Interviewing and Selecting Job Candidates: Alaska

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

Author: Gloria Ju

Summary

• The Alaska Human Rights Law (AHRL) goes beyond federal law and applies to all employers regardless of size, subject to very limited exceptions. See Alaska Human Rights Law.
• Employers should be aware of certain inquiries on job applications and during interviews that may violate the Alaska Human Rights Law. See Preemployment Inquiries.
• An employer may ask about information relating to a serious offense if it is requested for determining if a job applicant should be given supervisory power over a minor or dependent adult. See Arrest and Conviction Records.
• Alaska bars employers from basing hiring decisions on an individual's application for or receipt of workers' compensation benefits. Employers may require candidates to fill out a preemployment questionnaire or application about their health or disability history, but only for two reasons. See Workers' Compensation.
• Public employers must be aware of state laws related to nepotism and English-only policies. See Nepotism Policy; English-Only Policy.
• The Alaska Supreme Court recognizes that an employer can be held liable for negligent hiring. See Negligent Hiring.
• Employers that provide references in good faith about a current or former employee's job performance are protected from liability under Alaska's reference immunity law. See Reference Checks.