There are five considerations:

1. Validity - Does the test predict job performance?
2. "Face" Validity - Does the test appear to be job related?
3. Fairness - Is the test fair to members of protected minority groups?
4. Response Distortion - Can applicants inflate their test scores by "faking"?
5. Applicant Reaction - Do applicants respond favorably or unfavorably to the test?

Positive applicant reactions can result in:

• Favorable impression of the hiring organization
• More likely to accept job offer
• Less likely to challenge selection procedure
• More likely to be highly motivated to do well