Age concern dos & don'ts

DO remember that you can be held liable for discrimination against the young as well as the old

DON’T set age limits or age ranges, e.g. “min 7 years experience” or “30-35 years old”

DO focus on relevant experience, skills and ability, e.g. good communication skills, 3D, workshops etc

DON’T forget that whilst it’s OK to ask for Photoshop experience, insisting on a GCSE English would discriminate against people who left school before GCSEs were introduced. “GCSE’s or equivalent” is acceptable

DON’T be subjective on the basis of physical characteristics and unfounded assumptions, and ensure that decisions are based on objective criteria, relevant to the job and merit

DON’T use restrictive phrases like “young graduates”, “mature person” or “salary dependent on age and experience”

DON’T let discrimination creep in further down the line in the recruitment process

DO make sure your interviewers know that age should not affect – or be seen to affect - who they choose

DO ensure that any work-related tests you ask a candidate to take doesn’t discriminate against certain age groups

DON’T forget to be careful when feeding back on candidates or CVs – being concerned that someone lacks gravitas is one thing, saying one is too young is another

DO think about recording candidate assessments against Regulations friendly criteria

DO write specific job briefs for each role that can be compared with successful candidates that prove your choice was not discriminatory