Your citation addresses it. Less than 1% of employment lawsuits are about selection criteria and employers win over 90% of them. They suggest GMA tests are _more_ defensible than other approaches.
The most interesting thing in that paper is that years of experience performed so poorly. It’s in the lowest cohort. Worse than “interests” or more general “biographical data”.
The most interesting thing in that paper is that years of experience performed so poorly. It’s in the lowest cohort. Worse than “interests” or more general “biographical data”.