Candidate Selection Quotes

In selecting men for office, let principle be your guide. Regard not the particular sect or denomination of the candidate - look to his character.

Women have been driven mad, "gaslighted," for centuries by the refutation of our experience and our instincts in a culture which validates only male experience. The truth of our bodies and our minds has been mystified to us. We therefore have a primary obligation to each other: not to undermine each others' sense of reality for the sake of expediency; not to gaslight each other. Women have often felt insane when cleaving to the truth of our experience. Our future depends on the sanity of each of us, and we have a profound stake, beyond the personal, in the project of describing our reality as candidly and fully as we can to each other.

I heard one presidential candidate say that what this country needed was a president for the nineties. I was set to run again. I thought he said a president IN his nineties.

We're neither pure, nor wise, nor good We'll do the best we know. We'll build our house and chop our wood And make our garden grow. And make our garden grow!

How the Committee of 300 Arranges Elections The term “fair and free elections” has no meaning in the U.S. The candidates for the presidency are selected by the Committee of 300 so in reality it does not matter who “wins” the election and goes on to the White House. The

I have not voted in a human presidential election for quite some time, Jonathan. Admittedly, it may not be my place. Still, do you know what really stops me from selecting a candidate?” Jonathan listened but mostly focused on containing his nausea. “It’s a paradox, I know. It just seems that anyone smart enough to know the responsibility of such a seat of power would never be dumb enough to apply for it.

On Election Day, we select our representatives by secret ballot, and we choose our candidates based on their ability to protect our individual rights, not the rights of the group of people with which we most closely identify.

If elitist groups like Bohemian Club, the CFR and the Bilderberg Group select and groom candidates to become Presidents of the US then isn’t it safe to assume they also dictate certain policies once their alumni are in the White House?

At present, the successful office-seeker is a good deal like the center of the earth; he weighs nothing himself, but draws everything else to him. There are so many societies, so many churches, so many isms, that it is almost impossible for an independent man to succeed in a political career. Candidates are forced to pretend that they are catholics with protestant proclivities, or christians with liberal tendencies, or temperance men who now and then take a glass of wine, or, that although not members of any church their wives are, and that they subscribe liberally to all. The result of all this is that we reward hypocrisy and elect men entirely destitute of real principle; and this will never change until the people become grand enough to allow each other to do their own thinking. Our government should be entirely and purely secular. The religious views of a candidate should be kept entirely out of sight. He should not be compelled to give his opinion as to the inspiration of the bible, the propriety of infant baptism, or the immaculate conception. All these things are private and personal. The people ought to be wise enough to select as their officers men who know something of political affairs, who comprehend the present greatness, and clearly perceive the future grandeur of our country. If we were in a storm at sea, with deck wave-washed and masts strained and bent with storm, and it was necessary to reef the top sail, we certainly would not ask the brave sailor who volunteered to go aloft, what his opinion was on the five points of Calvinism. Our government has nothing to do with religion. It is neither christian nor pagan; it is secular. But as long as the people persist in voting for or against men on account of their religious views, just so long will hypocrisy hold place and power. Just so long will the candidates crawl in the dust—hide their opinions, flatter those with whom they differ, pretend to agree with those whom they despise; and just so long will honest men be trampled under foot.

I hear of a convention to be held at Baltimore, or elsewhere, for the selection of a candidate for the Presidency, made up chiefly of editors, and men who are politicians by profession; but I think, what is it to any independent, intellegent, and respectable man what decision they may come to? Shall we not have the advantage of his wisdom and honesty, nevertheless? Can we not count upon some independent votes? Are there not many individuals in the country who do not attend conventions? But no: I find that the respectable man, so called, has immediately drifted from his position, and despairs of his country, when his country has more reason to despair of him. He forthwith adopts one of the candidates thus selected as his only AVAILABLE one, thus proving that he is himself AVAILABLE for any purposes of the demagogue. His vote is of no more worth than that of any unprincipled foreigner or hireling native, who may have been bought.

Quite openly, voters selected on the basis of perceived character and past behaviour rather than the views a candidate expressed. Where an individual’s nature was not obvious, the Roman people tended to be drawn to a famous name, for there was a sense that virtue and ability were inherited.

The 2016 cyberattack was not just another case of simple Kompromat - meddling in the political affairs of a satellite nation or an individual dissenter. It was a direct attempt to hijack and derail the traditional processes and norms that held the United States together for more than 240 years. The attempt was even more brazen due to the apparent belief that Putin assumed that he and his oligarchy could charm, groom and select a candidate, then with the right amount of cybercrime and enough organized propaganda they could actually choose a president of the United States to do their bidding.

At the end of the party, each person will have selected certain players he would like to see more of, while others he will discard, regardless of how skillfully or pleasantly they each engaged in the pastime. The ones he selects are those who seem the most likely candidates for more complex relationships—that is, games. This sorting system, however well rationalized, is actually largely unconscious and intuitive.

One of these days," she said, "I'm going to pull myself together for a while and think—try to determine what character of a woman I am; for, candidly, I don't know. By all the codes which I am acquainted with, I am a devilishly wicked specimen of the sex. But some way I can't convince myself that I am. I must think about it.

The panel was selected from the voting rolls, and, since candidates running for office seldom represent the interests of Black and poor people, Blacks and the poor don’t vote. But failing to vote means they don’t sit on juries.

The political merchandisers appeal only to the weak­nesses of voters, never to their potential strength. They make no attempt to educate the masses into becoming fit for self-government; they are content merely to manipulate and exploit them. For this pur­pose all the resources of psychology and the social sciences are mobilized and set to work. Carefully se­lected samples of the electorate are given "interviews in depth." These interviews in depth reveal the uncon­scious fears and wishes most prevalent in a given so­ciety at the time of an election. Phrases and images aimed at allaying or, if necessary, enhancing these fears, at satisfying these wishes, at least symbolically, are then chosen by the experts, tried out on readers and audiences, changed or improved in the light of the information thus obtained. After which the political campaign is ready for the mass communicators. All that is now needed is money and a candidate who can be coached to look "sincere." Under the new dispen­sation, political principles and plans for specific action have come to lose most of their importance. The person­ality of the candidate and the way he is projected by the advertising experts are the things that really mat­ter. In one way or another, as vigorous he-man or kindly father, the candidate must be glamorous. He must also be an entertainer who never bores his audience. Inured to television and radio, that audience is accustomed to being distracted and does not like to be asked to con­centrate or make a prolonged intellectual effort. All speeches by the entertainer-candidate must therefore be short and snappy. The great issues of the day must be dealt with in five minutes at the most -- and prefera­bly (since the audience will be eager to pass on to something a little livelier than inflation or the H-bomb) in sixty seconds flat. The nature of oratory is such that there has always been a tendency among politicians and clergymen to over-simplify complex is­sues. From a pulpit or a platform even the most con­scientious of speakers finds it very difficult to tell the whole truth. The methods now being used to merchan­dise the political candidate as though he were a deo­dorant positively guarantee the electorate against ever hearing the truth about anything.

Take politics in a place like the United States. To run for president in 2008 will require that candidates raise in excess of $100 million each in order to be truly competitive. That means that before there was one primary election among voters, there was a “money primary” in 2007 that selected which candidates voters would see.

I managed to be on the list of selected candidates, but admission to this prestigious institution was an expensive affair. Around a thousand rupees was required, and my father could not spare that much money. At that time, my sister, Zohara, stood behind me, mortgaging her gold bangles and chain. I was deeply touched by her determination to see me educated and by her faith in my abilities. I vowed to release her bangles from mortgage with my own earnings. The only way before me to earn money at that point of time was to study hard and get a scholarship. I went ahead at full steam.

And there is one thing that I really, really like to have company for. Watching TV. I'm not particularly needy in relationships, I actually demand a fair amount of space. But I really like to be in bed with another human being and watch TV. That's as intimate and reassuring and tender as it gets for me. I find dating exhausting and uninteresting, and I really would like to skip over the hours of conversation that you need just to get up to speed on each other's lives, and the stories I've told a million times. I just want to get to the watching TV in bed. If you're on a date with me, you can be certain that this is what I'm evaluating you for—how good is it going to be, cuddling with you in bed and watching Damages I'm also looking to see if you have clean teeth. For me, anything less than very clean teeth is fucking disgusting. Here's what I would like to do: I would like to get into bed with a DVD of Damages and have a line of men cue up at my door. I would station a dental hygienist at the front of the line who would examine the men's teeth. Upon passing inspection, she(I've never met a male hygienist, and neither have you) would send them back to my bedroom, one at time, in intervals of ten minutes, during which I would cuddle with the man and watch Damages. Leaving nothing to chance, using some sort of medical telemetry, I would have a clinician take basic readings of my heart rate and brain waves, and create a comparison chart to illustrate which candidate was the most soothing presence for me. After reviewing all the data from what will now be known in diagnostic manuals throughout the world as the Silverman-Damages-Nuzzle-Test, I will make my selection.

