What should employers be aware of when providing application forms and collecting monitoring data? The list of candidates to invite for interview may be limited, even interviewing six people for any one job can be very time consuming. Employers must ensure that temporary staff including part-time workers, fixed-term workers and agency staff and those absent from work including those on maternity leave or long-term sick leave are informed of available vacancies.
Please note that some of our resources are for members only. Health and safety for example, to protect young workers as required by the Young Workers ' Directive If a job does have a physical component driving, heavy lifting, ability to work at heights and so on , describe it clearly so that disabled candidates can assess whether reasonable adjustments to the role might be possible. Some employers may use a points or rating system to score potential candidates against the criteria by considering their application forms and scoring them against the requirements. The position is then either: The following stages may form part of the short listing process: The information must be treated confidentially and only be used for equality monitoring and not for selection. Methods to consider may include larger font, braille or recording verbal information. Should employers use employee referral schemes as a method of recruitment? See also Can an employer require all job applicants to complete a pre-employment medical questionnaire and insist they have medical checks? They should be trained in diversity and avoiding discrimination on age or other grounds. For example they suggest that: Which political party do you belong to? Therefore it can be safer to advertise the role widely so that the employer can select staff from a wider and more diverse pool. What can an employer do if a job applicant does not disclose her pregnancy during an interview? The list of candidates to invite for interview may be limited, even interviewing six people for any one job can be very time consuming. When are you planning to retire? If a disabled applicant appears suitably qualified, the employer should offer them an interview and expressly clarify the question of reasonable adjustments. Except where there is genuine occupational requirement, it is discriminatory and contrary to the Equality Act for an employer to discriminate against a job applicant because of their protected characteristic, such as race, sex, or age. The practice of recruitment on the basis of recommendations made by existing staff, rather than through advertising, can lead to discrimination. Under the Equality Act, no employer can discriminate in any arrangements for advertising jobs or in the actual content of the job advertisement, job description or person specification. Are employers legally obliged to advertise all job vacancies and must they advertise both internally and externally? How would you feel about managing younger people? There is no general duty for an employer to advertise job vacancies, but the narrower the advertising, the higher the risk of a discrimination claim. Inform those applicants who were not shortlisted for interview that they were unsuccessful in a neutral non-discriminatory way.
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