The conclusion is clear. GMA contributes significantly to the quality of performance in occupations that require judgment, even within a pool of high-ability individuals. The notion that there is a threshold beyond which GMA ceases to make a difference is not supported by the evidence. This conclusion in turn strongly suggests that if professional judgments are unverifiable but assumed to reach for an invisible bull’s-eye, then the judgments of high-ability people are more likely to be close. If you must pick people to make judgments, picking those