Just imagine: if a member of the party (elected member of parliament, candidate or simple activist) were to make a public commitment, ‘Whenever I shall have to examine any political or social issue, I swear I will absolutely forget that I am the member of a certain political group; my sole concern will be to ascertain what should be done in order to best serve the public interest and justice.’ Such words would not be welcome. His comrades and even many other people would accuse him of betrayal. Even the least hostile would say, ‘Why then did he join a political party?’ – thus naively confessing that, when joining a political party, one gives up the idea of serving nothing but the public interest and justice. This man would be expelled from his party, or at least denied pre-selection; he would certainly never be elected.

For evolution to be true, there would have been innumerable transitional forms between different types of creatures. Therefore, for every known fossil species, many more must have existed to connect it to its ancestors and descendents [sic]. This is yet another example of evolutionary conclusions coming before the evidence. Really, the claim is an implicit admission that large numbers of transitional forms are predicted, which heightens the difficulty for evolutionists, given how few there are that even they could begin to claim were candidates. . . . Evolutionists believe that mutation provides new information for selection. But no known mutation has ever increased genetic information, although there should be many examples observable today if mutation/selection were truly adequate to explain the goo-to-you theory. . . . Adaptation and natural selection are biological facts; amoeba-to-man evolution is not. Natural selection can only work on the genetic information present in a population of organisms--it cannot create new information. For example, since no known reptiles have genes for feathers, no amount of selection will produce a feathered reptile. Mutations in genes can only modify or eliminate existing structures, not create new ones. If in a certain environment a lizard survives better with smaller legs, or no legs, then varieties with this trait will be selected for. This might more accurately be called devolution, not evolution. . . . Note that even if such a mutation were ever discovered, evolutionists would still need to find hundreds more to give their theory the observational boost it desperately needs.

I am drawn to a fourth alternative, natural teleology, or teleological bias, as an account of the existence of the biological possibilities on which natural selection can operate. I believe that teleology is a naturalistic alternative that is distinct from all three of the other candidate explanations: chance, creationism, and directionless physical law. To avoid the mistake that White finds in the hypothesis of nonintentional bias, teleology would have to be restrictive in what it makes likely, but without depending on intentions or motives. This would probably have to involve some conception of an increase in value through the expanded possibilities provided by the higher forms of organization toward which nature tends: not just any outcome could qualify as a telos. That would make value an explanatory end, but not one that is realized through the purposes or intentions of an agent. Teleology means that in addition to physical law of the familiar kind, there are other laws of nature that are "biased toward the marvelous".

Our aim should be to eliminate politics altogether, but in the meantime, we must continue to humanize the democracy of today by empowering the good politicians and methodically placing political power only in the hands of the capable through proper training and licensing, like in medical practice, and not through random selection and election of candidates.

Churchill, sensitive to class considerations in his conduct of the war, instructed his generals and admirals to be careful in how they governed the armed forces. Early on, he warned the navy to be “particularly careful that class prejudice does not enter into these decisions” about selection of cadets for officer training at the Royal Naval College in Dartmouth, England. “Unless some better reasons are given to me,” he vowed, he would investigate the matter. The navy resisted this direction, so he did as promised and intervened directly. He even met with some of the candidates who had scored well on entrance examinations but had still been rejected. “I have seen the three candidates,” he informed the navy’s top officers. “It is quite true that A has a slightly cockney accent, and that the other two are the sons of a chief petty officer and an engineer in the merchant service. But the whole intention of competitive examination is to open the service to ability, irrespective of class or fortune.” Concluding that an injustice had been done, he ordered that the three be admitted to officer training. This was a lot of effort for someone trying to run a war and stave off invasion.

In terms of the analogy, suppose an ideally balanced crew would consist of four right-handers and four left-handers. Once again assume that the coach, unaware of this fact, selects blindly on ‘merit’. Now if the pool of candidates happens to be dominated by right-handers, any individual left-hander will tend to be at an advantage: he is likely to cause any boat in which he finds himself to win, and he will therefore appear to be a good oarsman.

Groves already had Oppenheimer in mind as a candidate for the directorship of the proposed central laboratory. He perceived three drawbacks to Oppenheimer’s selection. First, the physicist lacked a Nobel Prize, and Groves thought that fact might make it difficult for him to direct the activities of so many of his colleagues who had won that prestigious award. Second, he had no administrative experience. And third, “[his political] background included much that was not to our liking by any means.

If America’s universities are indeed poor value for money, why might that be? The main reason is that the market for higher education, like that for health care, does not work well. The government rewards universities for research, so that is what professors concentrate on. Students are looking for a degree from an institution that will impress employers; employers are interested primarily in the selectivity of the institution a candidate has attended. Since the value of a degree from a selective institution depends on its scarcity, good universities have little incentive to produce more graduates.

The dilemma facing Bush and the Republicans was clear. If Marshall left, they could not leave the Supreme Court an all-white institution; at the same time, they had to choose a nominee who would stay true to the conservative cause. The list of plausible candidates who fit both qualifications pretty much began and ended with Clarence Thomas. … There was awkwardness about the selection from the start. "The fact that he is black and a minority has nothing to do with this," Bush said. "He is the best qualified at this time." The statement was self-evidently preposterous; Thomas had served as a judge for only a year and, before that, displayed few of the customary signs of professional distinction that are the rule for future justices. For example, he had never argued a single case in any federal appeals court, much less in the Supreme Court; he had never written a book, an article, or even a legal brief of any consequence. Worse, Bush's endorsement raised themes that would haunt not only Thomas's confirmation hearings but also his tenure as a justice. Like the contemporary Republican Party as a whole, Bush and Thomas opposed preferential treatment on account of race—and Bush had chosen Thomas in large part because of his race. The contradiction rankled.

Female short- and long-term mating strategies may be another candidate for this kind of frequency-dependent selection. Some women adopt a restricted sexual practice which enables them to evaluate the likelihood that the male will commit to long-term investment as a partner and parent. Others, who look for gene quality in their male partners rather than investment, will be prepared to have intercourse after only a short delay with attractive men. The dynamic that holds the strategies in equilibrium is their relative frequencies. As the number of unrestricted women rises so do the number of “sexy sons” that they produce and hence the value of selecting for good genes diminishes. But as the number of restricted women begins to rise in response, the competition amongst them increases and advantages begin to accrue to women who do not waste time and effort searching for providing fathers.

...the advanced intellectual capacities of human beings...are extremely poor candidates for evolutionary explanation....But the capacity to form cosmological and subatomic theories takes us so far from the circumstances in which our ability to think would have had to pass its evolutionary tests that there would be no reason whatever, stemming from the theory of evolution, to rely on it in extension to those subjects. In fact if, per impossible, we came to believe that our capacity for objective theory were the product of natural selection, that would warrant serious skepticism about its results beyond a very limited and familiar range. An evolutionary explanation of our theorizing faculty would provide absolutely no confirmation of its capacity to get at the truth. Something else must be going on if the process is really taking us toward a truer and more detached understanding of the world.

Doublespeak strikes at the function of language-communication between people and social groups-with serious and far-reaching consequences. Our political system depends upon an informed electorate to make decisions in selecting candidates for office and deciding issues of public policy. As doublespeak becomes the coin of the political realm, as doublespeak drives out a language of public discourse that really communicates, speakers and listeners become convinced that they understand such language. We speak today of politicians who don't lie but "misspeak," of "dysfunction behavior" not murder, of a "predawn vertical insertion" not the invasion of another country, of "violence processing" or the "use of force" not of war. When we use such language believing that we are using the public discourse necessary for the health and well being of our community, then, I believe, the world of 1984 is upon us.

This dry definition, accurate as it is, does not fully suggest the importance of what it conveys. Since for us outside events do not exist unless we are aware of them, consciousness corresponds to subjectively experienced reality. While everything we feel, smell, hear, or remember is potentially a candidate for entering consciousness, the experiences that actually do become part of it are much fewer than those left out. Thus, while consciousness is a mirror that reflects what our senses tell us about what happens both outside our bodies and within the nervous system, it reflects those changes selectively, actively shaping events, imposing on them a reality of its own. The reflection consciousness provides is what we call our life: the sum of all we have heard, seen, felt, hoped, and suffered from birth to death. Although we believe that there are “things” outside consciousness, we have direct evidence only of those that find a place in it. As

That road to a remedy of Nigeria’s political problems will not come easily. The key, as I see it, lies in the manner in which the leadership of the country is selected. When I refer to leadership I am really talking about leaders at every level of government and sphere of society, from the local government council and governors right up to the presidency. What I am calling for is for Nigeria to develop a version of campaign election and campaign finance reform, so that the country can transform its political system from the grassroots level right through to the national party structures at the federal level. Nigerians will have to find a way to do away with the present system of godfatherism—an archaic, corrupt practice in which individuals with lots of money and time to spare (many of them half-baked, poorly educated thugs) sponsor their chosen candidates and push them right through to the desired political position, bribing, threatening, and, on occasion, murdering any opposition in the process.

