How to avoid discrimination during the interview process:
✔ Select applicants for interview based on skills, abilities, qualifications and experience relevant to the role. Be consistent.
✔ Prepare interview questions that are consistent for each applicant and that do not imply discriminatory decision-making. Set aside any assumptions regarding sex, age, race, etc. Keep a record of questions and answers.
✔ Determine and assess pre-employment tests such as medical, competency or psychometric tests according to the role requirements. Check tests for any bias or indirect discrimination.
✔ Only contact referees specified and authorised by the candidate, and only ask the referred questions that relate to the selection criteria. Ensure that the information provided is recorded in a consistent way.
✔ Select the successful candidate on the basis that that they best meet the key criteria (i.e. are the best person) for the job. Record the reasons for your decision.
✔ Provide constructive feedback to unsuccessful candidates.
✔ Offer similar terms and conditions for candidates of similar qualifications and experience who are undertaking the same role.