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XpertHR's unique online legal reference manual for HR professionals has been produced in association with LexisNexis Butterworths Tolley. It provides accessible and constantly updated guidance on employment law, tailored to the needs of the HR professional.
Updating author: Lynda Macdonald
On this page:SummaryFuture developmentsPractical exampleAction point checklistKey referencesQuestions and answersDiscrimination in interviewingRecognising prejudicesInterview questionsAvoiding discriminatory questionsSome examples of questions that could be discriminatory to womenAsking everyone the same questionsAsking direct and probing questionsInterviewing a disabled candidateAdjustments to the interview arrangementsEstablishing whether a disabled candidate can perform the jobCase example
Summary
1.404 The key purpose of a selection interview is to assess the skills, experience and general background of a particular candidate in order to make a decision on whether that person is a suitable candidate, or the most suitable candidate, for a particular job. Interviewing is the most commonly used method of assessing prospective employees.
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