This line manager briefing looks at the law and good practice on recruitment interviewing, including how to avoid bias and discriminatory questions.
This line manager briefing includes information on:
- Employers' potential liability for discrimination in recruitment
- The law
- Good practice in recruitment interviewing
- Effective questioning techniques
- Interview notes
- Further general guidelines
- Test yourself
1. Employers' potential liability for discrimination in recruitment
Anti-discrimination law applies throughout the entire process of recruitment, including selection interviewing.
Employers are liable in law for any discriminatory actions perpetrated by their staff in the course of their employment. This means that if a manager who is conducting recruitment interviews does or says anything that could be construed as discriminatory, the employer will be potentially liable to pay compensation to the victim if a successful complaint is subsequently made to an employment tribunal.
A job applicant who believes that he or she has experienced discriminatory treatment during the process of recruitment has three calendar months from the date of the discriminatory treatment to lodge a claim with a tribunal.
There is no limit on the amount of compensation that can be awarded by tribunals in discrimination claims.