Employers should be careful with their recruitment processes to ensure that they are not being discriminatory. In particular they should scrutinise their recruitment processes to make sure they are not putting up barriers that might prevent people applying for jobs.

The advice has come about in light of two Jobcentre Plus centres ill-advising employers on what they legally could and could not advertise for.

One jobcentre in Norfolk initially refused to place an advert for 'reliable workers' for fear that it would discriminate against unreliable workers. However, this was revoked.

And the boss of a hairdressing salon in Newcastle was recently told she could not advertise for a 'junior stylist' because the ad could be deemed ageist and aimed at young people only. The word 'junior' is acceptable when it is referred to experience rather than age.

So what is the advice?
Be sure that you focus on skills, achievements and competence for the job, rather than personal details. Employers need to be very careful in the wording of job adverts. Wording that indicates that employers are looking for a certain age group or people with a certain 'outlook' can cause problems.

For example, using the words 'dynamic and energetic' in a job advert could be used as evidence of age or disability discrimination. Focusing on the specific skills and competencies required for the job rather than the characteristics of the individual is more likely to comply with the discrimination legislation.

Contact your HR Consultant for help on drafting your job advert or for help and advice on your recruitment process.