Can employers use tests to screen applicants?

Employers can indeed use tests to screen applicants, but these tests must be carefully designed to ensure they are relevant to the job position being filled and do not disproportionately exclude individuals from protected classes. This means that the tests should measure skills, abilities, or knowledge that are directly related to the job responsibilities. For example, if an employer is hiring for a position that requires specific technical skills, a test that assesses those particular skills would be appropriate.

Additionally, tests that have a disparate impact on a protected group—such as a specific racial, ethnic, gender, or disability group—can lead to claims of discrimination under the Equal Employment Opportunity laws. Therefore, it is essential that any testing practices are validated for job relevance and fairness to ensure that they do not unreasonably negatively affect applicants from these groups. This principle helps maintain an equitable hiring process, fostering diversity and inclusion in the workplace while still allowing employers to assess candidate qualifications effectively.