Which practice is allowed by EEOC regulations?

Testing applicants on job content is allowed by EEOC regulations because it relates directly to assessing the skills and abilities required for a specific job. When tests are carefully designed to measure relevant job-related competencies, they help ensure that hiring decisions are based on objective criteria rather than subjective judgments, which can lead to discrimination. This practice not only supports fair employment practices but also helps organizations select the best candidates for the role based on their capabilities, thereby enhancing overall workforce performance.

The other options do not align with EEOC guidelines, as they promote discriminatory practices and undermine equal opportunity in the workplace. Hiring based on personal connections can lead to nepotism and fail to ensure the best qualified candidates are chosen. Discrimination based on age violates age-related protections under the Age Discrimination in Employment Act (ADEA). Additionally, providing preferential treatment based on gender contradicts Title VII of the Civil Rights Act, which prohibits employment discrimination based on sex.