You want to do all you can to convince an employer that you are the right person for the job you are applying for. However, some employers do not consider candidates only on qualifications and act contrary to federal law by excluding applicants based on race, color, sex or other personal characteristics. You may even notice such efforts during an employment test.
A prospective employer may require you to take a test along with filling out an application to see if you qualify for a job. The EEOC explains some ways that an employer might use a test to unfairly prevent some applicants from attaining employment.
The test is not necessary
If an employer is testing you, the test should examine your abilities to do the job the employer requires. Be sure that the test relates to the job you are applying for. The test could send up red flags if it asks questions or requires tasks that seem designed to reveal aspects of your personal background instead of your capabilities to do your job.
The test excludes applicants
If an employer insists on testing applicants, the employer should test all applicants. If the employer is not testing you but is allowing members of other groups or members of just one group to take the employment test, it could indicate the employer wants to exclude people of a certain race, gender or other backgrounds from applying for a job.
There are no accommodations for a disability
In the event a disability is not a significant barrier to performing a job, an employer should not prevent you from applying for it. So if the employer wants to test you, there should be an accommodation provided for you as long as it does not significantly burden the employer. It may be as simple as taking a paper test with larger print or having someone who knows sign language help you take the test.
An employment test should let both you and your employer know that you are a good fit for a job. You should not feel that a workplace has excluded you unfairly. If you suspect you were the target of discriminatory behavior during an employment test, you may have a case against the employer who tested you.