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07.09.2015, admin  
Category: Body Supplement

For both the potential employee and the interested business, there is no more important step in the employment process than a job interview.
You should make sure that each question in your interviews has a specific reason to be asked.
Unless they are integral to your business in some way, there are certain questions you should avoid entirely. Good recordkeeping and overall professionalism is always a must and may save you from undue legal action. The UK anti-discrimination laws are in place to make sure that everybody has an equal chance at gaining a level of employment consistent with their skills and experience. Our experience includes many building types including residential, public and urban design projects.
This helps both parties figure out whether the applicant is a good fit for the job being offered.


For example, finding out about somebody’s residency status and their eligibility to work in the UK is important, but you shouldn’t extend that topic to questions about a person’s lineage, their parents’ place of birth, or any other extraneous details. Make sure that all postings for the position are professionally written and overseen by a recruitment professional, as this can help minimise ambiguity and possible misunderstandings. Any employer needs to keep in mind, though, that there are certain laws and regulations regarding job interviews.
If you think such an issue might impede a person’s ability to do the job, ask if there is anything that might interfere with the applicant’s attendance and effort. When you choose not to hire somebody based on an interview, make sure to record a clear reason why the person is no longer being considered. Our creative process tailored to our clients needs allows us to produce innovative architecture at all scales. Probing too deeply into somebody’s nation of origin, age, or religion can be seen as discriminatory and may open you up to legal action.


If you do ask about details such as age, height and weight, or physical disability, be sure that such questions are linked to a specific aspect of the job. Unless you can show that the position has certain physical requirements that might make it unsuitable for people with a certain disability or who are not of a specific height or weight, any questions in this area can be seen as unlawful and discriminatory. If questioned by the applicant why they are no longer in consideration, be sure to provide an answer that is straightforward and consistent with your records.



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