We can easily see why traditional interviews produce error in their prediction of job performance. Some of this error has to do with what we have termed objective ignorance (see chapter 11). Job performance depends on many things, including how quickly the person you hire adjusts to her new position or how various life events affect her work. Much of this is unpredictable at the time of hiring. This uncertainty limits the predictive validity of interviews and, indeed, any other personnel selection technique.
