Final answer:
Cognitive and personality tests can occasionally predict success in the context of job selection, but they are not perfect indicators due to the complexities involved. Validated assessments and recognition of context are crucial for meaningfully utilizing test scores. These tests are part of a broader evaluation process that includes interviews and work samples.
Step-by-step explanation:
Research on cognitive and personality testing in the selection process for employment has shown that these evaluations can occasionally predict success. However, they are not failproof predictors due to the complex nature of job performance and the various factors that contribute to it. For example, while a high degree of agreeableness may be beneficial for a customer support position, excessive agreeableness could lead to the propagation of customer misperceptions, rather than their resolution. It's also important to recognize the context in which personality tests are conducted and understand that validated assessments are necessary to draw meaningful correlations between test scores and job performance.
Further, the use of cutoff scores in job selection serves as a method to streamline the hiring process but does not guarantee the suitability of a candidate for a role. Take Robert Jordan's case, who was rejected from the police force for scoring too high on a cognitive ability test; this underlines the imperfect nature of such tests. Other tests, like IQ tests, integrity tests, and physical ones, are supplemental tools employed alongside interviews and work samples during candidate evaluation.