depends on the interview and on the panel of course. If the panel is highly experienced and the interview is well defined, in terms of questions and what they are looking for, the chances for discrimination are significantly lower; but if the interviewer (or the panel) treats the interview as an social conversation, then it is highly likely that there might be severe bias of gender, age, race etc.
Discriminate on age before inviting the candidates for interview
Employer should stick to job description and job requirement.
The interview panel should be trained on how to handle personal biases or other distractions that will prevent them from fairly evaluating suitable job candidates. The panel should also include a mixture of different age groups.
An interview panel representing varied age categories is helpful, but not always an option. A telephone interview helps, as does sensitivity training concerning age in corporate diversity initiatives.
- Badges
- Science topic
- Similar topics
- Psychology