Interviewing and Selecting Job Candidates: California
Federal law and guidance on this subject should be reviewed together with this section.
- California antidiscrimination laws prohibit discrimination on the basis of protected characteristics or even the perception that someone is a member of a protected class. See The Application Process.
- California law is more protective than federal law on the issue of disability discrimination. For example, California prohibits discriminating against a person based on a medical condition, which includes any health impairment that is related to or associated with a cancer diagnosis, a record or history of cancer, or one's genetic characteristics. See Disability Issues.
- Private employers generally may ask about convictions (except for marijuana convictions over two years old), but not arrests (except for where the applicant is out on bail). See Arrest and Conviction Records.
- Most state and local government employers may not ask criminal history questions on job applications forms, but may do so later in the hiring process. See Ban the Box Law.
- Questions about criminal records that have been sealed or expunged are to be avoided during the hiring process. See Expunged Criminal Records.
- During interviews, employers should avoid overselling the job, should ask consistent questions and should avoid questions that relate to protected characteristics. The California Department of Fair Housing and Employment provides a Fact Sheet with helpful guidance. See Interviewing Applicants.
- Employers must carefully check a candidate's employment history, criminal history, and references to avoid potential negligent hiring lawsuits, while still respecting the candidate's constitutionally-protected right to privacy. See Selecting Candidates; Reference Checks.