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Interviewing and Selecting Job Candidates: Ohio

Interviewing and Selecting Job Candidates requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Stanley Weiner, E. Michael Rossman, Elizabeth Dicus and Theresa Dean, Jones Day


  • Ohio's laws against discrimination in employment are generally consistent with federal laws and regulations, but Ohio's provisions are somewhat more broad. See Ohio Fair Employment Practices Act.
  • Various municipal laws provide protection from employment discrimination to gay, lesbian, bisexual and transgender individuals. See City Laws.
  • Ohio law provides a mechanism for establishing the bona fide occupational qualifications of a position. See BFOQ Exception.
  • Employers should avoid preemployment inquiries concerning protected status and criminal offenses that have been expunged or sealed. See Preemployment Inquiries; Arrest and Conviction Inquiries.
  • Ohio has removed criminal history questions from state civil service job applications. Several cities have taken similar steps. See Ban the Box.
  • If requesting a job applicant's medical records, employers should use a separate form from other employment application materials. See Medical Inquiries.