Choosing your recruit regardless of selection scoring

Thoughts on a manager’s right to choose their preferred candidate, when that candidate is not the highest scoring following a rigorous assessments?
  • This will leave your organisation open to challenge from unsuccessful candidates particularly around protected characteristics. It would be very hard to defend.

    Why have a pricess at sll?

    What’s their justification?
  • Forgive me Hazel but surely a rigorous assessment is there to remove any bias? Isn't it part of HR's role to encourage and reinforce these good practices?