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Best practice tips for a fair recruitment process
Employers should select candidates for interview on the basis solely on the basis of ability and qualification. Vacancies should be written in a way that do not discriminate, below are a few tips to help with these processes.
When advertising a vacancy, think about the following points:
- Be fair and consistent at all times
- Emphasise what the job entails, not what type of person you are looking for
- Think about where you are placing the advert - are you reaching a diverse audience?
- What words are you using within the ad
- What skills, experience, qualifications are you looking for
The job description
- Ensure that all elements of the job are listed
- Group job tasks together
- Do not overstate or understate the aspects of the job
- Highlight all the key accountabilities and reporting lines are clear
Person specification
- Do not ask for experience or qualifications that are not relevant to the job
- Ensure that like for like comparisons can be made between candidates
- Give all applicants the same opportunity based on merit
- Treat everyone fairly - this will avoid discrimination
Application forms and questionnaires
- An employer shouldn't ask for any personal details that are not immediately related to the job description or person specification, save as to ascertain whether any special arrangements are needed to attend interview
- Ensure that any health related questions are job related and do not discriminate against disabled people
- Any judgements on medical conditions must only be based on medical facts and not assumptions about certain illnesses
Short listing
- Only shortlist against the criteria of the person specification
Interviewing
- All staff that are responsible for interviewing must be trained in interviewing techniques
- Make sure you are committed to equal opportunities and that your staff know what that means
- Ask job-related questions only
- Avoid stereotyping and prejudices
- Don't make assumptions
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