be part of the selection process.

If the Selection Committee member continues in the selection process, then her/his opinion should be canvassed last to avoid any impression of conflict of interest.

The Selection Committee can seek advice on this matter from their HR Consultant/HR Officer.