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A retail company wants to reduce employee turnover. The hiring manager finds a popular online personality quiz that claims to measure 'conscientiousness' and decides to use it as a selection tool. The plan is to only hire applicants who score in the top 20% on this quiz, based on the assumption that conscientious people are more likely to be reliable employees. What is the most significant flaw in this hiring strategy?
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A retail company wants to reduce employee turnover. The hiring manager finds a popular online personality quiz that claims to measure 'conscientiousness' and decides to use it as a selection tool. The plan is to only hire applicants who score in the top 20% on this quiz, based on the assumption that conscientious people are more likely to be reliable employees. What is the most significant flaw in this hiring strategy?
A retail company implements a new personality test to screen applicants for its sales team, aiming to hire more extroverted individuals. The company makes hiring decisions based on the test results without first conducting a study to determine if high extroversion scores among its current employees actually correlate with their sales numbers. What is the most significant flaw in this approach?