Answer:
Despite being easy to use and one of the most valid selection methods for all jobs, mental ability tests produce racial differences three to five times larger than other methods, such as structured interviews, that are also valid predictors of job performance.
Step-by-step explanation:
The way out of the racial differences produced by mental ability tests is for HR personnel to combine the use of mental ability tests with other assessment methods in order to lessen the racial bias results. By so doing, the job applicants will still be subjected to some form of cognitive or mental ability tests, which is then ameliorated with structured interviews, whose results will be used to compare one candidate's performance against other candidates' performances.