Far from trivial recruitment pursuits
Assess your knowledge on recruitment interviewing best practice with these testing scenarios ...
- You rejected a well-qualified and experienced Asian candidate in favour of a less qualified and experienced white candidate. Your interview notes say only that the rejected candidate ‘would not fit in’ and was not right for this position. He claims he has been discriminated against. What are your chances of winning the case?
- You advertise a job quoting an age range of 28-35. Is this unlawful?
- Your person specification for a post includes the requirement of 2 GCSE ‘A’ levels and 1-2 years relevant experience. An Asian candidate who has twice been unsuccessful in her application for this post claims direct race discrimination when she discovers that the people who were appointed on each occasion had no ‘A’ levels. What are your chances of winning the case?
- You do not interview an applicant who lists ‘ballet dancing’ among his hobbies as you assume he is gay, and believe this would cause problems in a macho environment. Is this unlawful?
- A candidate who has the necessary qualifications and experience for a vacancy you are handling states on his application form that he has multiple sclerosis. Will you interview him? If so, how will you handle it?
- Ten minutes into an interview, you decide the candidate is unsuitable and bring the interview to a close. What are the implications of this?
Download the answers here.
