Imagine that you are in charge of the selection procedures in your company – a large retail company – which has used cognitive tests and integrity tests to hire its employees for many years. Your company has done research to show that the tests are excellent predictors of job performance, but you also see that applicants do not like the tests very much – in fact, you recall that you did not like them much either when you were hired. What are some ways that you might resolve this dilemma? Be specific in terms of how you would balance the company’s needs (validity, cost) with applicants’ perceptions.