At risk of sounding like a sore loser, IQ tests, whether or not they are bias, are not a good indicator of success (in fact, I'd question it's ability to measure "intelligence" or "potential"). Scoring well on an IQ test does not mean you will be successful at your job.
It does not measure your willingness to learn.
It does not measure your ability to retain information.
It does not measure your reception to criticism.
It does not measure your ability to play nice with others.
It does not measure your interest in the job.
It does not measure your ability to work hard.
Among others.
As such, I think giving someone an IQ test at a job interview is a fairly bad idea.
What we should have picked up from Gwen's job interview is that she is willing to learn and work hard given a fair chance.
At risk of sounding like a sore loser, IQ tests, whether or not they are bias, are not a good indicator of success
I wondered if this was actually true, so I did some digging. I'm not saying you're wrong, but here's a fairly recent (in academic time) overview of the research:
Murphy, K. R. (2002). Can Conflicting Perspectives on the Role of g in Personnel Selection Be Resolved?. Human Performance, 15(1/2), 173-186
In case you don't want to buy the article, and can't access it via a library:
There's a lot of evidence that "measures of general cognitive ability represent perhaps the
best predictors of performance".
But the problem is that "racial differences in cognitive ability test scores are known to be considerably larger than racial differences in measures of job performance."
Murphy concludes that "reliance on cognitive ability measures in selection is likely to lead to more efficiency (i.e., higher average performance) and less equity (e.g., disparities in selection rates across racial and ethnic groups)."
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As such, I think giving someone an IQ test at a job interview is a fairly bad idea.
The research I've found suggests otherwise, provided those IQ tests aren't the sole means of making decisions.
It does not measure your willingness to learn. It does not measure your ability to retain information. It does not measure your reception to criticism. It does not measure your ability to play nice with others. It does not measure your interest in the job. It does not measure your ability to work hard. Among others.
As such, I think giving someone an IQ test at a job interview is a fairly bad idea.
What we should have picked up from Gwen's job interview is that she is willing to learn and work hard given a fair chance.