The article discusses potential biases and legal issues in the screening and interviewing process for job candidates. It emphasizes the importance of not asking questions that could be seen as discriminatory, and advises hiring managers to focus on applicants' ability to perform essential job tasks. It also warns that different interview methods may be appropriate for different roles or levels of seniority, and recommends employers to be consistent with the way candidates are evaluated. Fever screening, drive-up interviews, and alternate interview arrangements due to COVID-19 are also discussed, with advice to keep accommodations reasonable and legally compliant. The legal implications for misleading job advertisements are highlighted, and employers are reminded to be clear and honest about essential job requirements, especially in the post-COVID job market.
