In a pre-employment inquiry, which statement describes what is allowable?

• A. Questions must relate directly to the applicant's ability to perform the job.
• B. Questions about age and marital status.
• C. Questions about religion.
• D. Questions about disability status.

Answer: (A)

In pre-employment inquiries, information collected should be directly tied to whether the applicant can perform the job. This keeps screening focused on actual qualifications, skills, and the ability to meet essential duties, which supports fair evaluation and compliance with anti-discrimination laws.

That’s why the best statement is that questions must relate directly to the applicant’s ability to perform the job. It centers on job-related criteria and avoids probing personal characteristics that could lead to bias or unlawful discrimination.

Questions about age and marital status, religion, or disability status are not appropriate in the early screening because they target protected characteristics. Such inquiries can unfairly influence decisions and run afoul of employment laws. Note that disability-related questions can sometimes come later, after a conditional job offer, to discuss accommodations or medical considerations, but not during the initial pre-employment phase.