Intelligence tests must not be utilized always to judge the capabilities of applicants by screening them. This is because there might be some jobs in which the roles of intelligence tests might be invalid or not applicable. Intelligence tests must never be used in such kinds of jobs to determine whether a candidate is suitable for doing the job or not. There can be candidates extremely skillful in some soft skills or skills in Human Resource Management and these candidates might not be extremely good in obtaining high grades in intelligence tests (Hitt et al. 2018).