That's probably about the best we could expect, as job-seeking behavior when a candidate desires a job is different from job-doing behavior over the long term after someone is hired and knows more about the company. The appalling thing is that companies still use procedures (personal unstructured interviews, "personality" tests, and in Europe even handwriting analysis) that are demonstrably much worse than that, rather than the work-sample tests and general cognitive ability tests that at least give companies their best chance to hire workers who will do well on the job.