It is legal (at least based on the guidelines provided by the US Department of Labor: http://www.onetcenter.org/dl_files/empTestAsse.pdf http://www.onetcenter.o

It is legal (at least based on the guidelines provided by the US Department of Labor: http://www.onetcenter.org/dl_files/empTestAsse.pdf http://www.onetcenter.org/dl_files/empTestAsse.pdf) to give people all kinds of tests as long as (a) they do not select against certain protected traditionally disadvantaged classes more than it does for the average applicant or (b) if it does, there is a demonstrable link between the test and ability to perform job functions (so, for instance, a test of strength in a job that involves lots of lifting may select against women, but if strength is highly correlated with job performance, that is OK). Imagine trying to apply these hilariously vague "guidelines" as a hiring manager. Then, imagine being sued for applying them wrong. Then, you'll realize why almost no one uses IQ tests for employment screening. Oddly enough, the main exception I can think of is the NFL: http://en.wikipedia.org/wiki/Wonderlic_Test#Use_in_the_NFL_Combine http://en.wikipedia.org/wiki/Wonderlic_Test#Use_in_the_NFL_C... For some reason, nobody sues the NFL for racism. Perhaps they should, though.