According to EEOC guidelines, what should all employment testing be based on?

Employment testing, as per the guidelines established by the Equal Employment Opportunity Commission (EEOC), must be based on job-related criteria. This means that any assessments or evaluations done for selecting candidates should be closely related to the specific duties and responsibilities of the job in question. Ensuring that testing is job-related helps to maintain fairness and legality in employment practices, as it reduces the potential for discrimination and bias in hiring decisions.

By focusing on job-related criteria, organizations can ensure that the skills, knowledge, and attributes being measured are essential for successful job performance. This approach not only fosters a more equitable hiring process but also aids employers in selecting individuals who are truly qualified for the role, thereby enhancing overall workforce efficiency and effectiveness.

The other options, such as personal bias, industry standards, and random selection, do not align with these principles established by the EEOC. Personal bias introduces subjectivity into the hiring process, which can lead to discrimination. Industry standards, while relevant, are not specific enough to establish criteria that directly relate to job performance. Random selection lacks any systematic approach to ensure that candidates possess the qualifications necessary for the job, potentially leading to unqualified candidates being chosen for employment.