Employment psychology

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Monograph

Identifikator:: 1028407564

URN:: urn:nbn:de:zbw-retromon-47263

Document type:: Monograph

Author:: Link, Henry Charles; Thorndike, Edward L. http://d-nb.info/gnd/118802127

Title:: Employment psychology

Place of publication:: New York

Publisher:: MacMillan

Year of publication:: 1924

Scope:: 1 Online-Ressource (XII, 440 Seiten)

Digitisation:: 2018

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY DEFINED ideas on the best way in which to hire applicants. There fore, even though there is some understanding between them regarding the general character of the applicants they wish to hire, their methods of selection are not stand ard, and their results are bound to be different. For in stance, it is quite within the realm of probability that each of two interviewers should interview in turn and un known to each other the same applicants, and that one interviewer should hire one-half of those interviewed while the other hired the other half. Even if a corps of interviewers should happen to work together harmo niously, the fact that the personnel of the corps is subject to constant change will result in a corresponding change in its standards of employment. In one year, an entirely new staff of interviewers may come into office, with the consequence that the entire method of hiring is radically changed. But even in smaller places, where one person does all the hiring, there is no guarantee of uniformity. To begin with, there is the same likelihood that the person who does the hiring will be succeeded by another. But in addition to this source of variability, each man in himself pos sesses a variety of moods and methods which make it im possible for him to produce standard results. On some days the interviewer will be in a jovial and sympathetic mood, so that he will find it almost impossible to turn away even the most unsuitable applicant. On other days he may be cross enough to turn away most desirable appli cants. Moreover, every individual is subject to certain prejudices of religion, race, caste, etc., which affect his Judgment. Unconsciously, these prejudices operate in the mental processes by which the interviewer selects from among the available candidates. If two applicants are

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