Against what sort of criteria should job applications be compared?
Is it unlawful to exclude a job applicant from the shortlist on the grounds that his or her disability would cause practical difficulties for the employer?
How can an employer ensure that line managers draw up a shortlist for a position without unlawfully discriminating against applicants?
Is it permissible to exclude from a shortlist any job applicants who submit untidy or badly written applications?
A candidate who has disclosed to the employer that he or she has a disability should be shortlisted for interview
unless he or she is clearly unsuitable for an unrelated reason (for example if
he or she lacks the necessary experience for the job) or if it is clear from the
information provided that the disability would prevent effective or safe
performance of the job. Section 20 of the Equality Act 2010
imposes a duty on employers to make reasonable adjustments to any provision,
criterion or practice that they apply and to any physical feature of their
premises to prevent or reduce any substantial disadvantage that a disabled
employee or job applicant would otherwise have.
If a job applicant has suffered from a debilitating illness in the past, can he or she be excluded from the shortlist?
Can an employer use an automated process in making shortlisting decisions?
At what stage of the recruitment process should employers make the decision to take positive action?
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