FAQs

All items: Avoiding discrimination in recruitment

Is there a legal requirement for employers to advertise every job vacancy that arises?
Does an unsuccessful job applicant require concrete evidence to prove that they were discriminated against?
Does a generic induction programme suffice for all new recruits?
How can an employer draw up a shortlist for a position without discriminating against applicants?
What questions should an employer avoid asking candidates at interview?
In what circumstances could an employer's requirements and conditions of the job lead to claims of discrimination?
Are there any circumstances in which an employer can specify, for example, the required race, gender, sexual orientation or age of job applicants?
What kind of personal details should be contained on a separate section of an application form?
Is it unlawful for an employer to ask on an application form whether a candidate has a disability?
How can an employer ensure that its application forms are not discriminatory?

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About this category

Frequently asked questions and answers on avoiding discrimination in recruitment.