How do I handle questions related to protected classes such as age, gender, race and so on?
Avoid them. It would be very unusual if these questions were job related. Questions of this type may reflect bias or prejudice on the part of the interviewer. Can I use testing, including personality measures, to screen applicants? There are measures that help identify candidates most likely to succeed in a position. Selected tests must be valid predictors of necessary job performance factors. Multiple measures of job-relevant criteria provide a better measure of an applicant s likelihood of success. These can include personality or characteristics measures, skills tests, abilities tests and some others. All measures should be free of items that would discriminate against protected individuals or groups. If I collect test data, can I use it without violating the law? Yes, but you must observe the guidelines for selecting measures, interpreting test data and predicting future performance. Some employers use tests that have little to do with the position being considered. They may set cu
