Significant limits of much traditional psychological evaluation are particularly apparent in the inadequacy of appraising career trajectory. This includes the capacity to handle cognitive complexity in the future, late blooming of talents, commitment to the prospective employer, how much the candidate values the work, and the absence of norms for top level roles. Assessment of personality variables rarely takes into account the increased potential for future expression of negative characteristics and changes in personality characteristics with age. Few assessments include organizational diagnosis as a basis of assessing fit to role. More comprehensive evaluation of the factors is necessary to avoid selection failures.