Most employers require applicants to complete an application form or submit their CV for consideration. Again, however, you should be mindful of inadvertent discrimination. For example, you should be prepared to provide forms in accessible formats (for example, large print) if an applicant asks.

You should try to ensure that you apply a consistent and objective approach when considering each application. It is recommended that, where possible, more than one person should be involved in considering applications to reduce the chances of discrimination arising. However, for many businesses that simply is not practical. Where you have sole responsibility for considering applications, have measures in place to reduce the risk of selection being made based on subjective assessments.

An objective assessment should be made based on the applicant’s CV or application form, with the same criteria being applied in respect of each application, for example awarding a point for each criterion the applicant meets with those applicants who score the highest marks being invited for interview. Adopting an objective process will help to minimise the risk of a complaint being made and, in the event that a complaint is made, will help you to demonstrate that you have not been discriminatory.