{"id":6680,"date":"2019-01-22T15:16:16","date_gmt":"2019-01-22T15:16:16","guid":{"rendered":"https:\/\/www.openbusinesscouncil.org\/?p=6680"},"modified":"2020-02-27T09:03:32","modified_gmt":"2020-02-27T09:03:32","slug":"guide-to-ethical-practice-when-interviewing","status":"publish","type":"post","link":"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/","title":{"rendered":"Guide To Ethical Practice When Interviewing"},"content":{"rendered":"
\"Guide
Guide To Ethical Practice When Interviewing<\/figcaption><\/figure>\n

Now more than ever, it\u2019s crucial to ensure ethical practice in your company\u2019s recruitment process: not only to make sure that you attract the best candidates but also to avoid falling short of recruitment law.<\/p>\n

The UK workforce has become increasingly switched on to unacceptable practice from employers and having a robust interview process is a must in 2019.<\/p>\n

With this in mind, Aaron Wallis Marketing Recruitment<\/a> has collated a series of tips for maintaining an ethical interview process, as well as common pitfalls to be aware of:<\/p>\n

Common Pitfalls For Unethical Interviewing<\/h2>\n

Unconscious Bias<\/strong><\/p>\n

This is where without consciously thinking it, you naturally favour people similar to yourself. People with similar values, backgrounds or even simple things like the way people dress, look or talk. It\u2019s important to be aware of this and think about why you\u2019ve put a certain candidate at the top of your shortlist. Question yourself whether they actually have the best skill-set and experience for the role or if they\u2019re just an individual that you\u2019re more naturally drawn to. Without acknowledging your unconscious bias, there\u2019s a good chance you\u2019re missing out on the best candidate for your company\u2019s vacancy.<\/p>\n

Direct or Indirect Discrimination<\/strong><\/p>\n

Direct discrimination is more easy to spot in your recruitment process: rejecting candidates due to specific attributes around age, gender, religion or sexual orientation to name but a few. This practice is obviously unethical and can put your company under threat of being liable to the UK Government\u2019s Equality Act of 2010.<\/a> Having ethical justification of why you\u2019re turning down a candidate is crucial to make sure your company\u2019s reputation isn\u2019t damaged from an inequality complaint.<\/p>\n

On the other hand, indirect discrimination is also something to be aware of but can be harder to rule out of your recruitment process. This is where a business requirement or practice seems fair because it applies to everyone equally, but a closer look shows that some people are disadvantaged by it because of an attribute. For example, having a standardised uniform policy can indirectly discriminate against individuals from different religious backgrounds, or having a workplace without full accessibility can discriminate against disabled people.<\/p>\n

Interview Questions You\u2019re Not Allowed to Ask<\/strong><\/p>\n

Innocuous \u2018conversation starters\u2019 with potential candidates can also put your company at risk of the 2010 Equality Act. Questions around protected characteristics like their marital status or if they have children are illegal and must be kept out of your interview processes.
\nA more comprehensive guide on illegal interview questions can be found here.<\/a><\/p>\n

\"If
If you\u2019re looking to improve or protect the ethical practices your company employs when recruiting, it\u2019s worth looking towards the public sector for best-practice<\/figcaption><\/figure>\n

Processes to put in Place For Employers<\/h2>\n

Look to the Public Sector<\/strong><\/p>\n

If you\u2019re looking to improve or protect the ethical practices your company employs when recruiting, it\u2019s worth looking towards the public sector for best-practice. Recruitment in the public sector tends to follow a much more formal process and is often carried out to a much more ethical standard.<\/p>\n

Some useful pointers include:<\/p>\n

    \n
  • Increasing the number of decision makers in the process<\/li>\n
  • A scored interview based upon pre-defined competencies or values<\/li>\n
  • A detailed recruitment checklist available to employees<\/li>\n<\/ul>\n

    Consider Artificial Intelligence as a Recruitment Tool<\/strong><\/p>\n

    New technology may also be worth integrating into your recruitment process. Artificial intelligence can be used in your interview process a way to remove the barrier of unconscious bias and promote more diverse and fair hiring practices.<\/p>\n

    One interesting example includes HireVue, an AI tool already used by Intel and Nike which analyses over 25,000 data points in video interviews to find the candidates most likely to succeed in a role, without the need for human evaluation.<\/p>\n

    Formalise Your Process<\/strong><\/p>\n

    Finally, often the quickest win to improve your interviews from an ethical perspective is to formalise your company\u2019s interview methods and publish it to your employees. Having a consistent and robust approach to interviewing will reduce the risk of unethical practices between your hiring managers.<\/p>\n

    Robert Scott, Managing Director at Aaron Wallis Marketing Recruitment said: \u201cEven if your company has the best intentions in candidate interviews, it can be easier than you think to fall foul of equality legislation. It\u2019s important to carefully design your interview process and make it publically available to your staff conducting the interviews.\u201d<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

    Now more than ever, it\u2019s crucial to ensure ethical practice in your company\u2019s recruitment process: not only to make sure that you attract the best candidates but also to avoid falling short of recruitment law. The UK workforce has become increasingly switched on to unacceptable practice from employers and having a robust interview process is […]<\/p>\n","protected":false},"author":7,"featured_media":6682,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_mo_disable_npp":""},"categories":[3585],"tags":[7511,4848],"acf":[],"yoast_head":"\nGuide To Ethical Practice When Interviewing - OpenBusinessCouncil Directory<\/title>\n<meta name=\"description\" content=\"It\u2019s crucial to ensure ethical practice when interviewing: to make sure that you find the best candidates and also to avoid falling short of recruitment law\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Guide To Ethical Practice When Interviewing\" \/>\n<meta property=\"og:description\" content=\"It\u2019s crucial to ensure ethical practice when interviewing: to make sure that you find the best candidates and also to avoid falling short of recruitment law\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/\" \/>\n<meta property=\"og:site_name\" content=\"OpenBusinessCouncil Directory\" \/>\n<meta property=\"article:published_time\" content=\"2019-01-22T15:16:16+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-02-27T09:03:32+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.footballthink.com\/wp-content\/uploads\/2019\/01\/Interview.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1380\" \/>\n\t<meta property=\"og:image:height\" content=\"776\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Hernaldo Turrillo\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Hernaldo Turrillo\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/\"},\"author\":{\"name\":\"Hernaldo Turrillo\",\"@id\":\"https:\/\/www.footballthink.com\/#\/schema\/person\/b9610afd0759dc701187a7f622375c23\"},\"headline\":\"Guide To Ethical Practice When Interviewing\",\"datePublished\":\"2019-01-22T15:16:16+00:00\",\"dateModified\":\"2020-02-27T09:03:32+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/\"},\"wordCount\":759,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.footballthink.com\/#organization\"},\"keywords\":[\"Interview\",\"top guides\"],\"articleSection\":[\"Business Resources\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/\",\"url\":\"https:\/\/www.footballthink.com\/guide-to-ethical-practice-when-interviewing\/\",\"name\":\"Guide To Ethical Practice When Interviewing - 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