I have written already in one post about psychometric tests that they are not used to evaluate a person's fitment to a job, but can definitely be used for the contrary.
A simple instance I can quote is of MBTI type - ENTJ, that has been statistically the type for most of the leaders, being the type for a MD makes certain that s/he fits the role too well, but at the same time, not being an ENTJ does not confirm that the applicant is not fit to be a MD.
Some biased employer might not want to bring in an ENTJ in the entry level work force due to fear of lobbying etc.
There are hundreds of other tests that are used to determine applicants' sincerity, integrity, honesty, committment etc. I guess the previous statement is explanatory on what I intend to put across, though a test is not a proof of one's competence or lack.
A plain and simple (yet very true) analog would be taking up the 12th standard board exam. Many colleges base their admissions on candidates' scores, yet one would find most IITians in the 60-70% score range in class 12th, and who turn out to be the brainiest and successful people. At the same time, BITS Pilani admits only the top 0.5 percentile (based on class 12th score) and also manages to deliver equally competent graduates in various disciplines.
It is purely the employers choice on whom to hire and whom not to. Hence there is not point in trying to draw a conclusion on whether a prospective employer's decision of not hiring based on a psychometric/analysis test is right or wrong.
PL&E
[PS: My personal opinions without any offense meant towards anyone]