Because the Americans with Disabilities Act bars discrimination in employment, offering accommodation is necessary and appropriate if such accommodation is reasonable. A good rule of thumb is to avoid asking any question not related to the essential function of the position. I read somewhere that we can't ask if an applicant has ever been arrested. An arrest could have been the result of mistaken identity or discrimination, or charges could have been dropped or dismissed. An arrest per se does not equal guilt.
Telephone interviews are a great way to screen a large group of candidates.