Employers who properly document the recruitment process to establish a paper trail will be better placed to justify decisions taken, to show that a selection decision was based on objective evidence of an applicant’s ability to do the job (rather than on assumptions or prejudices) and to show that they took reasonably practicable steps to prevent unlawful discrimination or harassment.
Limited access modeSorry, you need to be an HR Protect client to access this content.
HR Protect clients receive all the employment law advice they need across the year, delivered by experienced specialist lawyers, at a single fixed price. In addition, being a client gives you access to our templates, flowcharts and guidance notes on this Hub, where you can also return to your favourites, share content with colleagues, and manage your account.
For a full list of benefits, click here, or enquire to talk to one of our lawyers about how it could work for your organisation, and to receive a bespoke quotation.
Already have an account?
Log in below to access this content.
Enter your email to reset your password or try to login again.