Aurora University’s career services office uses ChatGPT as a tool to help its students prepare for job interviews and teach them ethical ways to use generative AI.

Employers may use multiple avenues to screen potential candidates. These include 1) creating the job description, 2) creating the written application, 3) conducting the interview, 4) determining which background screening methods to use, and most recently, 5) navigating the use of artificial intelligence (AI). Each contains potential legal liability for the employer if not conducted correctly.

Tracking, analyzing, and acting on key metrics is critical to the success of a recruiting operation. Some of the most basic metrics are the interview-to-offer and offer-to-acceptance rates. These can help you identify problems—and successes—in your recruiting operations both with full-time hiring and intern/co-op programs.

Attorneys George Hlavac and Edward Easterly discuss potential pitfalls in the application and interview for applicants and employers.

Employers are not required to interview an international student who has an F-1 or J-1 visa, even if the student is otherwise qualified for the job. Although employers can refuse to interview or hire international students who do not already have some form of permanent work authorization, most cannot stipulate that U.S. citizenship is a job requirement.