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
- When interviewing and selecting applicants, employers should be mindful that Maryland prohibits discrimination based on various protected classes. See Antidiscrimination Protections.
- Employers must be cautious when asking about convictions for arrests. See Arrest and Conviction Inquiries.
- Maryland has a ban the box law limiting inquiries into an applicant's criminal history. 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 background, employment history and references. See Reference Checks.
- Maryland has a law that limits when credit history may be used in connection with an employment decisions. See Credit Checks.
- Maryland has a law that restricts the use of salary history information during the hiring process. See Salary History Inquiry Restrictions.
- When interviewing job applicants, Maryland employers must avoid asking for their social media passwords. See Social Media Law.
- Employers may not use a facial recognition service for the purpose of creating a facial template during an applicant's employment interview unless the applicant provides consent. See Facial Recognition Technology.
- Localities including Baltimore, Montgomery County and Prince George's County have requirements pertaining to interviewing and selecting job candidates. See Local Requirements.