Enterprise Spending: Do not Guess If You Do not Know The Reply
If you want to take on a role in your company, the interview process can be a stressful and frustrating task as you search through the candidates to find the perfect employee. One of the hardest things to do is to stay open and avoid discrimination.
New research by the CV Library found that almost one in four (22 percent) professionals in the UK experienced discrimination during an interview, and for the majority (39.3 percent) this was due to their age.
More than half of the employees (51.5 percent) did not know their rights when asked about discrimination and when asked why they experienced this prejudice, the respondents said:
Age – 39.3 percent
Race – 10 percent
Gender – 8.9 percent
Disabilities – 6.7 percent
School / University – 3.7 percent
Lee Biggins, Founder and Managing Director of CV-Library, comments: “It is worrying to see that interview discrimination is so widespread in the UK that it affects one in four. The job of recruiters is to find the most suitable and qualified candidate for the role, regardless of age, race, gender or anything else. During an interview, it’s important that you don’t let your biases get in the way and instead make sure that you ask the right questions to determine if they are a good fit for the job. ‘
Biggins sums it up, “Interviews are a two-way dialogue that can lead to complications when recruiters are forced to stick to a script. That is, you have a list of questions you can’t ask, for example, “Are you planning to have children?” could help reduce the risk of prejudice during the interview. Overall, interviewers play an important role, and while they have to do what is best for the company, they also need to make sure that all candidates are given a fair chance – otherwise they could miss out on talented candidates! ‘
To make sure you are open when interviewing candidates, let’s see what you can do to stop hiring discrimination.
Get the promotion right
The first step in avoiding discrimination is to let applicants know exactly what you are looking for in the role and let them know that if they don’t meet the criteria you are looking for, they will not be considered. Providing specific information about your needs will help candidates understand if the job is right for them and know that disability or education will affect their ability to work.
Avoid requirements that involve physical properties. For example, if your job is in a warehouse that does heavy lifting as the main job of the job, don’t exclude women applying or requiring an applicant to adhere to certain weight and height restrictions. If you need to make sure the applicants in the position are successful, you can test all applicants by having them lift boxes similar to those in the warehouse. Also on your job posting clearly state the minimum lifting requirements to qualify for the position.
The most important aspect to stay open-minded is that your personal prejudices or opinions don’t get in the way of applying for quality candidates. You can be whatever view you choose, but you are looking for the best person for the job, regardless of age or ethnicity. Ignore the looks and pay attention to the candidate’s skills.
Invite a manager, colleague or employee to sit with you on the interview panel. If this is not possible, hire a recruiting company or a lawyer to assist with the interview process. If you are later accused of discrimination, having a witness of your interactions with all candidates will help you prove that you handled the process fairly.
Write down the reasons for your selection to show that it is based on the criteria for the position developed from your job analysis. Do this when the memory is fresh in your head. Keep your notes from the interview for at least a year or more in case you need to refer to them to replace your first choice. The statute of limitations for filing a discrimination complaint is 180 days from the date of the incident but can be extended to 300 days in certain circumstances.