With the holiday season behind us, the start of the new year is often considered to be an optimal time to focus on recruitment. Whilst, understandably, the emphasis for businesses is on finding the best candidate for the role, care must be taken to ensure recruitment processes are robust and designed in such a way that the risk of inadvertent (or indeed deliberate) discrimination is avoided.
Possible pitfalls in recruitment processes
The recruitment process is fraught with the potential for unlawful discrimination. Here are some matters that employers should be mindful of:
What should employers look to do to avoid the risk of discriminating?
When considering how to avoid the risk of discrimination in recruitment processes, we recommend that employers:
Should you require any assistance with assessing your recruitment processes to mitigate the risks of unlawful discrimination or generally to ensure best practice implementation, please contact the co-head partners of our employment department, Ewan Keen and Tamara Ludlow.
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