Step 9: Engage in Final Selection Process
Now that you have undertaken all of the previous steps in the recruitment and selection process, you’re ready to engage in your final selection.
Every member of the hiring committee or team should:
- Revisit the hiring rubric after the interview and site visit. Rescore every candidate again, as you did when you were initially reviewing applications. A new evaluation using the application and the information learned from the interview will provide you with the most accurate score possible. There may also be categories (e.g., communication) for which you didn’t have adequate data to score at the initial scoring stage.
- If you have drastic changes in how you view the candidate’s record over the course of the interview and visit, document for yourself what led you to change your perception. Consider the evidence you have for these changes and evaluate whether bias may be at play.
- Set aside an adequate amount of time to complete this review and dedicate the same amount of time to every rubric
- Undertake this process of scoring candidates individually before deliberating collectively.
- Actively challenge biased thinking by applying the rule of 3 – “What are 3 pieces of objective evidence I see to support my score in this category?”
- Keep notes on your thinking as well as the deliberations that happen at Committee.
The hiring team or committee as a whole should:
- Discuss each Committee Member’s evaluation of the shortlisted candidates.
- Spend equal time reviewing and deliberating on each candidate.
- Contemplate the reasons to hire the candidate, rather than the reasons not to hire the candidate.
- Tentatively choose the final candidate. List and evaluate the rationale for hiring the candidate. List and evaluate the rationale for hiring the unsuccessful candidates. Does the Committee agree it has reached an objective conclusion? If not, the hiring team or Committee should return to the shortlist for more deliberation.
- Once the Committee is satisfied it has reached a fair and equitable decision, the Committee will make a recommendation regarding the candidate for selection.
- Based upon objective selection criteria, where knowledge, skills and ability are relatively equal between candidates, the designated group candidate shall be appointed to address representational imbalances in departments.
Congratulations; you have now completed the hiring process!