This failure of nerve already was manifest in the selection and confirmation process of Clarence Thomas. Bush's choice of Thomas caught most black leaders off guard. Few had the courage to say publicly that this was an act of cynical tokenism concealed by outright lies about Thomas being the most qualified candidate regardless of race. Thomas had an undistinguished record as a student (mere graduation from Yale Law School does not qualify one for the Supreme Court); he left thirteen thousand age discrimination cases dying on the vine for lack of investigation in his turbulent eight years at the EEOC; and his performance during his short fifteen months as an appellate court judge was mediocre. The very fact that no black leader could utter publicly that a black appointee for the Supreme Court was unqualified shows how captive they are to white racist stereotypes about black intellectual talent. The point here is not simply that if Thomas were white they would have no trouble shouting this fact from the rooftops. The point is also that their silence reveals that black leaders may entertain the possibility that the racist stereotype may be true.

DOES HARVARD MAKE YOU SMARTER? Swimmer’s Body Illusion As essayist and trader Nassim Taleb resolved to do something about the stubborn extra pounds he’d be carrying, he contemplated taking up various sports. However, joggers seemed scrawny and unhappy, and bodybuilders looked broad and stupid, and tennis players? Oh, so upper-middle class! Swimmers, though, appealed to him with their well-built, streamlined bodies. He decided to sign up at his local swimming pool and to train hard twice a week. A short while later, he realised that he had succumbed to an illusion. Professional swimmers don’t have perfect bodies because they train extensively. Rather, they are good swimmers because of their physiques. How their bodies are designed is a factor for selection and not the result of their activities. Similarly, female models advertise cosmetics and thus, many female consumers believe that these products make you beautiful. But it is not the cosmetics that make these women model-like. Quite simply, the models are born attractive and only for this reason are they candidates for cosmetics advertising. As with the swimmers’ bodies, beauty is a factor for selection and not the result. Whenever we confuse selection factors with results, we fall prey to what Taleb calls the swimmer’s body illusion. Without this illusion, half of advertising campaigns would not work

Suppose that you need to hire a sales representative for your firm. If you are serious about hiring the best possible person for the job, this is what you should do. First, select a few traits that are prerequisites for success in this position (technical proficiency, engaging personality, reliability, and so on). Don’t overdo it—six dimensions is a good number. The traits you choose should be as independent as possible from each other, and you should feel that you can assess them reliably by asking a few factual questions. Next, make a list of those questions for each trait and think about how you will score it, say on a 1–5 scale. You should have an idea of what you will call “very weak” or “very strong.” These preparations should take you half an hour or so, a small investment that can make a significant difference in the quality of the people you hire. To avoid halo effects, you must collect the information on one trait at a time, scoring each before you move on to the next one. Do not skip around. To evaluate each candidate, add up the six scores. Because you are in charge of the final decision, you should not do a “close your eyes.” Firmly resolve that you will hire the candidate whose final score is the highest, even if there is another one whom you like better—try to resist your wish to invent broken legs to change the ranking. A vast amount of research offers a promise: you are much more likely to find the best candidate if you use this procedure than if you do what people normally do in such situations, which is to go into the interview unprepared and to make choices by an overall intuitive judgment such as “I looked into his eyes and liked what I saw.

Out of 1,016 study subjects who’d been involved with the Moonies, 90 percent of those who’d been interested enough to attend one of the workshops where this so-called brainwashing occurred decided that the whole thing wasn’t really their cup of tea and quickly ended their Moonie careers. They couldn’t be converted. Of the remaining 10 percent who joined, half left on their own steam within a couple of years. So what made the other 5 percent stay? Prevailing wisdom would tell you that only the intellectually deficient or psychologically unstable would stick by a “cult” that long. But scholars have disproven this, too. In Barker’s studies, she compared the most committed Moonie converts with a control group—the latter had gone through life experiences that might make them very “suggestive” (“Like having an unhappy childhood or being rather low-intelligence,” she said). But in the end, the control group either didn’t join at all or left after a week or two. A common belief is that cult indoctrinators look for individuals who have “psychological problems” because they are easier to deceive. But former cult recruiters say their ideal candidates were actually good-natured, service-minded, and sharp. Steven Hassan, an ex-Moonie himself, used to recruit people to the Unification Church, so he knows a little something about the type of individual cults go for. “When I was a leader in the Moonies we selectively recruited . . . those who were strong, caring, and motivated,” he wrote in his 1998 book Combatting Cult Mind Control. Because it took so much time and money to enlist a new member, they avoided wasting resources on someone who seemed liable to break down right away. (Similarly, multilevel marketing higher-ups agree that their most profitable recruits aren’t those in urgent need of cash but instead folks determined and upbeat enough to play the long game. More on that in part 4.) Eileen Barker’s studies of the Moonies confirmed that their most obedient members were intelligent, chin-up folks. They were the children of activists, educators, and public servants (as opposed to wary scientists, like my parents). They were raised to see the good in people, even to their own detriment. In this way, it’s not desperation or mental illness that consistently suckers people into exploitative groups—instead, it’s an overabundance of optimism.

Interviews suck. We all seem to understand that fact, but not its implications. Our field is choc-a-bloc with advice from employers to candidates on how best to navigate scary interviews. That's all well and good, but it's the hiring teams that pay the steepest price for poor, biased, and unreliable selection. It can't be the candidate's job to handle irrational processes. Unless you're playing to lose.

Gary won with 90% of the vote, which got the attention of the national Democrats. They asked Gary to speak at the upcoming Democrat Convention, where they were nominating the Democrat’s next candidate for United States President. Gary thought the Democrats selection for President was a sell-out. The candidate had been a communist at one point, but changed to suit the people who voted for him in Connecticut, where he had been a U.S. Senator for the past 20 years.

At Google, we front-load our people investment. This means the majority of our time and money spent on people is invested in attracting, assessing, and cultivating new hires. We spend more than twice as much on recruiting, as a percentage of our people budget, as an average company. If we are better able to select people up front, that means we have less work to do with them once they are hired. The worst case with a 90th percentile candidate is that they have an average year. They are unlikely to become the worst performer in the company. An average candidate, however, will not only consume massive training resources, but is also just as likely to end up performing well below average as above average.

At the same time that Lahn's results were published, another team of scientists based at the University of California, San Diego, announced the discovery of a positively selected gene called SIGLEC11 that is expressed in brain cells called microglia. Although they can't yet explain the effects of the gene, it is interesting because it is one of the very few found only in humans and not in our ape cousins. This could make it a candidate for explaining some of the differences between us and them.

In matters outside the courtroom, courts have decried differential treatment between print and broadcast media. New York City mayoral candidates Mario Cuomo and Edward Koch tried to exclude selected members of the media in 1977 by limiting access to their campaign headquarters to those who had received invitations. Ruling in American Broadcasting Cos. v. Cuomo, a federal court observed, "once there is a public function, public comment, and participation by some of the media, the First Amendment requires equal access to all of the media or the rights of the First Amendment would no longer be tenable."44 In 1981, a federal court in Georgia struck down a judge's order excluding television crews from a White House press pool. The court said the order violated the press and public's First Amendment right of access to White House events. It felt television coverage "provides a comprehensive visual element and an immediacy, or simultaneous aspect, not found in print

At lunch, Michael began to reminisce about his first election in Wales, when he was selected to occupy Nye Bevan’s seat. A brief kerfuffle had resulted when his name did not appear on the short list of Labour Party candidates for the seat. Evidently some locals preferred not to take on Michael in spite of his association with Nye. Jennie Lee, along with others, intervened and Michael not only made the list but also was selected and won his seat in the general election. He had a wonderful photograph of himself and Jill, with their dog Vanessa between them. The happy looking dog in the centre looked as if she had won the election, I told Michael. “It did, too,” he said.

