Please explain the paragraph below. What are the primary arguments using personality tests in selection?

(a) Faking on self-report personality tests should be expected, and it probably cannot be avoided, although there is some disagreement among the authors on the extent to which faking is problematic. (b) Faking or the ability to fake may not always be bad. In fact, it may be job-related or at least socially adaptive in some situations. (c) Corrections for faking do not appear to improve validity. However, the use of bogus items may be a potentially useful way of identifying fakers. (d) We must not forget that personality tests have very low validity for predicting overall job performance. Some of the highest reported validities in the literature are potentially inated due to extensive corrections or methodological weaknesses. (e) Due to the low validity and content of some items, many published self-report personality tests should probably not be used for personnel selection. Some are better than others, of course, and when those better personality tests are combined with cognitive ability tests, in many cases validity is likely to be greater than when either is used separately. (f) If personality tests are used, customized personality measures that are clearly job-related in face valid ways might be more easily explained to both candidates and organizations. (g) Future research might focus on area soft he criterion domain that are likely to be more predictable by personality measures. (h) Personalityconstructscertainlyhavevalueinunderstandingworkbehavior, but future research should focus on nding alternatives to self report personality measures. There is some disagreement among the authors in terms of the future potential of the alternative approaches to personality assessment currently being pursued.