If you’re interviewing or hiring in the US, federal laws apply to everyone involved.

In my previous article, I talked about age-related questions and ability-based questions — the practical do’s and don’ts.
 

Now, let’s zoom out and look at the federal laws that sit behind all US hiring.

At the core is Title VII of the Civil Rights Act.

 Everything we’re talking about here is rooted in Title VII of the Civil Rights Act.
It protects candidates from discrimination based on race, color, religion, sex, and national origin.

And this doesn’t just apply to companies — it also applies to recruiters and staffing firms involved in hiring decisions.

You’ll hear the term EEO a lot.

EEO isn’t one law — it’s an umbrella that includes Title VII, ADA, ADEA, Equal Pay, and retaliation protections.

In simple terms:
Hiring must be fair, consistent, and job-related.

EEO = Fair Hiring

Another key federal law is the Equal Pay Act.

It means pay decisions should be based on the role and the market, not gender or past salary.

That’s also why salary history questions are risky.

Retaliation (Often missed)

One more important one — retaliation.
If a candidate raises a concern about pay, bias, or accommodation, they cannot be punished or quietly removed from the process.

Intent doesn’t matter here — consistency does.

It’s not about what you meant — it’s about whether you treated everyone the same.”

OFCCP

And if a company is a federal contractor, OFCCP audits whether they’re actually following these rules.

EEO sets the rules — OFCCP checks compliance.

These laws exist to protect candidates and recruiters.
 

When hiring stays job-related and consistent, the system works the way it should.

Follow for more real-world recruiting clarity.