Recruitment

9 ways to avoid discrimination in hiring


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  1. Advertise widely to everyone

When you advertise a job, think about the accessibility of the support. Posting a job offer only in certain media or in certain places could limit who sees it and exclude people. The language of the job posting must reflect the essential criteria, skills and experience that were stated at the outset.

  1. Choose which matches your needs

The selection of candidates for a shortlist should reflect only the standardized criteria and essential qualifications.

  1. Don’t ask if it focuses on someone’s protected characteristics

If a job seeker is asked about protected characteristics during a job interview, that is discrimination. For example, don’t ask a woman if she intends to have children, and don’t ask anyone about her religion. Questions should relate only to the criteria and qualifications for the position.

The only exception would be if the job involves legitimate job demands for which a person’s protected characteristics would prevent them from doing the job in a safe and competent manner, and adaptation is not possible without undue hardship on the employee. employer. For example, age and disability might prevent someone from doing a job that has certain physical or health demands. If you’re concerned about someone’s potential need to accommodate, it’s up to them to decide whether to raise it during the job interview. Otherwise, the employer should only ask the question after an offer of employment is made.

  1. Use non-discriminatory language

The language of a job posting should be as inclusive as possible. Focus on the qualifications for the job, not the characteristics that might exclude people because of certain characteristics. The same goes for interviews, so standardized questions will be helpful in this regard.

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