Mohammad-Shahab Jalilvand said Tuesday that the board has pioneered systems like the "Selection Service Counter" and the use of artificial intelligence for intelligent candidate selection.

Speaking at a meeting of selection officials in the oil industry, Jalilvand said two major goals have been on the national board's agenda since last year. This significant transformation, under the "Redesigning the National Selection System" program, is based on two pillars: "Transformation in the structure of boards and central cores" and "Transformation in the rules and criteria governing selection."

He emphasized the centrality of human resource transformation, stating, "I told the president from the beginning of my tenure that transformation in this field cannot happen without transforming people and their mindsets. Changing thousands of laws will not work if the attitudes of executives and selectors do not change. Therefore, the organizational upgrade of the selection institution is our focus."

Jalilvand highlighted some achievements of the past year, including the official definition of the "Selection Officer" job title by the Administrative and Employment Affairs Organization, which clarifies career paths, and the permanent regulation of part-time employee fees.

Clearing Misconceptions About Selection

Addressing media challenges and public negativity, Jalilvand said one overlooked area in past years was media engagement, for which the Supreme Board is directly responsible. "If you ask people today how selection works, they give a stereotypical and unrealistic image. Through media activities, we seek to clear the dust of misconception from the face of selection," he said.

He shared an anecdote from a visit to the Bahregan oil region, where he met a talented young man who repaired a critical turbine at a fraction of its usual cost. "Can you put a price on such ingenuity? Such examples should shape our perspective in selection. No sane person discards a valuable car for a minor issue. That same young man might have been rejected in the selection process due to judgments about appearance or assumptions about religious practice, depriving the country of his service."

"Sometimes look at the images of the martyrs of the 12-day war or recent events; these individuals, with their appearance, might have been rejected in the selection process, yet they joined the caravan of martyrs," he added.

A Paternal, Inclusive Vision for Selection

Referring to lessons from Ashura, Jalilvand emphasized that Imam Hussein (AS) did not use restrictive criteria. He accepted Hur, who had previously stood against the Ahl al-Bayt, Zuhair ibn Qayn with his Umayyad leanings, and Wahab the Christian. "Therefore, the perspective of selection must be comprehensive, paternal and kind; a perspective that keeps everyone aboard the safe ship of the Islamic Revolution."

He commended the Oil Ministry's selection performance: "The Oil Ministry's Central Board is one of our most advanced and successful in information technology. Many national achievements, like the Selection Service Counter unveiled in the president's presence, are based on its experiences. Also, in using AI for intelligent selection, the oil sector has taken serious operational steps and is a model for other agencies."

In conclusion, he thanked the secretary of the Oil Ministry's Central Selection Board, noting that holding over 90 in-person and several virtual training courses demonstrates the seriousness and dedication of the oil selection team.

The meeting concluded with the unveiling of several initiatives by the Oil Ministry's Central Selection Board, including its new website, the "Management Service Counter for Selection," the "Oil Ministry Selection AI Assistant," and a "Handbook of Legal Selection Procedures in Light of Administrative Justice Court Rulings."