I suspect you're right, tetrep, in thinking that most companies will fall back into their own subconscious preferences. But ideally this article would lead comp

I suspect you're right, tetrep, in thinking that most companies will fall back into their own subconscious preferences. But ideally this article would lead companies to track their hires and force themselves to hire touchy, argumentative innovators if it was clear that their last several hires were low on innovation. Because now "best fit for the company" would mean "different than most people already in the company" as opposed to "someone who would fit right in 'cause their personality-skills are entirely redundant." Generally managers chose whatever course of action makes their own lives easier; and will then convince themselves that that's also in the interest of the company. The research the article cites should make it harder for HR managers to do that in the future; but we'll see. If nothing else, this research gives you a way to evaluate your HR people. If they aren't hiring a variety of personalities, or are predominantly hiring people with personality scores very similar to their own; toss them immediately.