Recruitment
Getting recruitment right is one of the biggest challenges for any employer. Now age discrimination laws are in place, it's a high risk area. The good news is that it's cheaper, easier and much better for your business to be fair in the way you recruit people.
These are the golden rules to getting it right
The EFA and Procter and Gamble have created a guide to getting recruitment right. This is suitable for anyone involved in appointing staff, whether you are a small business or the manager in a huge company. Click here to download.
Application Form
The problem with CVs and traditional application forms is that information about date of birth and chronological data such as work history, dates when qualifications were received etc. are all prominent. Often this information can influence employers when they are selecting people for interview. Even if it doesn't, it can be difficult for an employer to prove that age wasn't a factor in decision making. By taking age right out of the process you are forced to focus a candidate's skills and competencies (this makes for better recruitment decisions) while at the same time it is clear to candidates that you are not making judgements based on age.
To help employers take age out of recruitment the EFA has developed a bias free application form. This form works not only for age, but will also support good practice in other areas of equality.
This application form is just a template. Please click here to download and adapt it to suit your business.
Getting recruitment right is one of the biggest challenges for any employer. Now age discrimination laws are in place, it's a high risk area. The good news is that it's cheaper, easier and much better for your business to be fair in the way you recruit people.
These are the golden rules to getting it right
- Make sure everyone involved in recruitment knows about the law
- Focus on the skills needed to do a job and get the job descriptions right
- Use an application form - you can download a template from this page
- Don't allow an agency to discriminate on your behalf
The EFA and Procter and Gamble have created a guide to getting recruitment right. This is suitable for anyone involved in appointing staff, whether you are a small business or the manager in a huge company. Click here to download.
Application Form
The problem with CVs and traditional application forms is that information about date of birth and chronological data such as work history, dates when qualifications were received etc. are all prominent. Often this information can influence employers when they are selecting people for interview. Even if it doesn't, it can be difficult for an employer to prove that age wasn't a factor in decision making. By taking age right out of the process you are forced to focus a candidate's skills and competencies (this makes for better recruitment decisions) while at the same time it is clear to candidates that you are not making judgements based on age.
To help employers take age out of recruitment the EFA has developed a bias free application form. This form works not only for age, but will also support good practice in other areas of equality.
This application form is just a template. Please click here to download and adapt it to suit your business.
