The Panorama documentary “Must Have Own Teeth”, shown on the BBC on 9 April, highlighted a whole host of ageism and racism issues that appeared to be rife in the recruitment world. Viewers were astounded as recruitment agencies exposed themselves by openly discriminating whilst being secretly recorded.
The controversial nature of this programme has since been widely documented, so I won’t add my views to the debate in any great detail. Suffice it to say that changing age discrimination legislation will surely force employers and recruiters to have a good and hard look at the way they conduct themselves during the employment process.
We hope that we’re at least a step ahead here at Sewell Moorhouse. Our Regional Director in Doncaster has been closely linked to a Chamber of Commerce programme to heighten awareness of impending legislation changes. Our involvement in this has undoubtedly helped us to review our own approach and to ensure that our policies and practices really are as good as we think they are.
Our internal research has also helped us to recognise the value we attach to the benefits that more mature employees bring to the workforce. It is often the more mature individuals who have the softer skills required to deal with challenging communication and negotiations appropriately and - without a doubt - these softer social skills are in huge demand.
In terms of the legislation changes, a key message across the board is that companies should now be looking to finalise their own working practices to ensure they don’t fall down when age discrimination laws are finalised in October. There are a whole host of issues that companies need to be aware of and the following provides a list of points to consider at recruitment and selection phase, as highlighted in the article “Anti-ageism laws: Are you ready?” Personnel Today, 4 April 2006.
- Don't use ageist language in advertisements – phrases such as 'applicants should be 25-35 years of age', 'young graduates' and 'mature person' are discriminatory.
- Specifications must focus on job needs only. Unnecessary standards for experience, personal qualities or qualifications must be removed from your job ads.
- Publicise vacancies to attract a mixed-age response. Use newspapers, magazines, trade publications, free papers, the internet, jobcentres and voluntary organisations.
- Personal details need to be separated when sifting applications. Only re-introduce these details at the end of the sifting process.
- Monitor the age groups of candidates shortlisted, interviewed and appointed. This clarifies what may be happening in the recruitment process.
- Select candidates on the basis of skills and abilities. Ensure the process is fair, consistent and does not discriminate against a particular age group.
- Only ask job-related questions. Mark candidates against selection criteria to help decision-making, and monitor fairness of the recruitment process.
- Use a mixed-age interview panel. This will reduce the possibility of age bias.
- Do not make assumptions about capability or medical fitness based purely on age.
For further information contact Cliff Sewell or Philip Hill at Sewell Moorhouse - an independent and specialised accounting, financial and administrative recruitment consultancy based in Sheffield, Doncaster and Leeds.
“MUST HAVE OWN TEETH”