Professional swimmers don’t have perfect bodies because they train extensively. Rather, they are good swimmers because of their physiques. How their bodies are designed is a factor for selection and not the result of their activities. Similarly, female models advertise cosmetics and thus, many female consumers believe that these products make you beautiful. But it is not the cosmetics that make these women model-like. Quite simply, the models are born attractive and only for this reason are they candidates for cosmetics advertising. As with the swimmers’ bodies, beauty is a factor for selection and not the result. Whenever we confuse selection factors with results, we fall prey to what Taleb calls the swimmer’s body illusion.

While some select sobering situations may be unlaughable, there are few circumstances that humor, subtle or candid, can't improve. Afterall, remembering not to take ourselves or others too seriously can put a lot of things into perspective. Laughter is healing. Laughter creates bonds and forges enduring friendships. A healthy sense of humor can quell almost any overwhelming anxiety, and can quench the fires of fury and fear unlike anything else when appropriate. Even more so when not. Connie Kerbs

Connective talents are useless, of course, if people can’t perform the work. And the most talented people in every occupation have huge advantages over their ordinary peers. Dean Keith Simonton, who studies greatness and genius, finds that whether it comes to songwriters, composers, scientists, programmers, or filmmakers, the top 10 percent generate as much or more output than the other 90 percent. The superiority of great bosses is seen in a summary of eighty-five years of research on employee selection methods. Frank Schmidt and John Hunter found that the top 15 percent of professionals and managers produced nearly 50 percent more output than their average peers. The strongest predictors of performance included general mental ability (IQ and similar measures), job sample tests (having people prove they can do the work), and evaluations by peers; other useful predictors included structured employment interviews (where each candidate is asked the same questions in the same order) and conscientiousness (self-discipline and follow-through, similar to grit). These findings provide ammunition for bosses who stock up on the best talent and believe that little else is required. Yet without constructive connections among people, collective performance and humanity is tough to achieve – no matter how many superstars are in the fold.

The first of the tests is the overcoming of appetite. This involves their doing a two days’ walk or hunt without food, and then being brought suddenly before a fire on which some choice kangaroo steak or other native delicacy is being cooked. They are required to take only a small portion of this. The next is the test of pain. The young boys and girls submit to having their noses pierced, their bodies marked, and to being laid down upon hot embers thinly covered with boughs. The third is the test of fear. The young people are told awesome and hair-raising stories about ghosts and the muldarpe, the Evil Spirit or the Devil-devil. After all these tests they are put to sleep in a lonely place, or near the burial-place of the tribe. During the night the elders, who are made hideous with white clay and bark headdresses, appear, making weird noises. Those of the candidates who show no signs of having had a disturbed night are then admitted as fully initiated members of the tribe. No youth or maiden is allowed to marry without having passed these tests. A proposed marriage is talked over first by all the old members of the tribe. The uncle on the mother’s side is the most important relative, and it is he who finally selects the wife. The actual marriage ceremony takes place during the time of festivals. The husband does not look at or speak to his mother-in-law, although he is husband in name to all his sisters-in-law.

Optimism bias – A cognitive bias that causes people to believe that they are less at risk of a negative outcome, or more likely to enjoy a positive outcome, than other people in a given situation. Overly specific answer – A verbal deceptive behavior in which the person’s response is too narrow and technical at one extreme, or too detailed and exhaustive at the other. Perception qualifier – A verbal deceptive behavior employed to enhance credibility. Examples: “frankly,” “to be perfectly honest,” “candidly.” Presumptive question – A question that presumes something to be the case. Process/procedural complaint – A verbal deceptive behavior in which a person takes issue with the proceedings. It may be a delaying tactic or an attempt to steer the proceedings down a different path. Projection of blame – An element of a monologue that is designed to encourage a person to share truthful information by suggesting that the blame for the matter at hand does not rest exclusively with him. Psychological alibi – An attempt to deceive through the use of selective memory or ostensibly limited knowledge. Psychological entrenchment – The condition in which a person feels compelled to dig his heels in the ground and stick to his story, making the information collection process especially difficult. Question prologue – A short, narrative explanation preceding a question that is designed to prime the information pump, so that if the person is on the fence about whether or not he’s going to give you something, it will help to influence him to come down on your side of the fence. Rationalization – An element of

Government-funded studies are conducted at Rand and other think tanks on how to manipulate the population for maximum effectiveness and profit. The armies put these plans into action. The agencies that control our elections, and indeed the selection of candidates, by bullets and smear tactics also control domestic productivity and investments. Starvation and unemployment will inevitably lead to violent objections, so provisions must be made to handle the mob. That is what the SLA was about. Members of radical groups in the Bay Area were taunted and baited to join the revolution to determine how many were ready for the next stage and would accept violence. All of these groups turned the SLA down, suspecting that they were police provocateurs.

Colleges seem to want candidates that are so well-rounded they'd have to be two different people use together with mutually exclusive characteristics! They have to be gung ho athletes and sensitive artists, studious nerds and gregarious social networkers, future rulers of the universe and selfless altruists.

Belinda announced that she had secured four pulpits for Sundays in February and March where our “pre-candidates” would preach; if we only selected three pre-candidates, we’d have to find a speaker for the fourth. “Perhaps you’d like to dust off your preaching skills, Dana,” she said. Though pleased, I said, “Oh dear god, let there be four pre-candidates.

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Even then, she would have been tied to the corporation. Slotted into a corporate team, her build and class selected for her by a specialist. In all likelihood, she’d be groomed into some brand of support class, focused on helping an executive candidate in their climb. With Arnold’s gift, she was free. Kat could take whatever class she wanted and develop her skills in a direction that actually suited her. True, she wouldn’t have the support and resources of the corporation, but that was a small price to pay for finally escaping their control, if only in her sleep.

For all the talk about hiring for fit, there is still too much emphasis on technical skills and experience when it comes to interviewing and selection. And this happens at all levels. When push comes to shove, most executives get enamored with what candidates know and have done in their careers and allow those things to overshadow more important behavioral issues. They don’t seem to buy into the notion that you can teach skill but not attitude.

The Soma cult along with the associated terminology is common to both the Ṛgveda and the Avesta (chapter 6). Soma is not known to the Indo-Europeans. It must therefore have been discovered in central Asia whose mountainous regions produce the candidate Ephedra plant. In other words, the Avestan and the Ṛgvedic people must have been living together in central Asia. Furthermore, Zoroastrianism presupposes the existence of the Ṛgvedic elements which it selectively retains (Vrtrahana, Soma) or negates (Indra, Devas). Zarathushtra himself is said to have been a Ṛgvedic hotr priest to begin with (table 4; chapter 3, p. 32).

The Most Widely Known Path If you're like most people, you believe landing an interview is limited to these three steps: 1.) Applying online, 2.) HR reviewing your application, and 3.) If your application is selected, the hiring manager reviewing it. You believe this because almost everything you’ve read comes from current or former HR folks. This process has significant flaws. Because the Internet made applying for positions easy, HR was drowning in applications. As a result, the HR Elimination system was born. That’s not its official name, but the name fits. The official name is Applicant Tracking System or ATS. ATS systems reject, on average, 75% of all applicants. Sometimes the rejection rate can be as high as 90%. J. P. Medved, content director at Capterra, a firm that helps companies find the right software for their business, said, Reducing the number of candidates might seem good if we're weeding out irrelevant resumes...In reality, many of these rejected candidates were knocked out of the running for bad reasons. An automated system, like an ATS, will sometimes reject people for very minor reasons, like incorrect resume formatting. Bersin & Associates, an Oakland-based firm specializing in talent management, tested an ATS system. They created the perfect resume for an ideal candidate for a clinical scientist position. Matching the resume to the job description from a leading manufacturer, they submitted the resume to an applicant tracking system. The ATS lost one of the candidate's work experiences. It also failed to read several educational degrees. As a result, the perfect resume for a clinical scientist position earned a score of 43, because the applicant tracking system misread it. Similarly, a Vice-President of Human Resources decided to test his company's ATS system. He applied for a job at his own company and received an automated rejection letter from the ATS.

A political party now exists primarily as an apparatus for selecting candidates and getting them elected to office.

First of all, the GOP must rebuild its own establishment. This means regaining leadership control in four key areas: finance, grassroots organization, messaging, and candidate selection. Only if the party leadership can free itself from the clutches of outside donors and right-wing media can it go about transforming itself. This entails major changes: Republicans must marginalize extremist elements; they must build a more diverse electoral constituency, such that the party no longer depends so heavily on its shrinking white Christian base; and they must find ways to win elections without appealing to white nationalism, or what Republican Arizona senator Jeff Flake calls the “sugar high of populism, nativism, and demagoguery.

