How will you choose candidates?
A typical process for selecting candidates is to review and shortlist applications against selection criteria, and then interview. A list of interview questions should be prepared in advance. These will need to try to avoid any issues that may be retraumatising. As interviews are likely to take place remotely (i.e. via zoom or similar) you should think about online security concerns and how you will verify the identity of the candidate, for example by comparing a copy of their ID to the person you are video interviewing.
Selection panels
A key part of establishing the selection process is determining who will be involved in the selection process and what role they will have. For example, will programme staff prepare a list of candidates for a selection committee, advisory board or other similar body to review, shortlist and interview? Who will make the final decision, programme staff or the selection committee?
If you decide to have a selection committee, who should the members be? Some existing programmes have boards or committees that include university staff, community representatives, experts from NGOs, and human rights defenders. Others prefer to restrict membership of these bodies to those within the university, in which case it may at times be necessary to draw on the expertise of external actors where there are applications from countries or contexts unfamiliar to programme staff. Selection criteria for membership of the board or committee and terms of reference may be helpful, in particular to clarify where the power of decision-making lies.
Applying the selection criteria
During the selection process, the criteria agreed on when setting up the programme will be applied to applications (see Criteria to Consider). Some programmes use a points-based approach in which applications are reviewed and scored against criteria to strive for greater objectivity. Others take a more qualitative and subjective approach.
Selection process - balancing criteria
Protective Fellowship Scheme, University of York
The main criterion for selection to the University of York programme is risk. Secondary criteria include the capacity to speak some English, and to benefit from and contribute to a university setting. Sometimes ‘fit’ with expertise within the Centre and the wider university are also taken into account.
Selection prioritises external-facing criteria, relating to the circumstances of the human rights defender, but complements them with internal-facing criteria, which look at issues such as ‘fit’ and capacities. Within cohorts and across years, the programme looks to achieve balance and diversity, in relation to risk-levels, gender, and geographical reach and coverage. In a given intake, having some who are at high risk and/or are grassroots activists in need of additional support may be sustainable, but an entire cohort composed of either group is unlikely to be.
The Centre has found that it is important to keep selection criteria under review to understand hidden or unintended biases, and also to regularly review for regions or categories of defender not being reached.
More information
‘Selecting and inviting a scholar’ in SAR’s How to host – A handbook for higher education partners (pages 13 to 20).