how do we know we are being fair

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What we can do to be fair when we recruit It is illegal for an employer to discriminate against a candidate in any part of the recruitment process because of their - age, disability, race, belief, sexual orientation gender The start of the recruitment process Agree how you will assess the candidates before you start the recruitment process Make sure everyone is aware that they need to be fair Make sure the people involved in recruitment have had equal opportunity training Application forms Make sure the equal opportunity monitoring form is separate from the application form Keep the candidates name and address separate from their application form Mark the interviews and applications on a point system The interviewers should be the same people who select the candidates Organisations which request a disclosure must legally have a policy about it. This needs to be available to potential applicants Before the Interview Connect in the North 0113 270 32 33 [email protected]

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How do we know if we are being fair in recruitment - people with learning difficulties

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Page 1: How do we know we are being fair

What we can do to be fair when we recruit

It is illegal for an employer to discriminate against a candidate in any part of the recruitment process because of their - age, disability, race, belief, sexual orientation gender

The start of the recruitment process

Agree how you will assess the candidates before you start the recruitment process

Make sure everyone is aware that they need to be fair

Make sure the people involved in recruitment have had equal opportunity training

Application forms Make sure the equal opportunity monitoring form is separate

from the application form

Keep the candidates name and address separate from their application form

Mark the interviews and applications on a point system

The interviewers should be the same people who select the candidates

Organisations which request a disclosure must legally have a policy about it. This needs to be available to potential applicants

Before the Interview Be clear with the candidate about what they will be marked on.

They need to know if informal questioning or activities will be taken into account.

Interview Activities

Connect in the North 0113 270 32 33 [email protected]

Page 2: How do we know we are being fair

If you set a task for the candidates to do, make sure everyone does the same activity. It must be relevant to the person specification and it mustn’t discriminate unfairly.

If people spend time with a person with learning difficulties make sure that everyone has the same amount of time

Agree how you can observe and mark tasks carried out with people with learning difficulties. Be clear about what you are looking for.

Formal Interview The panel must say if they know the applicant. The panel should

decide if this is alright. The decision and notes taken must be kept.

Ask all the candidates the same questions

Do not ask questions about age or marital status

Do not ask personal questions. Questions must only relate to the persons skills and ability to do the job

At least 1 person should take notes during the interview so everyone remembers what has been said

Interview everyone for the same amount of time

Take pictures of the candidates so you remember who they are

Mark the candidates answers immediately after each interview

You must keep a copy of the reasons why a person is appointed or not appointed

Questions about disability, adjustments and health and safety should be asked after a conditional offer

After the Interview Applications of unsuccessful candidates should be shredded as

soon as the candidate is selected

Notes and scoring from the interviews should be kept for 1 year

Adapted from Recruitment and Induction – Acas and Recruitment and Selection Policy –PERS February 2013

Connect in the North 0113 270 32 33 [email protected]