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Interviewing and Selecting Job Candidates: Maryland

Interviewing and Selecting Job Candidates requirements for other states

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.