How about an example? John uses God to validate his strong opinions on issues ranging from the appropriate length of women’s skirts in church to political candidates to gender roles to his inability to negotiate issues with fellow non-Christian managers at work. He does not listen to or check out the innumerable assumptions he makes about others. He quickly jumps to conclusions. His friends, family, and coworkers find him unsafe and condescending. John then goes on to convince himself he is doing God’s work by misapplying selected verses of Scripture. “Of course that person hates me,” he says to himself. “All those who desire to be godly will suffer persecution.” Ultimately, however, he is using God to run from God.

1. Clarify Together At the first step, Clarify Together, you are ready to begin coaching. Start by making sure you have permission to coach the potential candidate, and verify that you have selected a time that works for you both. Clarifying Together is about setting the stage for the coaching conversation and making sure there is alignment about why you are engaging in this process. Here are some questions that may be helpful during this step: What are the most important visions, strategies, goals, or outcomes that you are seeking to accomplish? What are the benefits of going after these anticipated goals and key outcomes? What are the costs or negative consequences of not doing these things? What is the single most important thing to do now to advance toward your goal? What performance gaps, poor behaviors, or challenging issues need to be addressed? On a scale of 1 to 10 (with 10 being the highest), how likely are you to make your goal happen in the time frame you have committed to? How might you alter the plan to move it closer to a 10?

The record of the saints shows that, until we have been shaped, trained, and appointed to our respective ministries, our inward sense of calling can be either true or false when we are left to our own devices. In many of today's ordination processes, far too much emphasis is placed on the candidate's inward sense of vocation, which reflects an unhealthy kind of subjectivism. In the selection process and throughout a lifetime of ministry, the perceptions and faith-experience of the community should be the greatest indicator of leadership potential and success. In the individual candidate, the surest sign of a pastoral vocation is a recognizable desire to build up the church, with some awareness of its joy and satisfaction as well as its labor and difficulty. Any other form of personal self-fulfillment is misleading in the selection process, and it will cause even greater problems down the road, when pride and vainglory become enormous impediments to the exercise of a faithful ministry.

rights are guaranteed. Not open for discussion. Not to be abridged, abused, or abrogated by any man or any government. A privilege—well, now that’s just permission, to be granted or denied as the masters please. We can vote, but for the candidates they select. We can speak freely, but anyone who

We’ve flipped from a system that selected candidates who were broadly appealing to party officials to a system that selects candidates who are adored by base voters.

deaf president now Most of you have probably seen the phrase, but what do you know about the “Deaf President Now” movement? Despite being the first Deaf university in the world, Gallaudet had never had a Deaf president before, and in March 1988 that was finally about to change. The Board of Trustees was slated to choose the next president from a list of three finalist candidates, two Deaf, one hearing. In the lead-up to the board meeting, students and faculty had been campaigning and rallying in support of a Deaf president. THE CANDIDATES DR. ELIZABETH ZINSER, hearing, Vice-Chancellor of Academic Affairs at University of North Carolina DR. HARVEY CORSON, Deaf, Superintendent of the Louisiana School for the Deaf DR. I. KING JORDAN, Deaf, Dean of College of Arts and Sciences at Gallaudet On March 6th, the board selected Zinser. No announcement was made. Students found out only after visiting the school’s PR office to extract the information. Students marched to the Mayflower hotel to confront the Board. Chair Jane Spilman defended the selection to the crowd, reportedly saying, “deaf people can’t function in the hearing world.” WHAT HAPPENED NEXT? MARCH 7TH: Students hot-wire buses to barricade campus gates, only allowing certain people on campus. Students meet with Board, no concessions made. Protesters march to the Capitol. MARCH 8TH: Students burn effigies, form a 16-member council of students, faculty, and staff to organize the movement. THE FOUR DEMANDS: Zinser’s resignation and the selection of a Deaf president Resignation of Jane Spilman A 51% Deaf majority on the Board of Trustees No reprisals against protesters WHAT HAPPENED NEXT? MARCH 9TH: Movement grows, gains widespread national support. Protest is featured on ABC’s Nightline. MARCH 10TH: Jordan, who’d previously conceded to Zinser’s appointment, joins the protests, saying “the four demands are justified.” Protests receive endorsements from national unions and politicians. DEAF PRESIDENT NOW! MARCH 10TH: Zinser resigns. MARCH 11TH: 2,500 march on Capitol Hill, bearing a banner that says “We still have a dream.” MARCH 13: Spilman resigns, Jordan is announced president. Protesters receive no punishments, DPN is hailed as a success and one of the precursors to the passing of the Americans with Disabilities Act (ADA).

Under a democratic form of government, a minority of the individuals governed select the winning candidate. The winning candidate then proceeds to decide issues largely on the basis of pressure from special-interest groups. What it actually amounts to is rule by those with political pull over those without it. Contrary to the brainwashing we have received in government-run schools, democracy—the rule of the people through their elected representatives—is a cruel hoax!

Onboarding is the process of converting a selected candidate into a committed and productive employee.

Finally, Christians can use more-advanced strategies like geofencing. Geofencing is a powerful marketing strategy my marketing company uses for commercial clients. It targets prospects and gathers their mobile IDs based on their physical location. You can target your prospect by time and/or location — for example, anyone who went to a selected church in the last week, in the last month, or in the last six months. You can also select anyone who went just one time, two times in one month, four times in two months, and so on. It’s a great way to get very specific contact lists that meet pretty much any criteria you can think of. If a pastor simply won’t talk about the election, geofencing their church is a good way to get directly to the church attendees. For one campaign, my company “fenced” 74 different evangelical churches in a candidate's district and gathered 94,000 mobile IDs, thereby building a large database in a short amount of time. In the end, we collected the contact information of 10,000 highly motivated voters who were also considered “low propensity” voters for the clients’ database. We also generated potential voters by getting: • 100,000+ landing page visitors. • 942,000 ad impressions. • 288,000 video views. All these views and ad impressions led to increased voter awareness and turnout for our client.

In principle, the document stated that selection should be carried out in any country where it was actually possible to select candidates. The countries explicitly listed were Morocco, Tunisia, Algeria, Turkey, Persia, India, and the countries of Central and Western Europe. The cases of rescue Aliyah that would be determined by the Coordination Committee were explicitly excluded.124 The class component of selection was clearly present in the decision to also exempt “people with means” (baalei emtzaim), and implicit in the choice not to include the Americas in the list of regions where selection would be implemented in order not to deter the “handful of Jews who would be interested in making Aliyah from there,” as Levi Eshkol put it.

Contemporaries suspected that the policy of selectivity had deterred many potential candidates from applying in the first place, as did the spreading of knowledge that absorption conditions in Israel were anything but good.152 Moreover, the economic and security situation in North Africa had improved to the point that fewer Jews were interested in making Aliyah. According to French Protectorate sources, 2,466 Jews who had gone to Israel even returned to Morocco between 1949 and 1953.153 By 1954, the fear that immigration might stop altogether had reached the Aliyah Department of the Jewish Agency.

The job interview is perhaps the most obvious example of this sort of unpaid emotional labour: here the candidate must appear sufficiently confident and enthusiastic to satisfy a selection panel assessing "presentation" and "personality", as if these were objective scientific criteria. So the interview, regardless of the job, becomes a kind of talent show audition hinging on generic questions about change, teamwork etc. (the equivalents of the standard repertoire of X Factor ballads), while the interviewee must project an all-purpose positivity by extemporising around this script without revealing its artificiality. The candidate must project the right image and hit the right notes, and must put his 'heart and soul' into every performance, even for the most dreary role.

That was an understandable reaction. The fourth trial was the last step in the Arch Commandant selection process, and the simplest… as well as the most ridiculously archaic. Just one fight, Wielder against Wielder. It would take place in the Scar — the birthplace of magic, a chasm not far from the base of the Towers. When magic had returned to the world half a millennium ago, that chasm was the breaking point. To this day, it remained one of the most unique magical settings in the world. That was the whole romanticized idea: put two candidates in the birthplace of magic itself for their final battle, to test their connection, their commitment, to the forces they Wielded.

Weale had joined the Scouts from the regular army within a few weeks of it being formed. The regiment’s ethos was inspired by the British SAS, with whom several of its senior officers had served, either during the Second World War or in the Malayan emergency or both, but the selection process was even more gruelling: it took seventeen days, the first five of which required living entirely off the land at a training camp on the shores of Lake Kariba. On the fifth day, candidates were given the rotten carcass of a baboon as a reward for making it that far. The few who remained after that – usually around 10 per cent – were given the most meagre of rations to survive the rest of the course to supplement their diet of living off the land. A further four weeks’ training followed, during which they were still monitored for suitability. Successful recruits therefore started out with a strong sense of camaraderie and great pride, as each man knew that the others had also gone well beyond the norms of human endurance and behaviour to become a Selous Scout.

