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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


  • 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.