How do we know if we are being fair in recruitment - people with learning difficulties

1. Connect in the North  0113 270 32 33 info@citn.org.uk
What we can do to be fair when we recruit
It is illegal for an employer to discriminate against a candidate in
any part of the recruitment process because of their -
 age,
 disability,
 race,
 belief,
 sexual orientation
 gender
The start of the recruitment process
 Agree how you will assess the candidates before you start the
recruitment process
 Make sure everyone is aware that they need to be fair
 Make sure the people involved in recruitment have had equal
opportunity training
Application forms
 Make sure the equal opportunity monitoring form is separate from
the application form
 Keep the candidates name and address separate from their
application form
 Mark the interviews and applications on a point system
 The interviewers should be the same people who select the
candidates
 Organisations which request a disclosure must legally have a policy
about it. This needs to be available to potential applicants
Before the Interview
 Be clear with the candidate about what they will be marked on.
They need to know if informal questioning or activities will be taken
into account.

2. Connect in the North  0113 270 32 33 info@citn.org.uk
Interview Activities
 If you set a task for the candidates to do, make sure everyone does
the same activity. It must be relevant to the person specification
and it mustn’t discriminate unfairly.
 If people spend time with a person with learning difficulties make
sure that everyone has the same amount of time
 Agree how you can observe and mark tasks carried out with people
with learning difficulties. Be clear about what you are looking for.
Formal Interview
 The panel must say if they know the applicant. The panel should
decide if this is alright. The decision and notes taken must be kept.
 Ask all the candidates the same questions
 Do not ask questions about age or marital status
 Do not ask personal questions. Questions must only relate to the
persons skills and ability to do the job
 At least 1 person should take notes during the interview so everyone
remembers what has been said
 Interview everyone for the same amount of time
 Take pictures of the candidates so you remember who they are
 Mark the candidates answers immediately after each interview
 You must keep a copy of the reasons why a person is appointed or
not appointed
 Questions about disability, adjustments and health and safety
should be asked after a conditional offer
After the Interview
 Applications of unsuccessful candidates should be shredded as
soon as the candidate is selected
 Notes and scoring from the interviews should be kept for 1 year
Adapted from Recruitment and Induction – Acas and Recruitment and
Selection Policy –PERS February 2013