The present work examines applicant reactions to a test of emotional intelligence (EI) using an organizational sample of 334 job applicants. Results indicated that Blacks had higher face validity and opportunity to perform perceptions of EI than Whites, but that Whites performed significantly better than Blacks on the EI test. Although exploratory analyses revealed that test performance was positively related to test reactions, we also found that the magnitude of this relationship differed between Blacks and Whites for opportunity to perform perceptions. We discuss our findings by offering practical advice for organizations considering or using a measure of EI for selection and assessment.