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Maintaining Equality in Recruitment

Under the Equality Act of 2010 all employers are required to treat all candidates for roles equally, basing any employment decisions, purely on the candidate’s ability to perform the work required.

Here are some common-sense tips to getting it right and avoiding potential problems.

Selection of candidates

Don’t read too much in to a CV – when picking through CV’s to invite for interview try and only focus on the following factors:

It’s generally best not to read too much into a CV and simply see it as a way of shortlisting candidates.  You should avoid trying to guess people’s ages, gender or race based on when they went to school, their name or where they have worked previously.

Holding interviews

When the candidate comes in for interview areas that should not be questioned should include:

Interview questions should be questioned based on assessing if the candidate has the right skills to do the job including the following:

Using Medical Questionnaires

Medical questionnaires are used by many employers to help assess any risks an employee may have with regard to pre-existing medical conditions and their employment.

The most common reason for issuing a medical questionnaire would be to see if the candidate suffered any allergies, so that colleagues could be made aware of what to do if the employee had an allergic reaction at work.

In most cases medical questionnaires should only be issued after an offer of employment has been made, because if this information is disclosed during selection it could be argued that it was used against the employee as a potential reason for not employing them and so can become discriminatory.

Interview best practice advice

  1. When using a CNC machine, can you explain what you would do as part of a safe start up routine?
  2. Describe a situation where you were asked to do something that you had never attempted previously?
  3. How do you ensure compliance with policies in your area of responsibility?