Interviews, meetings and tests

An interview, meeting or test can help you work out if someone is the best person for the job. But it will be harder to work this out if you do not assess everyone in a way that helps you:

  • find out if they have the skills, qualities and experience to make them the best person for the job, and
  • assess each applicant in the same way.

Equality law does not say that you have to meet someone or interview them before offering them a job.

If you decide to interview job applicants, whether that is face to face or over the phone, or to give them a test, then you must not unlawfully discriminate against a job applicant in the way you carry out the meeting, interview or test.

Use the information earlier in this guide to make sure you know what equality law says you must do as an employer.

Examples of what to avoid include:

  • Asking questions which make assumptions about people based on their protected characteristics.

For example:

An employer asks a woman if she is going to need time off for family responsibilities, when they do not ask a man.

  • Harassing an applicant.

For example:

An employer makes a series of unpleasant ‘jokes’ about an applicant’s race, which create an offensive atmosphere for them.

More information

Last Updated: 20 Jan 2015