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Determining the needs of the job

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Attracting suitable candidates

Determining the needs of the job

Employing foreign nationals

Employing young people and children

Incentives

Induction

Interviewing

Job applicants with convictions

Job applications

Making job offers

Medicals and medical questionnaires

Probationary periods

References

Selection

Shortlisting

Is there a legal requirement for an employer to provide a job description for each job vacancy?

How does a firm know if a job requires the holder to be an approved person?

Should employers always appoint the applicant with the highest level of qualifications to a post?

In what circumstances could an employer's requirements and conditions of the job lead to claims of discrimination?

In specifying the requirements for a job, what steps can an employer take to ensure that it is not liable to claims of indirect discrimination?

Can an employer stipulate an age limit for a job?

The use of upper or lower age limits in recruitment is unlawful under the Equality Act 2010, unless the age requirement can be objectively justified as a proportionate means of achieving a legitimate aim.

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Is it permissible for an employer to specify that job applicants should have a clear spoken voice and good command of English?

Are there any circumstances in which an employer can insist on recruiting from a particular racial group?

Are there any circumstances in which an employer can insist on recruiting either a man or a woman?

Can an employer restrict a job to people of a particular sexual orientation?

Can an employer restrict a job to people of a particular religion or belief?

Are there any circumstances in which an employer can specify the required race, gender, sexual orientation, religion or age of job applicants?

What should an employer do when recruiting for a job that it believes will require a particular level of fitness or health?

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