Easier for person to accept they do not have the temperament for a job and not pursue it, than it is to accept that they do not have the skill for it.
Idea that employers hire based on the top 5-10% of the top-down model, knowing that those scores are most likely inaccurate.
Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment
Settings: Problems and issues in the application of typical selection practices.
Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.