A PRACTICAL COMBINATION OF EMPLOYMENT METHODS 355 
hundred which is to be considered the passing mark in 
the tests will be determined beforehand by means which 
have already been described in Part I. However, in ad 
dition to stating merely the numerical results of a series 
of tests, it may be desirable to state explicitly whether 
or not the candidate is recommended for a certain job. 
Before the significance of the tests given in connection 
with this work was as well understood as became the case 
later on, it was the practice of the psychological examiners 
to express the results of an examination on the appli 
cant’s card in the following broad terms: Recommended 
f or , or, not recommended for , 
or, recommended for a trial as . This, to 
be sure, is a somewhat crude expression of results, but 
where employment methods are also crude it has a cor 
responding advantage. 
After the results of the examination have made it appar 
ent that an applicant is to be hired, the next step is the 
physical examination. The importance and significance 
of this step have already been dwelt upon. The number 
of men who must be rejected on merely physical grounds 
is comparatively small, and for this reason, it is more 
economical to place this part of the employment proce 
dure near the end of the process. 
When, finally, it has been decided to engage an appli 
cant for a certain kind of work, the work of employment 
is by no means over. The introduction of the new em 
ployee into his place of work and the process of seeing 
that he is made to feel at home in that place in the short 
est possible time, is a very important part of the employ 
ment process. Some organizations do this by means of 
a little folder which describes the customs and rules of 
the organization and the privileges which an employee