Applicants should not be asked questions regarding citizenship status as this can be perceived as discrimination on the basis the individual's national origin. Applicants cannot be discriminated against based on their citizenship status, except in rare circumstances when required by federal contract. After a candidate has been given a job offer, however, they are required to filled out a Form I-9 within several days of starting a new job to verify the individual is legally authorized to work in the United States. Visit the EEOC's website for more information regarding pre-employment inquiries and citizenship status at https://www.eeoc.gov/pre-employment-inquiries-and-citizenship#:~:text=Most%20employers%20should%20not%20ask,making%20an%20offer%20of%20employment.&text=Federal%20law%20also%20prohibits%20employers,accepted%20an%20offer%20of%20employment.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.