Hiring discrimination, or the use of information in employee selection which is invalid in its ability to predict satisfactory performance, results in the rejection of qualified applicants and the acceptance of unqualified applicants. The Supreme Court, in "Griggs v. Duke Power Company," ruled that applicants must be rated on the basis of skills related to job performance and not on the basis of general credentials such as a high school diploma. The development of valid tests for all social groups is expensive but essential to fair hiring practices. The cost might well be low compared to the present cost in wasted human resources. As an interim solution, enforcement agencies must be given sufficient staff and authority to investigate employers without waiting for complaints by employees. (Author/BH)