I am still skeptical about the IQ tests and job-skill tests. They both seem to look at things at a very narrow timeframe. One could potentially have a high IQ and be great at a specific task, but it seems to say very little how this person is going to perform in future tasks - i.e. a brilliant mind, facing a challenging job skill task, might become highly bored or sloppy when settling in the day-to-day work frame. But I guess statistics and outliners have one way or another a problematic relationship.
I agree with you, but you can see that this test only had a moderate correlation with successful hiring. In the same way that screening for free-throw percentage doesn't provide the best catch-all way of hiring basketball players, an IQ test isn't going to be a perfect (or even nearly perfect!) way of hiring employees. The point was that it is one of the best ways we currently know how.