Much has been written about process design, so I won’t repeat that here. I have found the “The Basics of Production,” the first chapter of Andy Grove’s High Output Management, to be particularly helpful. For new companies, here are a few things to keep in mind:   Focus on the output first. What should the process produce? In the case of the interview process, an outstanding employee. If that’s the goal, what’s the process to get there?   Figure out how you’ll know if you are getting what you want at each step. Are you getting enough candidates? Are you getting the right candidates? Will your interview process find the right person for the job? Once you select the person, will they accept the job? Once they accept the job, will they become productive? Once they become productive, will they stay with your company? How will you measure each step?   Engineer accountability into the system. Which organization and which individual is responsible for each step? What can you do to increase the visibility of their performance?

By some quirk of fate, I had been chosen—along with five others—as a candidate to be the next equerry to the Princess of Wales. I knew little about what an equerry actually did, but I did not greatly care. I already knew I wanted to do the job. Two years on loan to the royal household would surely be good for promotion, and even if it was not, it had to be better than slaving in the Ministry of Defense, which was the most likely alternative. I wondered what it would be like to work in a palace. Through friends and relatives I had an idea it was not all red carpets and footmen. Running the royal family must involve a lot of hard work for somebody, I realized, but not, surely, for the type of tiny cog that was all I expected to be. In the wardroom of the frigate, alongside in Loch Ewe, news of the signal summoning me to London for an interview had been greeted with predictable ribaldry and a swift expectation that I therefore owed everybody several free drinks. Doug, our quiet American on loan from the U.S. Navy, spoke for many. He observed me in skeptical silence for several minutes. Then he took a long pull at his beer, blew out his mustache, and said, “Let me get this straight. You are going to work for Princess Di?” I had to admit it sounded improbable. Anyway, I had not even been selected yet. I did not honestly think I would be. “Might work for her, Doug. Only might. There’re probably several smooth Army buggers ahead of me in the line. I’m just there to make it look democratic.” The First Lieutenant, thinking of duty rosters, was more practical. “Whatever about that, you’ve wangled a week ashore. Lucky bastard!” Everyone agreed with him, so I bought more drinks. While these were being poured, my eye fell on the portraits hanging on the bulkhead. There were the regulation official photographs of the Queen and Prince Philip, and there, surprisingly, was a distinctly nonregulation picture of the Princess of Wales, cut from an old magazine and lovingly framed by an officer long since appointed elsewhere. The picture had been hung so that it lay between the formality of the official portraits and the misty eroticism of some art prints we had never quite got around to throwing away. The symbolic link did not require the services of one of the notoriously sex-obsessed naval psychologists for interpretation. As she looked down at us in our off-duty moments the Princess represented youth, femininity, and a glamour beyond our gray steel world. She embodied the innocent vulnerability we were in extremis employed to defend. Also, being royal, she commanded the tribal loyalty our profession had valued above all else for more than a thousand years, since the days of King Alfred. In addition, as a matter of simple fact, this tasty-looking bird was our future Queen. Later, when that day in Loch Ewe felt like a relic from another lifetime, I often marveled at the Princess’s effect on military people. That unabashed loyalty symbolized by Arethusa’s portrait was typical of reactions in messhalls and barracks worldwide. Sometimes the men gave the impression that they would have died for her not because it was their duty, but because they wanted to. She really seemed worth it.

It was true that I wasn't the best candidate for the crown, but I didn't deserve to be in the running at all if I couldn't at least be brave enough to confess how I felt.

Si les gens d'autrefois paraissent candides, c'est souvent en fonction de la perspective déformante due à une corruption plus ou moins généralisée ; les taxer de naïfs est en somme leur appliquer une loi rétroactive, juridiquement parlant. De même, si tel auteur ancien peut donner une impression de simplicité d'esprit, c'est pour une large part parce qu'il n'avait pas à tenir compte de mille erreurs encore inconnues ni de mille possibilités de mésinterprétation, et aussi, parce que sa dialectique n'avait pas à ressembler à une danse écossaise entre des œufs, étant donné qu'il pouvait se passer largement de nuances ; les mots avaient encore une fraîcheur et une plénitude - ou une magie - qu'il nous est difficile d'imaginer dans le climat d'inflation verbale où nous vivons.

The attempt was even more brazen due to the apparent belief that Putin assumed that he and his oligarchy could charm, groom, and select a candidate, then with the right amount of cybercrime and enough organized propaganda they could actually choose a president of the United States to do their bidding. The

Edwards sought to impose a new test of qualification. He required, namely, that the candidate for full communion should give evidence of being converted, and as such converted person, should make a public profession of godliness. This restriction ran counter to the principles and usage established by Mr. Stoddard, accepted by most of the neighboring churches, and hitherto followed by Edwards himself, according to which, not only might persons be admitted to church membership on the terms of the “Halfway Covenant,” but they might come to the Lord’s Supper, if they desired to do so, even without the assurance of conversion, the hope being that the rite might itself prove a converting ordinance.

Promotions and appointments are controlled by a rite of passage in the civil service called empanelment, which decides whether civil servants, predominantly officers of the IAS, can serve in Government of India as joint secretaries, additional secretaries and secretaries. Though officially the selection is done by a committee chaired by the cabinet secretary and comprising the home secretary, secretary personnel, and principal secretary to prime minister, and then approved by the Appointments Committee of the Cabinet, no one really knows how it is actually done. The rules are changed whenever required to assist a political favourite as files apparently fly between South Block and 10 Janpath. Pencil entries are made deleting and adding candidates as per the dictates of the powerful, and the minutes of the original selection committee are signed only after agreements between the political masters, business houses and captive or powerful bureaucrats are reached. These proceedings are then smoothly approved by the Appointments Committee of the Cabinet comprising the home minister and prime minister. The same controlling clique proceeds to appoint the convenient bureaucrat to high profile, lucrative ministries such as defence, home, finance, civil aviation, telecommunication, petroleum, urban development, steel etc. while officers without clout are consigned to residual ministries, normally the social sector ones. Potential for commissions and kickbacks determine which ministries must have captive bureaucrats, and these are the ministries that the DMK has traditionally claimed. The UPA added another dimension that cemented the politician-bureaucrat nexus by decreeing informally and formally that ministers have the right of choice of their secretaries. This meant that the empanelled secretary had to do the rounds of ministries where vacancies were imminent, and solicit his case for selection, unless some higher politician or business house had already spoken for him. And it would be naive to think that such an appointment would be pro bono publico. An honest bureaucrat has nowhere to turn for redressal as the relevant fora were also clearly controlled by the same mafia. With a sense of resignation all they could do is attempt a joke, ‘the Nair you are, the higher you are’!

The Electoral College, made up of locally prominent men in each state, would thus be responsible for choosing the president. Under this arrangement, Hamilton reasoned, “the office of president will seldom fall to the lot of any man who is not in an eminent degree endowed with the requisite qualifications.” Men with “talents for low intrigue, and the little arts of popularity” would be filtered out. The Electoral College thus became our original gatekeeper. This system proved short-lived, however, due to two shortcomings in the founders’ original design. First, the Constitution is silent on the question of how presidential candidates are to be selected. The Electoral College goes into operation after the people vote, playing no role in determining who seeks the presidency in the first place. Second, the Constitution never mentions political parties. Though Thomas Jefferson and James Madison would go on to pioneer our two-party system, the founders did not seriously contemplate those parties

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And then, oh God, she realized the Sussex Waltz was beginning which reminded her that... She turned. The other man she'd been unable to refuse earlier was standing before her. He stretched out a hand. She could not for the life of her understand what the Duke of Falconbridge wanted from her. She ascribed his presence and his attention to the week's general theme, which was "torture." He'd perhaps come to Sussex to shop for a wife, since he'd recently shed himself of the candidate he'd selected. It wouldn't be her. 'Regardless' of how determined he might be. And the man personified determination. Regardless of the glimmer of temptation she'd felt to... well, allow herself to be charmed. To surrender to the sheer force of him. The notion that she'd ever thought she could entirely ignore someone of his reputation on her walk today she ascribed to naïveté and heartbreak. He'd skillfully found her unprotected flank again and again. He'd even made her smile when she'd thought to never do it again. And yet she recalled his eyes when she'd said the name "Abigail." She'd panicked; she'd played her trump. And she'd hurt him. This was the impression that lingered. It was as though everything else he'd said and done up until then had been steps in a dance, and he'd only dropped his mask when she tripped him. So he was a clever man, a watchful man, a powerful man, but a man with unexpectedly human vulnerabilities. She wasn't certain she cared. She still didn't think he was a 'nice' man. She took his hand. She was immediately overwhelmingly conscious of its size; it enveloped hers with almost absurd masculine strength.

