Not a graceful question at the best of times – soon it could land an organisation in trouble. Care needs to be taken with advertisement wording, obviously, but a whole raft of HR functions will also be affected. Examples of areas of current concern in the recruitment arena include:

• Application forms - you may omit the date of birth question, but is asking for chronological career details unlawful?
• Graduate recruitment – if your advertising is limited to student magazines are you being discriminatory?

We are studying the latest draft legislation, industry-thinking and lawyers’ interpretations with great care. We want clients old and new – are we allowed to say ‘old’ clients? – to be able to benefit from our expertise in this field.

If you would like to arrange an informal discussion or a detailed audit we will be happy to oblige.

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