What interview questions should businesses avoid asking?

Interview Questions to Avoid When Hiring Employees in Oregon

When conducting interviews in Oregon, businesses must focus on questions that are relevant to job performance and comply with state and federal regulations. Avoiding inappropriate questions helps maintain compliance and reduces the risk of discrimination claims.

Types of Questions to Avoid

• Personal Information: Do not ask about age, race, ethnicity, gender, sexual orientation, or marital status. These questions are not relevant to job qualifications and may violate discrimination laws.
• Family and Pregnancy: Avoid questions about children, pregnancy plans, or childcare arrangements. Oregon law protects employees from discrimination based on family status and pregnancy.
• Disability and Medical History: Do not inquire about disabilities or medical conditions before a job offer is made. Focus questions on the ability to perform specific job duties, and comply with the Americans with Disabilities Act (ADA) and Oregon disability laws.
• Citizenship and National Origin: Avoid questions about citizenship status or birthplace. Instead, verify eligibility to work through lawful documentation after hiring.
• Criminal History: Oregon has specific rules about when and how employers can inquire about criminal records. As of 2026, employers should review Oregon’s "ban the box" regulations and only ask about criminal history after a conditional offer is made, unless exempt.
• Financial Information: Do not ask about credit history, bankruptcy, or personal finances unless directly related to the job responsibilities and allowed under Oregon law.

Operational Tips for Oregon Employers

• Use Structured Interview Questions: Focus on skills, experience, and job-related scenarios to evaluate candidates objectively.
• Train Interviewers: Provide training on compliant interviewing techniques, avoiding prohibited topics, and consistent evaluation methods.
• Document Interviews: Keep records of questions asked and candidate responses to support fair hiring decisions and compliance audits.
• Stay Updated: Regularly review Oregon employment regulations and federal guidelines to ensure interview practices remain compliant.