What interview questions should businesses avoid asking?

Interview Questions Oregon Businesses Should Avoid

When hiring employees in Oregon, employers must focus on questions that relate directly to job qualifications and avoid those that could lead to discrimination or legal issues. This approach helps maintain compliance with state and federal employment laws and streamlines the hiring process.

Types of Questions to Avoid

• Questions about Age: Avoid asking about a candidate's age, date of birth, or graduation year. Oregon law protects workers 18 and older from age discrimination.
• Marital or Family Status: Do not inquire about marital status, number of children, pregnancy, or childcare arrangements. These topics are not relevant to job performance and may violate discrimination protections.
• Disability and Medical History: Refrain from asking about disabilities, medical conditions, or history of workers' compensation claims. Instead, focus on the candidate's ability to perform essential job functions with or without reasonable accommodation.
• Citizenship or National Origin: Avoid questions about nationality, citizenship status, or native language. Employers must verify employment eligibility through the I-9 process after hiring.
• Religion or Beliefs: Do not ask about religious practices, holidays observed, or beliefs. Accommodations are required only if they do not cause undue hardship.
• Financial Status: Questions about credit history, bankruptcy, or ownership of property are generally off-limits unless directly relevant to the job, such as positions involving financial responsibility.
• Criminal History: Oregon has specific "ban the box" laws that restrict when and how employers can inquire about criminal convictions. As of 2026, questions about criminal history should be deferred until after a conditional offer is made, unless exempted.

Operational Best Practices

• Focus on Job-Related Questions: Ask about skills, experience, and qualifications directly related to the position.
• Use Structured Interviews: Prepare consistent questions for all candidates to ensure fairness and ease of recordkeeping.
• Train Hiring Managers: Provide training on compliant interviewing techniques and Oregon-specific employment regulations.
• Document Interviews: Keep records of interview questions and candidate responses to support hiring decisions and compliance audits.

By avoiding prohibited questions and focusing on relevant qualifications, Oregon businesses can improve their hiring compliance, reduce legal risks, and create a fair selection process.