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The purpose of selection criteria and
tests is to ensure that an individual
has the ability to perform or train for
a particular job. The employer should
avoid insisting on irrelevant
qualifications. Selection criteria and
tests should be reviewed regularly to
ensure that they remain relevant and are
not unlawfully discriminatory.
Once selection of applicants has been
carried out letters should be sent
inviting candidates for interview and
rejecting unsuccessful applicants.
'Dos' and 'Don'ts' when selecting and
interviewing job applicants.
The following checklist outlines what
the employer should and should not do
during the selection and interview
process.
Do
process all applications in the same
way. ask questions at the interview
which relate to the requirements of the
job. ensure that all employees who
come into contact with job applicants
are properly trained about legal
obligations in respect of discrimination
and how Ito avoid unlawful
discrimination. keep records of
interviews showing why the applicants
were or were not appointed.
Don't
keep separate lists of male and
female or married and single applicants.
ask questions at the interview about
personal circumstances such as marital
status children domestic obligations
marriage plans or family intentions.
Make jokes at the interview that are
sexist or racist or otherwise biased.
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The Interactive
Law Group