Literally everyone I ever hired performed almost exactly as I expected them to, but whatever guess I should have been flipping coins.

The resume and application are a major filter, the personality tests are for recruiting when the recruiter has no idea about the job role nuances or skills needed.

The in person interviews is where you get a feel for the person and can dynamically ask pertainent questions and get live responses.

I have been at companies that used a highering aptitude type approach and the candidates were poor matches based on scores.

There is no match for face to face Q&A. If the interviewer has keen skills.