A battery consisting of three cognitive tests was recommended by the psychologist and implemented by the firm is personnel department. the battery was administered to applicants with the usual instructions. applicants were selected whose scores were above a rather low minimal threshold and at or below the average performance on the test . no feed back was provided to the persons assessed on how their test scores were used in the selection process. unsuccessful high scoring applicants who inquired about their performance were led to assume that they had not performed well on the screening tests. requests for specific feedback were tuned down.