Use the same tests on all candidates for the same role^. Treating a candidate differently because of your BIPOC or ESL based opinion by testing them and nobody else opens you up to risk of being accused of discriminating against that candidate.
^ unless there are grounds not to use a test. See Testing Considerations for Diverse Candidates notes in the table below
Pick the Test(s) Suitable for the Role
Choosing tests pitched above the skills and ability levels actually required in the job in the hope of eliminating certain applicants from the selection process also opens you up to risk of being accused of discriminating against that candidate. You can determine which test to choose based on the job description here.
Does Allowing My Candidate More Time For The Skills Tests Solve These Issues?
In our view allowing extra time does not improve the capability of the skills / technical knowledge tests to give you an accurate picture of the candidate’s skills. Our test norm groups were built based on the fixed time limits, so allowing extra time means comparisons to these norms become meaningless, and therefore the test is automatically of less value. Also how much time extra is the right amount? Based on your candidate, if you still consider the testing will add value to your decision making process, you are best to develop an expectation of what the candidate can achieve. Make sure they understand the time constraints and then judge their outcome based on this expectation, using the existing norms as a guide.