Titlebook: Rethinking Interviewing and Personnel Selection; Teresa Carla Oliveira Book 2015 Palgrave Macmillan, a division of Macmillan Publishers Li

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,Where’s the Proof?,nes (1936) warned that the mathematical basis for prediction does not exist either in economics or politics or in personal life. Pareto (1909), an engineer, sociologist and economist, gave the same warning, though many economists citing him have displaced this (Oliveira & Holland, 2012). Hume (1739,

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Interviewing and Psychological Contract,ith candidates and explain to them that they cannot ask questions (Dipboye, 1996). By contrast with this approach, Herriot (1993) and Fletcher (1997) have recommended that interviewing should be a social process of mutual interaction.

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Rethinking Selection Theory,rain and start asking supplementary questions of one candidate rather than others. Selectors should conduct interviews in the same way for all candidates. Fractal rather than general indications of candidates’ attributes should not be followed up. Selectors should stick to the normative ‘Highway Cod

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,What’s the Logic?,ther than what was set out in databases or information sheets or explicitly modelled. Further, very few wrote down what they heard, so that ‘the strategic data bank of the organisation is not in the memory of its computers, but locked deep in the minds of its managers’ (ibid., p. 10).

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