The selection of P.J. Thomas as CVC exposed the deficiencies in the process, and subsequent revelations in the Supreme Court case challenging his appointment revealed the complete lack of ethics in the UPA government in selecting a highly unsuitable candidate for this very crucial appointment that is meant to be the national instrument to check corruption.

Miss Hunter leaned toward Stormy. “Well, as you also may know, ever since the year when Dylan Jackson was nominated for and won prom queen without his knowledge, it’s been school policy to inform all nominees that they have been selected as a candidate for prom queen.

Finding a job that is a good fit is as much about you selecting the right company as it is about them selecting the right candidate.

Race norming is the practice of converting individual test scores to percentile or standard scores within one’s racial group. In the process of race norming, an individual’s percentile score is not calculated in reference to all persons who took the test; instead, an individual’s percentile score is determined only in reference to others in the same racial group. After norming scores by percentile in separate racial groups, the lists are combined to make selection decisions. By norming within racial groups, the same raw score for Whites and Blacks can be converted to different percentile scores based on the distribution of scores for each racial group. For example, suppose that a White candidate and a Black candidate each earn a raw score of 74 points on a test. If the White candidate’s test score is converted to a percentile only in reference to other White candidates and the Black candidate’s test score is converted to a percentile only in reference to other Black candidates, then the percentile scores earned by the two candidates may not be equal even though they attained the same raw test score. Perhaps the 74-point raw score for the White candidate may be at the 60th percentile of the White distribution of scores, whereas the 74-point score for the Black candidate may be at the 65th percentile of the Black distribution of scores. When the White and Black percentile scores are combined into a common list and selection decisions are made, the candidates who scored the same 74 raw points on the test might be treated very differently. For example, if the organization decides to hire only persons who scored at the 65th percentile and above, then the Black candidate would be selected and the White candidate would not. In another circumstance, the organization could decide to hire persons with the highest percentile first, which would mean that the Black candidate would be selected prior to the White candidate.

To maximize pleasure and to minimize pain - in that order - were characteristic Enlightenment concerns. This generally more receptive attitude toward good feeling and pleasure would have significant long-term consequences. It is a critical difference separating Enlightenment views on happiness from those of the ancients. There is another, however, of equal importance: that of ambition and scale. Although the philosophers of the principal classical schools sought valiantly to minimize the role of chance as a determinant of human happiness, they were never in a position to abolish it entirely. Neither, for that matter, were the philosophers of the eighteenth century, who, like men and women at all times, were forced to grapple with apparently random upheavals and terrible reversals of forture. The Lisbon earthquake of 1755 is an awful case in point. Striking on All Saints' Day while the majority of Lisbon's inhabitants were attending mass, the earthquake was followed by a tidal wave and terrible fires that destroyed much of the city and took the lives of tens of thousands of men and women. 'Quel triste jeu de hasard que le jeu de la vie humaine,' Voltaire was moved to reflect shortly thereafter: 'What a sad game of chance is this game of human life.' He was not alone in reexamining his more sanguine assumptions of earlier in the century, doubting the natural harmony of the universe and the possibilities of 'paradise on earth'; the catastrophe provoked widespread reflection on the apparent 'fatality of evil' and the random occurrence of senseless suffering. It was shortly thereafter that Voltaire produced his dark masterpiece, Candide, which mocks the pretension that this is the best of all possible worlds. And yet, in many ways, the incredulity expressed by educated Europeans in the earthquake's aftermath is a more interesting index of received assumptions, for it demonstrates the degree to which such random disasters were becoming, if not less common, at least less expected. Their power to shock was magnified accordingly, but only because the predictability and security of daily existence were increasing, along with the ability to control the consequences of unforeseen disaster. When the Enlightened Marquis of Pombal, the First Minister of Portugal, set about rebuilding Lisbon after the earthquake, he paid great attention to modern principles of architecture and central planning to help ensure that if such a calamity were to strike again, the effects would be less severe. To this day, the rebuilt Lisbon of Pombal stands as an embodiment of Enlightened ideas. Thus, although eighteenth-century minds did not - and could not - succeed in mastering the random occurrences of the universe, they could - and did - conceive of exerting much greater control over nature and human affairs. Encouraged by the examples of Newtonian physics, they dreamed of understanding not only the laws of the physical universe but the moral and human laws as well, hoping one day to lay out with precision what the Italian scholar Giambattista Vico described as a 'new science' of society and man. It was in the eighteenth century, accordingly, that the human and social sciences were born, and so it is hardly surprising that observers turned their attention to studying happiness in similar terms. Whereas classical sages had aimed to cultivate a rarified ethical elite - attempting to bring happiness to a select circle of disciples, or at most to the active citizens of the polis - Enlightenment visionaries dreamed of bringing happiness to entire societies and even to humanity as a whole.

Men and women complement each other’s strengths well. However, when a male perspective dominates female ones, the world ends up living narratives that may be successful in some situations but simply cannot get us the results we want in others. For example, if we want peace, why do we keep telling war stories? Why don’t we turn to the half of the human race that has fostered other means of resolving conflict? Force can stop violent behaviors temporarily, but authentic sharing through story, which often has been nurtured by women, can move antagonists toward understanding one another and building the trust that leads to lasting peace. Similarly, in our politics, warlike competition prevails when candidates run for office, but to govern successfully, they need to utilize more feminine modes, reaching across the aisle to solve problems together. All of the major religions in the world instruct us to love one another as a road to a better collective and personal quality of life. Jesus repeated this decree over and over, in slightly different words: “A new command I give you: Love one another. As I have loved you, so you must love one another” (John 13:34, NIV). “If you love me, feed my sheep” (adapted from John 21:17). And quoting the Torah, “Love thy neighbor as thyself” (Lev. 19:18; Matt. 22:39, ASV). It was his major message. Rabbi Sefer Baal Shem Tov, founder of Hasidic Judaism, spoke to the deep roots of love in the Hebrew faith: “‘Thou shalt love thy neighbor as thyself.’ Why? Because every human being has a root in the Unity, and to reject the minutest particle of the Unity is to reject it all.”1 The sayings of Muhammad, selected and translated by the Sufi Kabir Helminski, include the very strong statement, “You will not enter paradise until you believe, and you will not believe until you love one another.”2 Rumi, the thirteenth-century Sufi mystic and poet, proclaimed, “It is Love that holds everything together.”3 The Buddha enjoined us to “radiate boundless love towards the entire world—above, below, and across—unhindered, without ill will, without enmity.”4 Loving-kindness remains a cardinal practice of modern Buddhism. In the Hindu tradition, love also is the religion’s central tenet. Swami Sivananda sums this up in these words: “Your duty is to treat everybody with love as a manifestation of the Lord.”5

With a StoryBrand-inspired narrative, ordinary jobs become extraordinary adventures. With a unifying BrandScript, the above story would have gone more like this: Before even applying for a job, the prospective employee has already heard the buzz on the street about this cool company. It’s somehow more alive. The people who work there love it and so do their customers. They exude a sense of competence within their industry as well as across the community in general. Their leaders are respected. Even their former employees talk about it with a hint of sentimental longing. On the list of ideal places to work, there are few that compare. During the first interview, the candidate starts to understand where the buzz has been coming from. The hiring manager describes the company the way you might describe Lewis and Clarke preparing to tame the western frontier. There are interesting characters whose lives have led them to this place. Business goals sound like plot twists. There are mountains to climb and rivers to cross. There are storms to weather, bears to hunt, and treasure to find. The hiring manager is visibly excited as she walks effortlessly through the seven categories of the company’s narrative. But not just anyone gets selected for this expedition. The employees of this company aren’t trying to be snobs; they’re just staying true to the story they’re following and they don’t want to compromise the plot. If you happen to be selected, it’s because destiny basically demands it. Instantly the candidate’s concept of work shifts up a level. It’s no longer just about what he can get out of it. It’s also about who he will become if he’s allowed to enter the story. He senses that working for this company will transform him. By the second and third interviews, the candidate has met most of the team and even been interviewed by them. Everyone he meets tells the exact same story he heard on the street and in the first interview. The story is growing on him. He realizes he needs to be part of a story like this to be fully satisfied in life. We all do. Finally, his first day on the job arrives, and the onboarding experience is more like being adopted than getting hired. He spends quality time with a facilitator who takes a small, new team through a curriculum explaining the story of their customer and how the company positions themselves as the guide in their customers’ story. Amazingly, the onboarding is more about the company’s customers than it is about the company itself. This organization loves their customers and is obsessed with seeing them win the day. Finally, the new employee discovers the secret. These people are here to serve a customer they love.

