9 guidelines for a fair selection process that encourages diversity

Human Resources - 9th November 2016 , UK

In a new checklist, cut-e has put together 35 guidelines for introducing fair recruitment practices which promote diversity and inclusion, of which we’ve compiled nine below. The document provides advice on conducting an objective job analysis; preparing a fair job description; defining job-related selection criteria; creating non-discriminatory job advertisements; running consistent job interviews and assessment centres, and communicating with candidates.

Dr Achim Preuss, managing director of cut-e, said: “Recruiters know that diversity and inclusion can enhance innovation, adaptability and performance, so they’re keen to appoint a broad range of talented people based on their potential, regardless of their ethnicity, gender, sexual orientation, class, physical abilities, age or religion.”

Have a look at some of the guidelines below:

  • In the job description, use male and female personal pronouns (he/she…) or re-write the job description so that it is gender-neutral.
  • Avoid using photos on adverts as they may discriminate if only (or mostly) individuals of, for example, one gender or ethnicity are depicted – and it can be difficult to find a truly representative image.
  • If mentioning language requirements, be sure that they are relevant for the job and not simply a nice-to-have. If so, don’t mention them.
  • Document the reasons you will use for rejecting applicants.
  • Avoid questions concerning the following topics (unless they are relevant for the job): disabilities, pregnancy, sexual orientation, religious beliefs or world view, age, race / ethnicity
  • Educate your recruiters with respect to local equality legislation and the implications for selection.
  • In a letter of rejection, ensure that the reasons for not offering the position are communicated based solely on the job requirements.
  • Use online tests tailored to different educational backgrounds with respect to the language used and complexity (but of course use one and the same test for all applicants applying for one job).
  • In unsupervised settings, make sure online test takers cannot cheat (for example by using an item generator that creates a new test each time test takers log onto it).

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