Interview at Boucher Shopping Park -BELFAST While the company promotes an inclusive culture, I noticed during my interview that the store primarily employs younger individuals. This gave me the impression that younger candidates might be preferred. For roles that don’t necessarily require prior experience or specific technical skills, it’s important to recognize that candidates of all ages bring valuable transferable skills, and those with more experience can offer maturity and reliability in "under-skilled" positions. I was also asked whether I had children during the interview. While this might seem like an innocent question, it’s important to keep in mind that family status doesn’t reflect someone’s ability to perform in a role. For many candidates, being asked about having children can feel uncomfortable, and such questions can unintentionally lead to bias. In fact, it’s generally considered best practice to avoid these types of questions as they don’t align with fair hiring standards. Focusing on availability and flexibility might be a better way to approach this. If the company is looking for certain traits, such as younger candidates or specific lifestyle attributes, it could be helpful to communicate this more openly in job postings. This way, candidates can self-assess if they fit the desired profile before applying, saving both the candidates and the company time. It’s a win-win for everyone! I fully understand the importance of maintaining a certain team dynamic or company culture, but it’s also important to ensure that hiring practices reflect inclusivity and align with employment laws. I think it would be great for the company to revisit some of these areas, especially in relation to family status or age, to ensure a more diverse and welcoming workforce for everyone.