The aim of selection standards and tests is to make sure that an individual has the capability to perform or train for a selected job. The employer must avoid insisting on unimportant qualifications.
Selection standards and tests should be reviewed continually to make sure that they remain important and aren't illegally discriminatory. Once selection of candidates has been carried out letters should be despatched inviting applicants for interview and rejecting unsuccessful candidates. 'Dos' and 'Don'ts' when picking and interviewing job candidates. The following list outlines what the employer should and shouldn't do in the selection and interview process.
Do process all applications in a similar way. Raise questions at the interview which relate to the prerequisites of the job. Make sure that all workers who come into contact with job candidates are correctly trained about responsibilities in respect of discrimination and how Ito avoid illegal discrimination. File records of interviews showing why the candidates were or weren't appointed. Don't keep separate tallies of female and male or married and single candidates. Raise questions at the interview about private circumstances like marital standing children domestic requirements wedding plans or family motives. Make jokes at the interview that are sexist or extremist or alternatively biased.
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