Interviewing and Selecting Job Candidates: Maryland
Federal law and guidance on this subject should be reviewed together with this section.
Author: Randi Klein Hyatt, Kollman & Saucier, PA
- Maryland antidiscrimination laws prohibit discrimination on the basis of various protected characteristics, including sexual orientation, marital status and genetic information. See The Application Process.
- Maryland law is more protective than federal law on the issue of disability discrimination. Maryland prohibits discriminating against a person with any disability, and broadly defines what disability means and the categories of conditions it can include. See Disability Issues.
- Employers must be cautious when asking about convictions for arrests. See Arrest and Conviction Inquiries.
- Maryland restricts state employers from asking criminal history questions on job applications and the state's largest city and county go even further. See Ban the Box.
- During interviews, employers should ask consistent questions and should avoid questions that relate to or seek information that on protected characteristics. See Interviewing Applicants.
- Employers must carefully check a candidate's employment history, criminal history and references to avoid potential negligent hiring lawsuits. See Selecting Candidates; Reference Checks.
- Maryland has a law that limits when credit history may be used in connection with an employment decisions. See Credit Checks.
- When interviewing job applicants, Maryland employers must avoid asking for their social media passwords. See Social Media Law.
- State law also protects interns and volunteers from discrimination. See Interns and Volunteers.
- Localities including Baltimore, Montgomery County and Prince George's County have requirements pertaining to interviewing and selecting job candidates. See Local Requirements.