This checks whether you know that hiring decisions must be based on job-related qualifications and whether you can resist discriminatory shortcuts, which is a recurring risk in high-volume Philippine recruitment.
First identify the main legal and company policy sources. Then give a practical example of how you would use the job description and screening criteria to keep the process fair.
Start by naming the constitutional guarantee of equal protection and the Labor Code's prohibition on discriminatory hiring practices, then tie it to your employer's equal opportunity policy, which you would confirm with HR if you were unsure of its exact wording. Say plainly that age, gender, civil status, and physical appearance are not job-related qualifications unless the role genuinely requires them, such as a modeling or acting position, and even then you would document the rationale. Explain that your first move is to pull the approved job description and ask the hiring manager to point to the specific competencies or duties that a candidate's age or gender would affect, and if they cannot, you would decline to screen on those grounds and instead offer to re-screen based on skills, experience, and fit for the role. Mention that in a high-volume BPO setting you would also flag the request to your recruitment lead or HR business partner, because a single biased screen can expose the company to a labor complaint or damage its reputation. Close by saying you would keep a written record of the criteria you used, so every shortlist is defensible and consistent, and that you would frame your refusal to the manager as protecting the company, not as a personal objection.
A common mistake is to say 'Wala po akong alam sa batas pero fair po ako' or just to guess. Instead, name the general sources like the Labor Code and company equal opportunity policy, and say you would verify with HR before acting.
Situation
During my on-the-job training as a recruitment assistant at a shared services company, a team leader asked me to prioritize fresh graduates under 25 for an open customer service role because the account preferred young employees.
Task
I needed to recall the legal and policy basis for fair selection and explain to the team leader why I could not apply that age preference.
Action
I reviewed the company's equal employment opportunity policy and the Philippine Labor Code provisions on non-discriminatory hiring. I prepared a short summary showing that selection decisions must be based on job skills, experience, and qualifications, not personal characteristics. I then spoke with the team leader privately and offered to screen all applicants using the approved job description and competency checklist instead.
Result
The team leader agreed to follow the standard screening process. I screened 40 applicants based on call handling skills and English proficiency, and the hired candidate completed nesting successfully.
Know the legal and policy guardrails before agreeing to any screening instruction.
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