Think of a job you have held and write two brief profiles of that job. The first is to be that of a 95th-percentile job performerthat is, persons you have worked with who you consider better than 95 out of 100 of their coworkers. What were those people like? What skills and abilities did they have? Then write a second profile of 5th-percentile job performerspeople who you consider were only as good as the bottom 5 percent of their coworkers. Compare the profiles and discuss how recruitment and selection could help in choosing the 95th-percentile rather than the 5th-percentile performer. How much difference would it make to have the 95th-percentile rather than the 5th-percentile performer on the job? If you were the employer, would these differences be of suffi-cient value for you to invest in evidence-supported recruitment and selection practices to obtain the 95th-percentile performer? Explain.