When we select a candidate for any office we are not selecting a leader—in fact we are not looking at character traits at all—we are merely selecting a mirror, and the man who can best function in that reflective capacity is the victor. Unfortunately, since this requires the politician not only to try to "mirror" my desires, but also a thousand others, the one who wins is not simply a mirror, but a complex "prism" of sorts, attempting to "represent" a thousand wills at once. The last person he is actually allowed to be is himself. Needless to say, no authentic man—much less a great leader—would subject himself to such degradation. And yet we demand it of all politicians.

Deke proposed a system which had been used in previous selections, and with minor modifications we agreed. It was a thirty-point system divided equally into three parts: academics, pilot performance, character and motivation. “Academics” was really a misnomer, as an examination of its components will reveal: IQ score—one point; academic degrees, honors, and other credentials—four points; results of NASA-administered aptitude tests—three points; and results of a technical interview—two points. Pilot performance broke down into: examination of flying records (total time, type of airplane, etc.)—three points; flying rating by test pilot school or other supervisors—one point; and results of technical interview—six points. Character and motivation was not subdivided, but the entire ten-point package was examined in the interview, and the victim’s personality was an important part of it. Hence, of the thirty points (the maximum a candidate could earn), eighteen could be awarded during the all-important interview. My recollection is that we spent an hour per man, using roughly forty-five minutes to quiz him and fifteen in a postmortem. We sat all day long in a stuffy room in the Rice Hotel, interviewing from early morning to early evening, for one solid week.

I demand the same rights to control access as the caretaker of Blackwell Keep.” “Your contentment is irrelevant,” Marat said. “The arrangement cannot be altered.” “Except by mutual agreement between the caretakers,” Celebrant said smoothly. “We won’t change the arrangement,” Kendra said. Celebrant glared at her for a long moment. “Then we may find ourselves in conflict. If I were to become the sole caretaker, the power to come and go from Wyrmroost would reside with me. You have been warned.” “Are the applicants acceptable?” Marat asked. Celebrant drew his head near Kendra and Seth again, sniffing one, then the other. Kendra held still and kept her gaze away from his eyes. Celebrant swung his head over to Marat. “I will accept the candidates on one condition,” Celebrant said. “Make it official right now. Give up your post and instate them as caretakers immediately. Otherwise I will deny them the opportunity.” “Normally we verify our choice with Lord Dalgorel of the Fair Folk,” Marat said. “That is a matter of courtesy, not necessity,” Celebrant said. “Dalgorel has no power to veto our selection. It will be as

demand the same rights to control access as the caretaker of Blackwell Keep.” “Your contentment is irrelevant,” Marat said. “The arrangement cannot be altered.” “Except by mutual agreement between the caretakers,” Celebrant said smoothly. “We won’t change the arrangement,” Kendra said. Celebrant glared at her for a long moment. “Then we may find ourselves in conflict. If I were to become the sole caretaker, the power to come and go from Wyrmroost would reside with me. You have been warned.” “Are the applicants acceptable?” Marat asked. Celebrant drew his head near Kendra and Seth again, sniffing one, then the other. Kendra held still and kept her gaze away from his eyes. Celebrant swung his head over to Marat. “I will accept the candidates on one condition,” Celebrant said. “Make it official right now. Give up your post and instate them as caretakers immediately. Otherwise I will deny them the opportunity.” “Normally we verify our choice with Lord Dalgorel of the Fair Folk,” Marat said. “That is a matter of courtesy, not necessity,” Celebrant said. “Dalgorel has no power to veto our selection. It will be as

Unsophisticated'," he said, cracking himself up again, " 'but nubile'. Jesus, where do they get that stuff? Nubile." "Try to contain your hilarity." Sophia sat behind the desk in her office in the villa and continued to study the models Kris had chosen for the ads. "And I'd appreciate it if you'd warn me the next time you decide to add a mystery vintage to the selection." "Last-minute candidate. And it was in the name of science.

The primary elections are the cornerstones of the plebiscitary presidency. They strip away the veneer of party unity and expose the individuality of each candidate. As contemporary selection procedures force party leaders to compete with one another in the open, they prompt them to differentiate themselves publicly and to boast of their independence of mind. Pitting potential party spokespersons against one another in public combat, these procedures undercut the credibility of the candidate's affiliation with anything other than him- or herself.

Translated as “God Wind,” “Divine Wind” and “God Spirit,” kamikazes would sink 47 Allied vessels and damage over 300 by the end of the war, but the rise in the use of kamikaze attacks correlated the loss of the Empire’s air superiority and its waning industrial might. This method of fighting would become more common by the time Iwo Jima was fought over, and it was especially prevalent during the invasion of Okinawa. The “privilege” of being selected as a kamikaze pilot played directly into the deep-seated Japanese mindset of “death before defeat.” The pilot training manual assured each kamikaze candidate that when they eliminated all thoughts of life and death, fear of losing the earthly life can be easily overcome. Still,

Stay clear of anyone—other than a clergyman—who refers to God more than once in an hour One sees a growing number of professional moralists who appear on TV telling people what God wants of them. If these folks are right about God, it is splendid news, and one should follow them as if they were Moses. If, however, they have misinterpreted God's wishes—about political candidates, free expression, human reproduction, and other issues on which He is said to be communicating His opinions to a select few—or if these professional moralists have mistaken God's voice for, say, Elvis's, then paying attention to them may only lead to divine trouble. Better to play it safe and avoid such people. The danger in hanging around them is that God may be tired of listening to them misrepresent Him and decide to revert to His old bad-tempered tricks with locusts and floods. Of course, this being the 21st century, He may have refined His arsenal so that He can pick off only the offenders and leave the rest of us unharmed. But I would not count on this. God is good, but He may not be that good. ***

How did I feel when I entered Daltonbury Hall? I was excited, elated and filled with anticipation to be in England. This was a country wherein I had wanted to be located since I was six years of age. As a teenager, I was fearless and dying to explore new, uncharted territories. Daltonbury Hall was precisely the relief I craved after my Methodist Boys’ School bullying experiences. To have a handsome, caring ‘big brother’ twenty-four seven as my guardian was a dream come true for this gay boy. Was my life in Malaya very different from England? Very much so! To me, England was a completely different planet. I felt as if I had landed on the Moon. Instead of a planet filled with ugly rocks, it was a planet filled with good-looking boys (especially those I came in contact with as I was secretly groomed to enter E.R.O.S.). The boys I befriended were well-mannered and aristocratic in more ways than just being born into wealthy homes. E.R.O.S. selected candidates that had a certain je ne sais quoi about them. That made a big difference to me; they weren’t like the ‘regular’ boys I encountered at the Methodist Boys School in Malaysia. You asked how I coped when I first arrived in the United Kingdom. I was homesick for the first few weeks but I adjusted to my new environment quickly. Daltonbury Hall provided me with a fresh start, a new life. A life I was happy to leave behind when I left Kuala Lumpur. Everything was exciting, even at times when I was uncertain about my capabilities in my studies. The ‘big brothers’ were always available to assist, to comfort and encourage the freshmen and juniors when we faced difficulties in our educational and private lives. In my opinion, the BB and BS program should be installed in regular schools. I believe this will eliminate the current dysfunctional school system and reduce school bullying as well as suicidal behavior in students. More often than not, adolescent boys look to an older and more experienced guardian for guidance and mentorship. I blossomed under Nikee, Andy, and Oscar’s tutelage.

A ministerial report published in May 2016 found ‘widespread practices of improper and unfair influence affecting the outcomes of the appointment of educators’, and that the ‘current process for selecting candidates for appointment in the education sector is riddled with inconsistencies’. It concluded that ‘where authority is weak, inefficient and dilatory, teacher unions [the South African Democratic Teachers’ Union, SADTU] move into the available spaces and determine policies, priorities and appointments, achieving undue influence over matters which primarily should be the responsibility of the Department [of Basic Education]’.155 The report followed widespread coverage of corruption and abuse of learners, including teachers paying union officials to appoint them to senior positions, and demands for sex in return for jobs. A January 2017 article in The Economist (‘South Africa has one of the world’s worst education systems’) found that: ‘A shocking 27% of pupils who have attended school for six years cannot read, compared with 4% in Tanzania and 19% in Zimbabwe. After five years of school about half cannot work out that 24 divided by three is eight. Only 37% of children starting school go on to pass the matriculation exam; just 4% earn a degree.’156

If we are better able to select people up front, that means we have less work to do with them once they are hired. The worst case with a 90th percentile candidate is that they have an average year. They are unlikely to become the worst performer in the company. An average candidate, however, will not only consume massive training resources, but is also just as likely to end up performing well below average as above average.