When the job market is tight and unemployment is low, employers often look for ways to add value to hiring decisions. Some consider employment testing as an added measure of identifying job fit, either by assessing task performance, reasoning skills, physical ability, personality, or illegal drug or alcohol use.
When tests are introduced as part of a hiring process, legal issues relating to equal employment opportunity must be considered. A test may not discriminate against any protected group, may not cause disparate treatment or disparate impact, and must comply with the ADA’s limitations on medical inquiries.
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