“…For instance, studies show people with similar cognitive ability and vocational interests opt for similar jobs (Lancaster et al, 1994), and substantial differences exist in Grade Point Average-a common proxy for GMA (Ployhart & Holtz, 2008)-among different applicant pools (Connerley et al, 2003). Furthermore, Data and People from the DOT can predict 76% of the variance around GMA means (Pesta & Poznanski, 2016). Therefore, GMA relevance for performance implies means should differ among occupations, leading to decreased heterogeneity as those within occupations become more alike.…”