Personality And Jobs

What do you think? When my daughter was 24, she decided she would like to work at the Adidas store because she was quite a fan of Adidas apparel and she was in a transitionary period of her life. She had already gotten her master's in HR management from Kings College London. She found a job posting for a seasonal position opening at the new Adidas store by us and this seemed perfect for her at the time. She applied. Part of the process to apply included the requirement to provide answers to a pseudo-personality test where she scored low on the extraversion-related criteria. She was thrown out of the applicants. Because she had nothing to lose and because she thought working at Adidas on a temporary basis at that time would serve her needs and because she thought she would be a dependable employee, she pursued the application, contacting them to ask why she was thrown out of the lot. This action got her an interview, she was hired, and very shortly after that, she was asked to remain after the seasonal work was over, and she was promoted to Team Lead.

1. What role did the intended personality testing play in this scenario?

2. Did the personality test that Adidas used to measure what it was intended to measure?

3. If so, what do you think led to my daughter being successful when the personality test would have indicated she would not be? If not, what do you think led Adidas to use a tool that did not measure what they intended it to?