Pre-Employment Inquiries and Financial Information (2024)

FAQs

What determines if a question is acceptable in a pre employment inquiry? ›

The general rule is that all questions asked must be related to the performance of the specific job duties.

In general, one should avoid any questions that, either directly or indirectly, are likely to elicit information about an applicant's membership in a protected class, including the applicant's race, color, creed, religion, gender, age, national or ethnic origin, physical or mental disability, military or veteran status ...

No, not yet, pre employment could mean a job interview, test, more interviews, reference check, etc. If you have an offer letter where a condition of your employment is a background check (criminal, credit, references, education verification) then you have the job - if you pass those checks.

You may not ask questions about race, color, national origin, religion, sex, sexual orientation, disability, age, or ancestry. You may not ask in a series of interviews for a given position, questions directed at one sex and not of the other.

Guide to Pre-employment Inquiries The California Fair Employment Practices Act provides that no pre-employment inquiries or specifications, direct or indirect, may be made concerning a job applicant's race, religious creed, color, national origin, ancestry, age, sex, medical condition, or physical handicap.

According to employment law, illegal interview questions include any questions that don't directly relate to your open roles. This means questions covering such topics as age, family, gender, marriage, nationality and religion are illegal questions to ask in an interview.

What commonly asked questions should not be on an employment application? An employment application should not include any questions that will produce a response that would indicate an applicant's protected class such as age, race, national origin, disability, etc.

Assessment tests are commonly used by companies to evaluate candidates' suitability for a job. If a candidate fails an assessment test, it may impact their chances of being hired, as many companies use these tests as a screening tool to make hiring decisions.

What are the three most common types of pre-employment testing? ›

The most common types, IQ tests, measure general mental ability. Other tests gauge verbal ability, math skills, spatial perception, or inductive and deductive reasoning. Physical ability tests measure strength, endurance and muscular movement. Aptitude tests measure an applicant's ability to learn a new skill.

Classification of Blood Pressures

Meaning, if a candidate's blood pressure registers at 150/100 or higher we will not perform the physical ability test. There are several different classifications of blood pressure.

Physical examination – The job candidate will undergo a physical exam that typically includes a check of vital signs like blood pressure and heart rate, an assessment of height and weight, and an examination of various body systems such as the cardiovascular, respiratory and musculoskeletal systems.

You cannot fail the physical exclusively for being overweight, however, the exam does check for signs and symptoms of health complications that are caused or exacerbated by being overweight.

Lawful Inquiries: “Can you lift 40 pounds?” or “Do you need any special accommodations to perform the job you've applied for?” or “How many days did you miss from work (or school) in the past year?” Such questions must be specific and relate to requirements listed in the job description.

We recommend that you avoid asking applicants about personal characteristics that are protected by law, such as race, color, religion, sex, national origin or age.

According to employment law, illegal interview questions include any questions that don't directly relate to your open roles. This means questions covering such topics as age, family, gender, marriage, nationality and religion are illegal questions to ask in an interview.