How can a firm protect itself from charges of discrimination in its interview process? What is the role of testers in employment discrimination?

What will be an ideal response?

Answer: It is best that employment interviewers refrain from asking questions regarding an applicant's race, color, religion, sex, age, national origin, or handicap. Even when it may not be illegal (as in the case of age or marital status), the EEOC disapproves of such practices. In addition, employers should ensure that the interview process is structured and consistently applied. The interview should have objective, job-related questions and be administered in a standardized format. There should be multiple interviewers. Employers can also reassure candidates that the job interview process is fair, treat the interviewees with respect, and be willing to explain the process and the rationale for the interview questions. Testers are used to determine whether or not employment discrimination is occurring at a specific business. They make nondiscriminatory interviewing practices even more important to employers. As defined by the EEOC, testers are "individuals who apply for employment which they do not intend to accept, for the sole purpose of uncovering unlawful discriminatory hiring practices." Although they're not really seeking employment, testers have legal standing with the courts and with the EEOC.