“…One prominent example is the pronounced preference for the unstructured interview (Lievens & De Paepe, 2004;Stephan & Westhoff, 2002), even though research has shown that standardization leads to higher validity (Kepes, Banks, McDaniel, & Whetzel, 2012;McDaniel, Whetzel, Schmidt, & Maurer, 1994). The role of general mental ability in personnel selection, as another example, has been emphasized for decades now (Schmidt & Hunter, 1998), but tests of cognitive ability are used only occasionally (e.g., companies surveyed by Ryan, McFarland, Baron, & Page, 1999, indicated the extend of use of cognitive ability tests with 21-50%, and only 30% of German companies use cognitive ability tests with at least some applicants; Schuler, Hell, Trapmann, Schaar, & Boramir, 2007). On the other hand, even methods like graphology, which have been found to be inappropriate in selection procedures (Driver, Buckley, & Frink, 1996), still find some supporters (Berchtold, 2005;Di Milia, Smith, & Brown, 1994;Ryan et al, 1999;Shackleton & Newell, 1994), although this is not as widespread as is sometimes believed (Bangerter, König, Blatti, & Salvisberg, 2009).…”