Interviewing and Selecting Job Candidates: New Hampshire

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

Author: Joyce Anne Grabel and James P. Reidy, Sheehan Phinney

Summary

• New Hampshire's antidiscrimination law applies to private employers with six or more employees, and all public employers. It also offers other protections that go beyond federal law. See New Hampshire Antidiscrimination Law.
• New Hampshire offers guidelines to help employers avoid asking questions that might run afoul of state and federal employment laws. See Preemployment Inquiries.
• There are a number of dos and don'ts when it comes to raising age, disability and other protected categories during a job interview or on an application form. See Avoiding Interview Pitfalls.
• Employers in New Hampshire may use criminal history records in making employment decisions, but may not ask questions about arrests or convictions that have been annulled by the courts. See Arrest and Conviction Inquiries.
• When making a determination of which candidate is the most suitable for the position, there are several areas of New Hampshire law to consider. See Selection.
• A new state law specifically bans the public college and university system from giving preferential treatment to job applicants based on a protected characteristic. See Affirmative Action.
• New Hampshire employers may not seek access to an applicant's personal social media accounts. See Social Media Privacy Rights.