It is common practice for companies to ask candidates to complete a test that can objectively confirm that they have the abilities required for the job. For example, applicants for secretarial posts are often asked to complete a typing test to confirm that they can type with the required speed and accuracy.
Some companies also use more sophisticated testing mechanisms, such as assessment centres and psychometric and aptitude testing. As long as these mechanisms are well constructed and operated by people who are qualified to administer and interpret them, they can provide valuable additional information on candidates.
In order to avoid unlawful discrimination, companies that use these tests as part of their recruitment procedure should ensure that the tests relate directly to the measurement of applicants' ability to do the job in question. Tests should be monitored regularly to ensure that they remain relevant and free from unlawful bias, either in content or in the scoring mechanism.
The content of all tests and the way in which they are administered or assessed may also need to be revised in order to make reasonable adjustments for disabled candidates (duty to make adjustments ).
The Data Protection Code reaches similar conclusions. It advises employers to ensure that if psychological or other tests based on the interpretation of scientific evidence are used, they are carried out and interpreted only by those who are qualified to do so .