When you want to appointment someone for an available post, you will undoubtedly have high selection criteria. This is understandable. After all, you want to ensure that the best person for the job is selected. But be careful because 'indirect discrimination' is waiting just around the corner for your selection criteria to come out. So be aware of these five common causes of indirect discrimination when it comes to selection criteria...
1. Overstating skills
Overstating skills could discriminate against those who have the necessary skills, or the potential, for the job in favour of someone who has extra skills (which are 'nice-to-have') but aren't necessary for the job.
2. Overstating educational requirements
Formal education is a common selection criteria, but keep in mind that many argue that you should recruit people who are 'suitably qualified' and not necessarily the 'best' or over-qualified.
3. Overstating formal qualifications
There are certain jobs that simply must be accompanied by a formal education/qualification. A classic example is a medical doctor. But there are many jobs that do not strictly require formal qualifications for the job.
Sure, a formal qualification can be an indication of ability. But be careful of not excluding people with sufficient on-the-job experience for jobs where there are no strict requirements for formal qualifications. Doing so could be seen as discrimination.
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4. Overstating the value of experience
If you demand high levels of experience, it could easily exclude people who are potentially suitable but who were prevented or even discouraged from gaining relevant experience in the past.
5. Using potential as a criteria
There is not really any objective measurement for 'potential'. In other words, seeing potential is very subjective. So you need to be very specific when describing what potential you are looking for.
So there you have it!
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