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An effective approach to the recruitment process can
save stress, time and money. The fundamentals
of effective recruitment include:
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There are a number of ways to interview applicants, the most common include:
• One or more person-to-person interviews
• One or more panel interviews
It is against the law to ask an applicant interview questions which could be used to discriminate against them. Keep job interview questions relevant and try to ensure that they relate directly to the applicant's ability to do the job. For example: "What are your childcare arrangements?" is discriminatory, whereas "This job requires long hours and some travel. How flexible are you with regard to overtime or out of hours activity?" seeks the necessary information in a non-discriminatory way.
To ensure that you do not discriminate against an applicant, there are a number of questions that you should avoid unless they are directly related to the applicant's ability to perform the duties of the position.
• Gender
• Religious affiliations and practices
• Military service
• Height and Weight
• Languages spoken, written, read
• Disability
• Age
• National or ethnic origin
Employers can ask the applicant to provide a tax file number or letter from the Australian Taxation Office to show that applicants are legally entitled to work in Australia. Most industry bodies can assist with advice around these questions. Alternatively, legal advice could be sought, or in Victoria, contact the Victorian Equal Opportunity and Human Rights Commission.
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