Job Interviews - Employers
Employers use interviews to determine the best person for the job, while job applicants can use interviews to determine whether they would want to work for an employer. Questions should be focused on the applicant's ability to do the job. Questions about irrelevant personal characteristics may be discriminatory under the Equal Opportunity Act 1984 (SA) unless they are genuinely related to the person's ability to do the job.
When interviewing applicants for a job:
- Use an interview panel of diverse people who are aware of equal opportunity requirements.
- Conduct the interview with more than one interviewer - you can involve another member of staff or a union member.
- Prepare questions that relate to the job skills and abilities.
- Ask each applicant the same questions, to make sure the process is fair and consistent.
- Record questions and tests, relevant responses, and reasons for choosing the best applicant.
- Score them against the requirements of the job.
- Give them information about pay rates, hours, probationary period and any special conditions.
- Check their referees.
Employers should not:
1. Assume a certain type of person would be best for the job.
2. Assume a person would not have certain skill and abilities.
3. Ask questions that could be discriminatory, for example:
- Do you intend to have children?
- Are you married?
- How old are you?
- Where do you come from?
- Do you have to wear that headscarf?
- Have you had a WorkCover claim?
or make promises or offers if unsure that you will hire the person you are interviewing.
Rather than asking about previous WorkCover claims, employers can ask applicants if they have had an injury that could affect their ability to do the job.
If an employer is concerned about the ability of an applicant with children to work certain hours they should ask about their availability to work the hours rather than making assumptions.
Keep records of interviews and any reasons for short-listing and making final choices.