Screening of Candidate Staff Intuitives

Candidates who wished to join the CAI staff as expert intuitives were first given a preliminary interview then a series of four tests to confirm their competence in accessing new information intuitively, accurately and in response to questions, and in communicating the information clearly to those requesting it. They also needed to be responsible representatives of CAI’s policies and its programs when interacting with clients.

For the first test, I asked for a few items of specific information not known to myself or most people and almost certainly not to the candidate, but which could easily be verified later.

The second test sought personal information about a volunteer “guinea pig,” a person known to me whose life was so open and rich with challenges that additional guidance was always welcome, and who agreed to give me feedback afterwards on its accuracy.

The third test requested biographical information about an obscure person in history—usually an Ancient Egyptian in whose life I had a special interest—about whom very little is known historically and whom the candidate would very likely not already know about. I planned to utilize portions of this new information into intuitive biographies.

These three tests, if passed successfully, were followed by a full and formal inquiry session before the candidate was accepted onto the staff as an expert intuitive. Even then they remained on probation for several months of practice with factual inquiries and counseling.

Finally, for most candidates I also requested a fragment of specialized technical information not already known to myself, in science or probably to anyone alive. I hoped that it might prove to be useful on one of CAI’s on-going projects in applied intuition. It was checked for general credibility, but any more complete verification would take place much later. Not all candidates could be qualified on this fourth test.

It was usually obvious before the screening was finished if a new candidate was not qualified, but it seemed only fair to continue the tests to be certain and so that helpful reasons could be given for a rejection.

These test questions were shaped by the condition that the information being sought should have a potential and positive practical purpose, and whenever possible should have a potential for ultimate verification. I also made the assumption that we should not seek information already well known or known to myself.

This screening procedure was retained for nearly ten years for maintaining a regular staff of seven to ten expert intuitives by replacing those who departed. A few of those qualified and accepted turned out to have limited versatility but were retained and participated intermittently on particular kinds of subject matter. There was never a need to compromise on quality since enough qualified candidates were always available.

 

Last modified: April 4, 2017