Schmidt et al., 2016 The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings
No, this is a message board canard. IQ tests are used at a variety of large companies with deep pockets for discrimination settlements. If there were real legal risks, that wouldn't be the case.
There are real risks for companies without deep pockets (for settlements or public relations). People I know, responsible for hiring, have told me they won't use IQ tests because of how it would come across, so the concern at least exists but how widespread is the question.
Your citation addresses it. Less than 1% of employment lawsuits are about selection criteria and employers win over 90% of them. They suggest GMA tests are _more_ defensible than other approaches.
The most interesting thing in that paper is that years of experience performed so poorly. It’s in the lowest cohort. Worse than “interests” or more general “biographical data”.
There is still the reputational risk of using selection methods with widely known disparate outcomes. Other methods also have disparate outcomes, but most of the criticism is directed at IQ tests. I've heard "IQ tests are culturally biased" but never "work sample tests are culturally biased", and I'll guess that's the experience of most hiring managers too.