The composition of the recruitment panel should be considered at an early stage of the recruitment process to allow sufficient time for planning and preparation.
A recruitment panel should normally consist of a minimum of three people and should include:
The prospective line manager for the role
A person with knowledge of the relevant area of work
At least one additional panel member who can contribute to the selection process
One member of the panel, normally the recruiting manager, should be appointed as Chair of the Recruitment Panel.
When appointing panel members, consideration should be given to the Church/Circuit/District's Equality, Diversity and Inclusion (EDI) Policy. To help reduce the risk of bias and support fair decision-making, the panel should, where possible, reflect an appropriate diversity of gender, ethnicity and background.
The Chair of the Recruitment Panel is responsible for ensuring that:
All panel members understand and apply fair recruitment principles
The recruitment process is conducted in accordance with the Church/Circuit/District's Equality, Diversity and Inclusion Policy
Panel members are appropriately briefed on their roles and responsibilities before the selection process begins
All individuals involved in recruitment and selection must conduct themselves in a manner that promotes equality of opportunity and avoids unlawful discrimination.
As a matter of best practice, at least two-thirds of panel members should have completed training in Recruitment and Selection and Unconscious Bias.
Panel members must declare any prior relationship with a candidate to the Chair of the Recruitment Panel as soon as they become aware of it. Where a panel member has a close personal, family or other significant relationship with a candidate, they should withdraw from the recruitment process to avoid any actual or perceived conflict of interest.
As part of the recruitment process, shortlisted candidates should normally be provided with the names and roles of the interview panel members when they are invited to interview.
It is recommended that a suitable administrator is appointed, e.g. a Church, Circuit or District Administrator, if available, to coordinate the advertising of the post and manage the recruitment process.