“…Instead, practitioners primarily consider personality and applied social skills rather than cognitive abilities to be the most important constructs (Fisher et al, 2020;Ryan et al, 2015;Sackett & Walmsley, 2014).With regard to assessment instruments, scientific evidence showed that scores on cognitive ability tests, assessment centers, work sample tests, and structured interviews are valid predictors of job performance (Huffcutt et al, 2014;Ones et al, 2010;Roth et al, 2005;Sackett, Shewach, & Keiser, 2017). However, less valid instruments such as analyses of CV's and cover letters, and unstructured interviews are prevalent in practice (König et al, 2010;Lievens & De Paepe, 2004;Risavy et al, 2019;Zibarras & Woods, 2010).…”