Guidelines for Development of Nondiscriminatory Hiring

As an interviewer, you must be aware of your responsibilities for complying with Equal Opportunity law and with the University of Nebraska at Kearney Affirmative Action Plan. Your responsibility includes thoroughly understanding and reviewing the position functions and qualifications in order to develop nondiscriminatory hiring criteria which form the basis for evaluation of each candidate.

Know the position description:

  1. Title
  2. Essential and non-essential functions
  3. Required and preferred qualifications
  4. Terms and conditions ... travel, hours, salary, etc.

Developing hiring criteria:
Apply the following criteria to each requirement established for the position. For testing the legality of each job requirement established, answer yes to all four criteria which follow.

Objectivity - defined as measurable and observable facts.
Uniformity of Application - must be applied the same for everyone.
Consistency of Effect - cannot adversely affect or screen out any group.
Job Relatedness - must be directly related and essential to job performance.

If you answer no to any of the four criterion, you must prove that the job requirement is a bona fide occupational qualification (BFOQ) or you should not use it.

Last Update: 12/95