ABSTRACT
While many types of selection procedures are frequently litigated, none are as vulnerable as the infamous written test. There are at least two reasons for this. First, written tests typically have higher levels of adverse impact against minorities (Sackett, 2001; Neisser, 1996) than other types of selection procedures, making them eligible for civil rights litigation. Second, they are sometimes only theoretically related to the job, or not sufficiently related to the job. Despite these drawbacks, written tests are frequently valid predictors of job success and are typically not biased against minorities (Principles, 2003, p. 32).
