■ Myth: Screening applicants for conscientiousness will yield better performers than screening applicants for intelligence.
■ Myth: Screening applicants for their values will yield better performers than screening applicants for intelligence.
■ Myth: Integrity tests are not useful because job candidates misrepresent themselves on these types of tests.
■ Myth: Unstructured interviews with candidates provide better information than structured assessment processes.
■ Myth: Using selection tests creates legal problems for organizations rather than helps solve them.
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