ABSTRACT
The interview is a subjective and fallible process. 'Follow-up' of the careers of people seen by him is the other method by which an interviewer may check his judgment, and should be attempted by a conscientious interviewer wherever practicable. The follow-up, e.g., of candidates for a particular occupation, entails the collection over a period of time of reports on the efficiency of people who have been employed in that occupation, for comparison with the selection data. In the competitions for the Administrative Class of the Civil Service, for instance, the selectors endeavour to concentrate mainly on their assessment of the candidate as a potential Assistant Secretary or Head of a Division in (say) 20 years time, and consequently no final estimate of the success or otherwise of the selection methods will be possible until sufficient time has elapsed for the new entrants to have had the opportunity to earn promotion to Assistant Secretary.
