Establish a selection panel
When establishing a selection panel, a chief executive must consider the diversity of the panel as a key factor for a successful recruitment process, particularly in the context of their obligations under chapter 2 of the Public Sector Act 2022 (the Act).
Chief executives must select panel members that are best qualified to assess the skills and experience needed for the role.
You should determine the contact person, chairperson, panel members, and the delegate to approve the process.
The chairperson is responsible for managing the recruitment and selection process, ensuring the most suitable candidate is recommended for employment.
They are also responsible for panel members being supported with information and resources to ensure accessibility, inclusion and cultural safety are provided to candidates and applicants throughout the entire recruitment and selection process.
They also make sure the panel:
- understands and applies the principles underpinning recruitment and selection under section 44 of the Act
- understands and addresses unconscious biases
- identifies, manages and discloses conflicts of interest
- chooses the most appropriate assessment techniques
- completes all required pre-employment checks including referee checks.
They must prepare the selection documents for the delegate and provide feedback to any unsuccessful candidates.
The panel chair has equal weight in assessment of applicants to other panel members.
Selection panels should consist of at least two panel members. You can nominate more, but for every additional panel member, you’ll add time and cost to your selection process .
Inform your panel members of:
- your selection criteria
- the skills required for the role
- the skills your team lacks
- the technical skills needed
- the leadership competencies desired.
Ensure your panel members understand what candidates must demonstrate during each stage of the assessment process to consider them for the role.
Conflicts of interest
Panel members must declare any actual, potential, or perceived conflicts of interest or absence of a conflict of interest before you begin. For example, if a panel member personally knows, has a relationship with, or is related to, a candidate.
With proper management of the conflict, it may be appropriate for the panel member to continue. In some other situations, they may need to remove themselves.
See Do I need to disclose and manage a conflict of interest for more.
Your delegate to approve cannot be a member of the panel.
They must:
- confirm any conflicts of interest are resolved in the public interest
- ensure your selection documents meet legislative and policy requirements
- ensure you’ve completed the required pre-employment checks
- confirm or decline your appointment recommendation
- confirm your appointment is within budget and full-time employee caps.