turn each point in the job description and person specification into a checklist of, for example 20 criteria, then an applicant could score up to 20 points.One way of doing this is a scoring system where you: Select the applicants who best match the job description and person specification. Ideally 2 or more people should be involved in choosing who to interview to reduce the risk of personal biases or unintended discrimination.
If you currently do not have enough diversity among your staff to include in the interview process, you could focus on growing that for the future. use a consistent decision-making process, such as a scoring system.come from a diverse range of backgrounds.It's a good idea for the staff involved in selecting and interviewing applicants to: Decide who's involved in selecting and interviewing You must still make sure that you use this information in a way that does not discriminate. When posting information on these sites, users will be aware that the purpose is to show their work experience and professionalism. When recruiting, you can usually use information that someone puts on a jobs website, or a business and employment social networking site such as LinkedIn. Using information on jobs and business networking sites you looked at some applicants' social media profiles, but not others.they did not agree to you using the information in this way.You might be breaking the law, particularly if either of the following points apply: Avoid using someone's personal social mediaĪvoid using information that's on someone's personal social media profile, for example Facebook, Twitter or Instagram, to decide whether you interview or hire them. You should only use online information if you've already checked that it's appropriate.
You should use the information you've told applicants you will use to make any decisions, for example application forms and CVs.
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