A person with a strong background in team sports could well be suited to a job centred around teamwork. But equally people with lone wolf interests, such as running or orienteering could be suited to positions where a high degree of self reliance is needed. It helps to have been active on the committee of a club if you are looking for a position which requires leadership skills. Not everyone of course wants to be a leader. Some candidates express a strong preference for follower-type positions, not necessarily because they are terminally meek.
People often look for jobs that suit where they are in their lives.
We have had situations where peoples' outside interests are more important to them, people who are musicians, for example, but who require a day job to provide the necessary income. The second stage involves screening people by means of aptitude tests. Testing caught on in a big way in the early 1990s. In Carroll's view, it is not enough to use aptitude tests alone, but they form a useful part of the sifting process. It is probably fair to say that while aptitude tests are used a lot, both here and in Britain, having been imported from America, the craze for them has abated somewhat.