◆ Why do you think many high-tech companies such as Facebook, Google, and Samsung rely more heavily on GMA  – i.e. raw intelligence (per Mark Zuckerberg) and capability or general cognitive ability (per Lazlo Bock)  – than on specific skills, expertise, and experiences in hiring new employees? It is noted that these companies do not use written GMA tests but assess GMA using multiple job interviews. Also think about the benefits of hiring highly intelligent people in terms of subsequent HR practices. 

◆ Why do you think many HR managers believe that a GMA test is less predictive of employee performance than conscientiousness and value-based fit measures despite the extensive evidence that tells the opposite? Is their ignorance of research findings the real problem? Or something else?