Cognitive ability tests predict job performance well, especially for complex roles, but long assessments can deter applicants. Balance testing length against your employer value proposition.

Because pass rates can vary by group, employers must manage adverse impact. Under EEOC guidance on employment tests and selection procedures, tests screening out protected groups must be job-related and necessary for business. The Uniform Guidelines on Employee Selection Procedures provide the framework for validation and the four-fifths rule. Adjusting scores by protected group is illegal.

To minimize risk, use professionally validated tests, set evidence-based cut scores, test candidates consistently, use the interactive process for accommodations, and comply with local automated hiring tool regulations.

Frequently asked questions

Are cognitive ability tests legal for hiring?

Yes, provided they are job-related, consistent with business necessity, and backed by validation evidence.

What is adverse impact and how is it measured?

It occurs when a neutral test disproportionately screens out a protected group, often measured using the four-fifths rule.

Can scores be adjusted to reduce adverse impact?

No. Group-based score adjustments are prohibited. Instead, use validated tests and explore less impactful alternatives.