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 Home : Developing a Workplace Program : Employment Matter Solutions : Recruitment and Selection : Section B Return to the previous submenu
Issue 2 - Things That Could Be Going Wrong
  • Personal and sensitive information, accessed via company records or second hand, can trigger personal bias resulting in discriminatory assessment and a breach of privacy laws;
  • A personal relationship or social connection between the interviewer and a candidate can negate an objective process
  • An assumption that a grasp of basic EO principles will eradicate interviewer bias and stereotypical views, or offset the result of past discrimination sufferer;
  • Personality traits that appeal and the development of a rapport between those who are similar or like minded, are factored into the assessment process providing leverage for some candidates;
  • The age of a candidate is discussed and the stereotypical assumptions relating to age and gender influence decision making.

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Did you know . . .

Women are significantly over-represented in low-paid, low-status work.
Quote
“To provide exemplary service, a company must have good morale. To do this, one must consult with staff, and take a flexible approach.”

... Hollywood Private Hospital Executive Director, Kevin Cass-Ryall