Interview Procedure

• Make sure you provide adequate job information over the phone to all callers and preferably job packages by mail for those who want them.
  
  
• Be careful not to appear to discriminate against anyone when you first talk with him or her.
  
  
• Consider asking all applicants to directly address the listed criteria in their written application. This will help you compare all the applications and is more likely to show who can really do the job than comparing resumes will.

• Shortlist against the criteria. Who meets them best? Do not use any other criteria. Ignore all irrelevant information.
  
  
• Do not make any assumptions about what different groups of people can and can't do. Treat people as individuals not stereotypes.
  
  
• Consider the value of skills tests, as well as face-to-face interviews and reference checks. Make sure any tests are relevant to the job and non-discriminatory and that the equipment or other needs of any applicants with disabilities are taken into account. Psychological tests must specifically relate to the genuine and reasonable requirements of the job. Use them with caution. Road test psychological tests before you use them to make sure their form or content does not disadvantage anyone who has a protected attribute.
  
  
• Set the same basic set of questions or tests for all applicants so that you can compare their answers. The questions must relate to the selection criteria. They must be job-related not personal.
  
  
• Be aware of cross-cultural communication issues. For example, the person who won't meet your eye may well be showing the appropriate level of respect or courtesy within their culture, as opposed to being shifty. A 'yes' answer may indicate someone has heard or understood what you say rather than literal agreement.

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