Getting selection right is where recruitment adds the most value — and where fairness and the law matter most. This guide covers sourcing, screening and structured, bias-aware selection.
Sourcing candidates
Combine channels: job boards and your careers site, LinkedIn and Boolean search, employee referrals, talent pools/pipelines of past applicants, networking and events, and agencies for specialist or urgent roles. Build a pipeline, don't just wait for applications.
Screening fairly
Screen every candidate against the same, role-relevant criteria from the job description. Use a consistent shortlist method, focus on evidence of the required skills, and avoid judging on irrelevant factors. Keep notes so decisions are defensible.
Structured, competency-based interviews
Unstructured 'chats' are unreliable and prone to bias. Structured interviews ask every candidate the same, role-relevant questions and score answers against a rubric. Competency/behavioural questions ('Tell me about a time you...') gather evidence of how someone has actually behaved — the best predictor of future performance. Use the STAR model to probe.
Reducing bias
Bias creeps in through 'gut feel', similarity ('they're like me'), halo/horns effects and inconsistent questions. Reduce it with clear criteria, structured questions and scoring, diverse panels, and focusing on evidence — not first impressions.
The legal essentials (UK)
The Equality Act 2010 protects nine characteristics (age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, sexual orientation). Don't ask discriminatory questions (e.g. about family plans), make reasonable adjustments for disabled candidates, and select on merit against the role's genuine requirements.
Assessment beyond interviews
Work samples, tests and exercises that reflect the actual job are often more predictive and fairer than interviews alone — use role-relevant assessments where practical.
Put it to work
Write three competency questions for a role and a simple scoring rubric. Then run a real selection scenario in the HR Simulations.