Problem: Please summarize the following text.
Other findings from our study point towards constraints when using ACs as behavior-focused personality measures. First, the incremental validity of AC ratings may be regarded as relatively modest. When ACs demonstrated incremental validity, they explained 3-4% of incremental variance in job performance beyond self-ratings and 2-5% of incremental variance beyond fellow assessees' ratings. These effect sizes can be categorized as medium or moderate according to recent I/O psychology benchmarks for predictions of behavioral outcomes (meta-analytic benchmarks for correlations range from .10 to .27; Bosco et al., 2015). Although the effect sizes in this study correspond to what might be expected in our field, some might interpret this as relatively little extra variance in light of the substantial costs involved in conducting ACs. Second, whereas AC ratings of certain traits demonstrated incremental validity beyond self-ratings and ratings from fellow assesses, we found little evidence for ACs' incremental validity over friends' ratings. A potential explanation is that AC ratings and friends' ratings might share performance-relevant information about a target person. Friends have usually known the target person for a long time and therefore have had the opportunity to observe their behavior in a great quantity and variety of situations, including both maximum and typical performance settings. Need Assignment Help?