Interviewing
10.8
An interviewer who seeks evidence of skills and abilities and who relies on facts rather than generalised hunches will be less likely to be biased. In line with good management practice, it is recommended that employers:
10.8.1ensure that personnel staff, line managers and all other employees who may be involved in staff recruitment receive training on lawful, non-discriminatory practice. It should be brought to their attention that it is unlawful to instruct or put pressure on others to discriminate;
10.8.2only ask questions at job interviews that relate directly to the essential requirements of the job. For example, if it is an essential requirement of the job that the employee be available to work late on a regular basis, ask the applicant whether they are able to work late on a regular basis, do not ask whether they have any family responsibilities;
10.8.3ensure that, where it is necessary to assess whether personal circumstances will affect performance of the job (for example, where it involves extensive travel or unsociable hours), interviewers discuss this objectively without questions about family status, children and domestic obligations;
10.8.4collect information related to dependant benefits necessary for personnel records only after a job offer has been made;
10.8.5keep records of interviews to show the reasons why applicants were or were not appointed.
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