A new job or employment opportunity is often a significant moment in a person’s life. Undertaking a successful interview is crucial in the process of acquiring a job. It’s importamt to have a clear understanding of the interview process. Some organisations will use a candidate’s ignorance to discriminate against them during an interview. This discrimination can be on basis of gender, race, religion and sexual orientation.
What is the ideal interview process?
There is no known ideal interview process. Each company has it’s own strategy to fulfil their requirements. However, generally all companies follow some form of an evaluation, aptitude test and direct interview. Generally, this is done via a number of candidates at each stage of the process.
How do you identify discrimination in the interview process?
Most companies do not have a transparent interview process. The human resource team will make a note of the performance in their records. They do not reveal the marks or ranking system to the candidates. They do not even communicate the result of the aptitude or written result. If the candidate feels that their performance is better in comparison to the others, they can ask for this ranking through trade union or an employment lawyer. They can also ask the company to explain the reasons for rejection. This is a tricky process, as the marks do not decide the guarantee. The company might argue that they require a specific skill set and personality to fit their profile. The candidates can check with the previous recruitment history of the company. If the company has been found to be discriminating in the past, there is a higher probability that there will be other instances of discrimination.
What can companies do to avoid discriminate in the interview process?
Sometimes, the management team do not realise that they are discriminating in the interview. This is mainly due to the establishment of certain norms of society. It is essential to keep an open mind while interviewing a candidate. Giving all candidates an equal opportunity is crucial.
It is relatively difficult to understand or detect discrimination in the process. Every company interviews a significant number of candidates. Very often the number of positions is minimal. Only about 2% of the people get a call back for the job. This often prevents candidates from understanding the real reason for their rejection. When a candidate performs well and does not get selected. Then they can ask for feedback on their interview. They can also talk with existing employees and former staff about the process. If they think they are a victim of discrimination, then they can contact the trade union or ACAS for clarification. Every company has a different hiring policy, and the actual reason might be not be anything to do with bias. It is important to make a calm and rational assessemnet without haste or anger.
Our no win no fee Employment Solicitors can assist with all types of claims. Naturally, we pride ourselves on providing the best possible service to the highest standards, we offer employment law advice on all problems. Call us on 0800 756 6605 or 020 3923 4777