9. Further general guidelines
· Obtain information through open questioning on matters such as the applicant's work experience, qualifications, skills, abilities, knowledge, ambitions and strengths and weaknesses.
· Do not use age as a criterion in the selection process. Age discrimination legislation is to be implemented in October 2006 and age is, in any event, a poor predictor of effective job performance.
· Do not allow gut feeling alone to determine the selection decision, because gut feelings are inevitably influenced by personal attitudes, and may possibly result in unlawful discrimination.
Interviewers who focus on the requirements of the job and the extent to which each applicant's background matches these will increase their chances of avoiding unlawful discrimination and selecting the most suitable candidate for the job.
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