Plan the recruitment process
- Consider employees affected by workplace change.
- Consider Leader Connect for executive roles.
- Secure administration support.
- Determine application requirements.
- Identify selection techniques and attraction strategy.
- Schedule process and people involved in the process e.g. tentative dates for short-listing, interviews, rooms etc.
Establish a selection panel
Determine the contact person, chairperson, and panel members, and meet to discuss process and expectations
The directive does not specify the number of people required for a panel.
Generally two experienced people will be more than capable of assessing and making a recommendation. Every panel member added increases the costs of the process, so you need to analyse the costs / benefits for each vacancy.
Composition of the panel is commensurate with the role profile and the expertise of the panel members.
Consider inclusion and diversity requirements, including any cultural matters that could influence the candidate’s performance, and the panel’s ability to best assess each candidate’s suitability for the role.
Conflict of interest
If one of the applicants:
- is related to or is a friend of a panel member
- has a relationship that may create a perception of bias,
then the panel member needs to make a conflict of interest declaration, appropriately document the conflict, and discuss it with the panel chair and / or delegate.
In some situations, it will be appropriate to stand down from the panel and process. However, with proper management throughout the process, it may be appropriate for the panel member to continue on the panel. It will depend on the circumstances.
Failure to declare and appropriately manage a conflict of interest can amount to misconduct or breach of the Code of Conduct, or may be considered corrupt conduct.
Delegate to approve
You should ensure the delegate to approve is not a member of the panel.