Recruitment
Finding the right person for a role can be tricky. Personality and the right skills are important if the recruitment is to be a success. Providing everyone with an equal opportunity to apply however is just as important – otherwise you could be discriminating.
When recruiting you should consider:
- whether the wording of a job advertisement is imposing criteria which someone may be less able to satisfy on the grounds of race, religion, gender, sexual orientation, marital status, disability or age as this could give rise to a discrimination claim
- whether the job application form asks questions which might indicate an intention to discriminate
- whether the short-listing and the selection process is objectively fair, and the criteria adopted job-related.
- that during the interview you do not discriminate by the questions you ask
- that any offer of employment is put in writing and conditional on the satisfactory completion of checks and references .
- that any records kept do not fall foul of the Data Protection Act
- that a person’s entitlement to work is checked but beware of acting in a discriminatory way when doing so.
It is easy to get things wrong even at the recruitment stage so if you are in anyway unsure seek our advice.
To speak to someone who can help with your business’ recruitment issues or any other employment issue at call, email or request a call back from one of our specialist lawyers.
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Employment & Litigation
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