It’s important to maintain the same objective perspective when interviewing the shortlisted applicants. Ideally, interviewers should be trained to conduct interviews with equality in mind, such as avoiding being influenced by stereotypical assumptions relating to an applicant. This is important as to make such assumptions about an applicant’s ‘protected characteristic’ could be discriminatory (see The Equality Act 2010).

When arranging the interview, you should ask applicants in advance whether they have any special requirements, for example to assist them with any physical impairments. Once notified of any disabilities, you will be under a duty to make reasonable adjustments to assist the applicant so that they are not put at a disadvantage when interviewed. In the situation where you are unaware that the applicant is disabled until it becomes apparent at the interview itself, your duty to make reasonable adjustments starts at that point (although this duty will not be as onerous as if the applicant had previously notified you in advance). For clarity, it is best to ask again at the start of the interview whether the applicant requires any special arrangements and, if reasonable to do so, make adjustments before the interview begins.

Where possible, interview questions should be structured and based on the application form, job description and person specification. Any questions that do not relate to the employee’s ability to perform the role should be avoided. For example, asking an applicant questions about their plans for children would not be relevant to their ability to do the job and could be perceived as you not wanting to employ a mother and which would be discriminatory.

If this sort of information relating to a protected characteristic is volunteered by the applicant, interviewers should ensure that they are not influenced by it and do not take it into account when selecting the successful applicant.