> It's the fact that you decided not to hire them, because you found out that protected information.
Again, you don't understand how this works.
If a candidate runs into your interview room and declares that they are a member of 5 protected classes, that doesn't automatically open you up to discrimination lawsuits.
How is this any different than asking someone about a past job and then they answer with "I didn't finish that project because I had kids and left for parental leave". It should be obvious that a candidate can reveal information about having kids for virtually any question.
> It was unrelated? Prove it in court.
Once again, that's not how it works. The onus is on the applicant to prove that the information was used for discrimination.
A candidate can't claim that a company discriminated against them for information they volunteered during an interview and then the company loses. They have to provide reasonable evidence to proceed to discovery, which would have to reveal something substantial that showed the information was used to discriminate, such as e-mails or chat logs.
> I don't believe you asked your legal department.
Legal was involved. Why do you only believe that your HR department wants to be involved in hiring processes, but mine obviously would not?
If you're not interested in discussing in good faith or you only want to ignore what I wrote and inject alternate facts, I can't help you.