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Identifying a candidate for the position of the supreme Court Chief Justice is an extraordinarily difficult task since it requires locating an individual capable of meeting a set of stringent and rigid requirements. Therefore, the recruitment plan will have to incorporate a range of nuances allowing for a careful selection. By incorporating a set of accurate and quality-oriented qualifications, one will be able to recruit a Supreme Court Chief Justice.
The goals for the recruitment in question are rather basic and self-explanatory. Namely, this recruitment plan seeks to identify and hire a candidate who is capable of controlling the supreme Court and navigate court sessions during argument hearings, as well as private conferences occurring in the context of the Supreme Court. The specified abilities constitute the principal criteria for the recruitment.
In turn, the recruitment process will consist of several steps. First, the applicant will be interviewed so that more detailed information about the candidate could be obtained. Afterward, the Chief Justice of the Supreme Court must be appointed by the President, with the following approval by the Senate. The specified process will guarantee that the selected expert will maintain objectivity in judgment and strive to serve citizens by meeting their needs and ensuring fairness in management of court cases.
Moreover, one must keep in mind that the recruiting process consist of internal and external options. During the external process, the selection of a candidate occurs outside of the organization, whereas the internal recruitment framework suggests that a candidate is chosen from the existing pool of recruitment potential that an organization has (Vining et al., 2019). When hiring a Chief Justice, the internal framework is typically adopted due to the necessity to maintain the unbiased approach to selection while ensuring that the candidate possesses the required qualifications and knowledge needed to coordinate the proceedings within the Supreme Court.
When selecting the Supreme Court Chief Justice, the recruitment strategy must be based on the principles of openness and compliance with the established framework. Traditionally, the President chooses the Supreme Court chief Justice, which is why the selection process will hinge primarily n the perspective of the president. Specifically, the focus on the preestablished competencies needed for the specified position will be required.
The president’s involvement in the recruitment process determines the key stages of it to a substantial degree. Namely, the candidate must fill out an applicant form, submit it of the approval, and provide additional documents, including research proposal on a relevant issue and two recommendations offered by credible authorities (Norris, 2022). The specified process is expected to be completely transparent and devoid of any biases.
To secure the required level of fairness and transparency in the process of recruitment for the specified position, a certain legal issue needs to be taken into consideration. Namely, an applicant must be aware of the fact that serving as the Associate Justice prior to being considered a candidate for the position of the Supreme Court Chief Justice is not mandatory (Strother & Glennon, 2021). The specified detail will allow maintaining fairness of selection.
Building a requirement plan that is rooted in the criteria for outstanding quality, performance excellence, and strong moral and ethical values, one will be able to introduce a framework for hiring a Supreme Court chief Justice. The proposed strategy will guide the process of selecting an individual that will approach workplace responsibilities form the standpoints of responsibility and ethical judgment. As a result, fairness and the absence of bias in court judgment will be achieved.
References
Norris, M. (2022). Beyond Consensus: Gender, Chief Justices, and Leadership on State Supreme Courts. Journal of Women, Politics & Policy, 43(2), 134-151.
Strother, L., & Glennon, C. (2021). An Experimental Investigation of the Effect of Supreme Court Justices’ Public Rhetoric on Perceptions of Judicial Legitimacy. Law & Social Inquiry, 46(2), 435-454.
Vining Jr, R. L., Wilhelm, T., & Wanless, E. (2019). Succession, Opportunism, and Rebellion on State Supreme Courts: Decisions to Run for Chief Justice. Justice System Journal, 40(4), 286-301.
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