If you look at how they're scored, it's worse than Meyers-Briggs. Wanting a specific personality type for the job makes a lot more sense than many of these. Most don't give any points, many have labels that increase in number but the points aren't logically related to them (unemployed for 3-4 months before this job? No points for you! 1-2 or 5-6? Have a lot of points!). Even ignoring the rest of the story, it's a very flawed test.
Yeah the way the points are arbitrary makes it very clear that the intention is for only people who know the answers ahead of time to pass.
It was an underhanded way to do favoritism (by giving out the answers to the associations whose back you want to scratch) not a complex way to do equity.
