10. Test yourself
1. A line manager inadvertently asks a discriminatory question at a job interview. What are the possible consequences?
(a) There is no possibility of a tribunal claim. Only employees and not job applicants can bring claims of discrimination.
(b) There is no possibility of a tribunal claim. The line manager did not intend to discriminate.
(c) A tribunal claim is possible but the employer cannot be held responsible for the line manager's actions.
(d) A tribunal claim is possible and the employer will be held responsible for the line manager's actions.
2. Which of the following would it be inappropriate for a line manager to ask?
(a) How would you respond if you were asked to work late at short notice?
(b) How would you feel about working in a predominantly Asian team?
(c) How would you feel if in the future we asked you to relocate to our northern office?
(d) What are your general goals over the next five years?
3. Which of the following questions would be inappropriate in relation to a disabled candidate?
(a) Has your current employer made any helpful adjustments to your job?
(b) What is wrong with you?
(c) How might your condition impact on your ability to use a computer?
(d) If we were to offer you the job what type of support to do it would you find helpful?
4. Which of the following interview questions is unlikely to elicit much useful information?
(a) Which of your previous positions did you enjoy most and why?
(b) What are the main challenges of your current role?
(c) Do you enjoy working in a customer-facing role?
(d) How do you think your previous experience could be of benefit in this role?
5. Which of the following statements regarding interview notes is true?
(a) An experienced line manager will be able to recall accurately how each candidate answered a particular question so making a written note of responses will be unnecessary.
(b) If there are no interview notes a tribunal will not be able to conclude that the interview was conducted in a discriminatory manner.
(b) As interview notes are for their own sight only, line managers should feel free to note their own assumptions about the candidates where appropriate.
(d) Where an unsuccessful job applicant brings a tribunal claim, accurate interview notes can assist in the defence of the claim.
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