A conceptual rationale is presented for the use of a high-fidelity simulation: a video-based test (VBT), in which applicants view job-related scenarios, respond orally, and are later scored on five dimensions by trained raters. Using applicant data, we empirically investigate the criterion-related validity, reliability, and utility of the VBT. Overall, we found that the VBT predicted performance in training and on the job. In addition, different raters strongly agreed with one another on each applicant's scores. Despite somewhat higher development costs, the VBT demonstrated high utility. We suggest that organizations consider the use of VBTs as a selection instrument for jobs that require the use of applied social and interpersonal skills.

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Although we agree with Scherbaum, Goldstein, Yusco, Ryan, and Hanges (2012) that intelligence is a construct worthy of attention, and we do not want to discourage the pursuit of new and promising lines of research, we do not agree that individuals in our field and closely aligned fields have ignored recent intelligence research. We also believe that many opportunities exist to capitalize on this research-to extend it and to apply it to advance our field. Specifically, five concerns, each discussed below, come to mind regarding the focal article.

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