Well…these questions are more often asked by a trained psychiatrist or psychologist. The reason they are asked is because it’s part of a process to filter out not only unsuitable candidates, but candidates who could potentially pose a danger to others. These checks were introduced in light of the various sex abuse scandals and they are 100% necessary.
Listen, I get that. The way it is described above is that this is some ad-hoc process with random, intrusive questions about an applicant’s sex life, in an almost creepy manner.
I am fine with profiling by competent medical professionals, such as psychiatrists and psychologists, where there are legal and ethical bounds about what information can be disclosed to others.
Where I would have a challenge is where this information is disclosed to non-professionals and then used against that individual at a later date. Blackmail is very common in higher echelons of society, especially among our political class. This kind of private information can be and has been misused for malicious purposes.
By all means, the Church wants competent, moral, responsible leaders. I get that and I agree with that idea. There is a fine line, however, where intrusive questioning can be done for malicious intent. I believe the key is how the information is processed and safeguarded.
Black-balling applicants because they want to retain some sense of confidentiality in the process is unwarranted. No one should be forced or compelled to reveal any information if they are not comfortable or if they feel that the questions being asked are for illegitimate purposes. By the same token, the interviewer has to make sure that the applicant is suitable. Both positions are important.
Frankly, the comments in this thread about black-balling applicants is nothing short of appalling. Ostracizing a young man to diocesan superiors is just outrageous, and a vicious abuse of authority.
An applicant is entitled to confidentiality and professionalism in the process, and if the applicant elects to refuse providing information, then the decision-makers are right to take that into account as part of their evaluation. But black-balling the candidate is out of bounds. The applicant might not trust the person asking the questions, and rightfully so.
What is critical is that applicants are not mistreated or abused by the process, and that all applicants are treated with objectivity, fairness, dignity, and respect.