What is typically considered an illegal option in hiring standards?

The correct answer focuses on the aspect of hiring standards that can lead to discrimination or bias, particularly regarding the relevance of the questions posed during the hiring process. Questions about performance or job effectiveness are typically seen as acceptable and relevant, as they help assess a candidate's qualifications for the role.

In contrast, inquiries about physical condition and medical history are often restricted because they can lead to discrimination based on disability or health status and do not pertain to a candidate's ability to perform job duties unless directly relevant to the role.

A conditional offer of employment is a common practice that allows employers to set terms before finalizing hiring, while questions not related to the position can undermine the fairness and effectiveness of the hiring process but are not categorically illegal.

Thus, the inclusion of questions that do not pertain to the job can lead to poor hiring decisions and might run afoul of best practices, but they are not as directly discriminatory as inquiries about a candidate's health or physical capabilities.