<p>Like I said, my main objection to using SAT scores is that (a) they’re not intended for the purpose, (b) performance on a college entrance exam (or even IQ, really) is not a BFOQ for jobs, and (c) there’s no way to retake the SAT after the fact to get a better score.</p>
<p>If testing is something you want to do, then do it right: have a test for the job, and use that test as part of the application procedure. Companies would get a lot more information that way, applicants would have piece of mind and not feel like they’re being treated unfairly… it’s basically an all-around better alternative to using SAT scores. Well, except it would cost some money. That being said, all it’s going to take is one law suit, a class action, or a government subsidy to fix the problem. I honestly don’t think using SAT scores for job placement is a practice that’s long for this world.</p>
<p>And BTW, I don’t have the language of BFOQ law in front of me, but I don’t think “correlation” as you’re saying it is enough. I think there must be demonstrable causation… which says a little more than correlation does. It’s easy to say that being smarter means you can do a certain job better than the next guy, but the truth is probably that there’s a certain point where that sort of thing becomes pretty irrelevant compared to other things.</p>