The research questions whether many tests used by employers for employee selection do discriminate inadvertantly. Because sub-groups or minority groups tend to be culturally disadvantaged, standardized tests have many shortcomings. When used as selection devices standardized tests may: (1) not provide reliable differentiation in the range of the minority group's scores; (2) use predictive validity different from that for the standardization and validation groups; and (3) use interpretation that is quite dependent upon the cultural background of the majority. To eliminate cultural bias in testing, tests that are culture-free, culture-fair, culture-equivalent, and measure creativity need to be developed. The concepts of using "dual test standards" and "compensatory training" may help create new methods for employee selection. It is concluded that proper testing practices need to be followed by improvement in hiring situations. Recommendations are that: (1) job descriptions be examined and requirements established before tests are used; (2) tests be developed by reputable psychologists; (3) inflexible minimum scores be re-examined; (4) test scores be combined with other data on performance; (5) test scores be validated in the setting used; and (6) re-tests be offered to unsuccessful applicants with culturally disadvantaged backgrounds. (RL)