Advertise vacancies widely to avoid limiting the diversity of applicantsa.
Be clear about the skills and abilities required for the post and identify those that are necessary and those that are desirable. It is against these skills and abilities that your selection decisions should be made. Avoid applying selection criteria which are not genuinely needed for the job and may disadvantage people because of their religion or belief.
If a genuine religious occupational requirement exists, make this clear in the advertisement and explain why in the information sent to candidates.
Be flexible when scheduling interviews. Whenever reasonable possible avoid significant religious times, for example Friday afternoons or major religious festivals such as Ramadan.
As a matter of good practice, you may wish to invite candidates to make any special needs known to you in advance of the selection process.
Make sure that your selection process concentrates on assessing the skills and competencies required for the job. Avoid asking personal questions which may imply potential discrimination. Ensure that personal information that is volunteered is not considered inappropriately in the decision –making process. The only question you need to address is does the candidate have the skills and competencies you need.
Make sure that all interviewers are familiar with, and trained in, your organisation’s Equality Policy.