Given the ineffectiveness of thepersonality test used in the recruitment process, why does Ccompanies continue to use them?

Ruth(2011), described the personality test , as, “test employers utilize in the employment selection process to identify who have more than just the knowledge and skills necessary to be successful in their jobs”. There are several personality tests that are used by human resources in firms in recruiting qualified candidates for jobs in testing of their cognitive or emotional intelligence. Among these test is the Myers- Briggs Dimension, “which describes four areas of personality,: Extraversion vs. Introversion (E vs.) – it describes how a person gets engaged. Sensing vs. Intuition (S vs, N) - describes how a person takes in information, Thinking vs. Feeling (T vs. F) - describes the means a person useds to make decisions and, Judging vs. Perceiving (J vs. P) - describes the speed with which a person makes decisions”.
From my personal experiences, I don’t think personality tests used in the recruiting process are effective. There have been several times; I have applied to entry level positions, for which I felt I was totally qualified for, where they had all these personality tests in place, and I wasn’t successful. This personality test, in my opinion, over shadows human resource personnel from really reviewing prospective employees resume carefully, and looking at what the prospective employee has to offer, rather than just making uninformed decisions based on this personality test.
There is nothing more disappointing and discouraging than anpplything to apply for an entry level job, you know that you’re the perfect fit for the person, but to receive an email saying, “We have reviewed your application, but unfortunately, you’re not the right fit for this position at this time”.
Even though these personality test can help recruiters understand how individuals will react in certain situations, and how well they will fit in an organization, but “how valid are these tests”? As Professor Safayeni stresses Lecture 2.
1 Can these tests predict a prospective employee’s behaviour?
2. How do these test measure up to itsheir claims?
3. How accurately do these tests measure what ithey isare supposed to measure?