Establishing a Search Committee
A well-structured search committee or interview panel is a key component of UCLA’s commitment to fair, inclusive, and effective hiring practices. A thoughtfully selected committee ensures multiple perspectives are considered throughout the recruitment process—helping to identify the most qualified for the role.
What Is a Search Committee?
A search committee is a group of individuals selected to collaborate in the hiring process—screening applicants, conducting interviews, and providing evaluations or recommendations to the hiring manager. Committee members may include supervisors, peers, clients, or others familiar with the role and its organizational impact.
Why Use a Search Committee?
- Ensures fairness and transparency
- Promotes diversity of thought and perspective
- Improves consistency in evaluating candidates
- Strengthens institutional credibility in the hiring process
Forming the Committee
When forming a search committee or interview panel, the hiring manager should:
- Appoint at least three qualified members
- Include a cross-section of stakeholders with relevant knowledge of the position (supervisors, colleagues, clients)
- Select a chairperson (can be the hiring manager or someone with deep familiarity with the role) to guide the process and maintain structure
Key Expectations for Committee Members
All committee members must:
- Maintain confidentiality during and after the hiring process
- Disclose any conflicts of interest, in accordance with PPSM-82 (Conflict of Interest); if a conflict exists, the member may need to be excused
- Base evaluations only on information obtained through the formal hiring process (application materials, interviews, exercises, and references)
- Consult CHR Talent Acquisition or Employee & Labor Relations (ELR) if external or informal concerns arise during the process
Preparing for the Process
Before reviewing candidates or conducting interviews, the committee should:
- Review the job description, requisition, and applicant materials in advance
- Work collaboratively to develop or review:
- A clear selection rubric based on job qualifications
- Consistent and equitable interview questions
- Agreed-upon interview format and structure
- Determine who will ask each question and how follow-up questions and candidate inquiries will be handled
- Establish expectations for communication boundaries with candidates before, during, and after interviews
Questions?
If you have questions, please contact your Campus Human Resources Talent Acquisition Consultant (TAC).