Interview Best Practices for Companies
Hiring the right people is crucial for business success, but ensuring fairness, consistency, and legal compliance is just as important. In New Zealand, employers and hiring managers must comply with the Human Rights Act 1993 and the Employment Relations Act 2000, both of which protect candidates from discrimination and ensure that hiring decisions are made based on merit rather than personal characteristics.
Failure to follow these laws can lead to legal consequences, reputational damage, and missed opportunities to hire the best talent. To ensure a fair and structured hiring process, businesses must take a proactive approach to interview design, documentation, and training.
By following these best practices, employers can create an inclusive, legally compliant, and structured hiring process that attracts top talent while minimising legal risks.
Implementing fair and legally compliant hiring practices isn’t just about avoiding legal risks — it’s about attracting the best talent and fostering a workplace built on equity, transparency, and professionalism. By structuring interviews correctly, training hiring managers, and documenting processes, you can create a robust recruitment framework that benefits both your business and your candidates.
PRO TIP:
Does this question directly relate to the candidate’s ability to perform the job? If the answer is no, then it’s likely irrelevant or potentially discriminatory. Keeping this principle at the core of your hiring process ensures that every question remains job-focused, fair, and legally compliant.
If you need guidance on interview best practices, compliance training, or recruitment support, contact us today.
📞 Call Kayleen at 027 647 5000 to discuss how we can help you build a fair and effective hiring process.