Interviews are an important stage in any recruitment process. 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.
- Planning a consistent approach to interviewing and selection can help employers focus on relevant job-related information and reduce discrimination or bias.
- 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 criteria which tests skills 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.