Interviews are an important stage in any
Having identified a shortlist of suitable
candidates, the interview gives an employer a valuable opportunity
to ask specific questions to candidates in order to assess their
suitability for the job.
It also represents a particular area in the
recruitment process where employers must be vigilant to avoid
discrimination. In the course of discussion, subjective judgments
could be made, consciously or unconsciously, that are based on
certain personal characteristics.
Employers should avoid asking discriminatory
questions or taking account of information that is not relevant to
the job but could potentially have a discriminatory effect if it
were applied in the recruitment process.
Employers must not discriminate at interview or in the arrangements relating to interviews.
A carefully planned approach to interviewing and selection can help employers focus on relevant job-related information.
All staff involved in interviewing and selection should receive equality training and training on interview and selection techniques.
Selection criteria and scoring methods should be based on objective selection criteria that are relevant and necessary for the job
Selection criteria should be identified in advance
Clear records of the interview and selection processes should be kept as evidence to help reduce the risk of a discrimination claim.