Can an employer use E-Verify for job applicants?

The choice indicating that an employer can use E-Verify only after a job offer is made is correct because E-Verify is designed to confirm the employment eligibility of individuals who have accepted a job offer. This means that the use of E-Verify is tied to a conditional offer of employment, ensuring the applicant has finalized their acceptance prior to running the eligibility check.

Prior to making a job offer, employers cannot initiate E-Verify queries because the verification process is intended to validate that the prospective employee is authorized to work in the U.S., which occurs after the recruiting phase has ended. This approach also allows employers to comply with privacy laws and avoid any potential discrimination issues, as they are required to inform candidates that they will be verifying employment eligibility as part of the hiring process.

Using E-Verify strictly after a job offer helps maintain a fair employment practice while still adhering to the legal framework surrounding work authorization verification.