Criterion#1: Educational requirements
Educational requirements refer to things like an applicant's school-finishing certificate, college certificate, diploma or degree.
But a problem can arise when you overstate these requirements.
Now it's completely understandable that some fields of work, especially the professions, require a certain level of education, accompanied by formal qualifications.
But if a field of work doesn't necessarily require one, and an applicant has more than enough on-the-job experience, you risk discriminating against them because of your overstated educational requirements.
It appears that the experience
criteria here are a double-edged sword in that while you could discriminate against someone who has ample experience but is lacking in education, you could also discriminate against someone who has all the
qualifications, but hasn't had any opportunities to build experience in the past.
So then what can you do?
80% of South African companies have proved interview tests play a very important role in choosing the right employee for the right job.
How do you know if the jobseeker is the perfect candidate for the job?
Increase the effective selection of employees by 97%!
It's understandable that many employers deliberately overstate the criteria of requirements for a position because they simply want the 'right' person for the job.
But the fact of the matter is that you shouldn't be overstating any of your hiring criteria at all because this can lead to bitter complaints and claims of 'indirect' discrimination.
You need to find a balance between the above two criteria, and avoid overstating one over the other, or any for that matter.
In order to gain a clearer picture on how to be more compliant with the EEA when hiring, there are other criteria which you need to take into consideration alongside the 2 above-mentioned ones.
To see these other criteria, page over to Chapter A 06
in your Labour Law for Managers
Alternatively, you can click here.