You also need to be certain you can justify the level of experience you are asking for. Asking for a safe and experienced van driver is one thing; asking for a van driver with a 10-year accident-free record is quite another. The first leaves it open to youngsters to apply, and you can then make a decision on them as against the competition. The second effectively rules out anyone short of his (or her) late 20s, and could be difficult objectively to justify.
Other points you need to consider when recruiting:
- make sure that whoever is interviewing potential employees has no age bias and is scoring interviewees according to objective skills and competencies;
- consider removing references to date of birth and other age-revealing data from your application form (if any). They are not discriminatory in themselves, but they could raise questions as to why you want the information;
- don't ask for physical fitness tests unless you need them, and then only to the level that you need.
