A PRACTICAL COMBINATION OF EMPLOYMENT METHODS 343 tion, the previous interview, and, in fact, of any action or correspondence which may have taken place at some previous time regarding the present applicant. In mentioning ­ all these factors at this point, we presuppose, of course, that the various phases of the employment process ­ which are to be discussed here shall already have been in use, and that therefore the resulting records are available whenever a former employee returns to seek reemployment. The value of such records can not be overemphasized. If the applicant has no previous record with the company ­ in which he is applying for work, the next step is to have him make out an application blank which will provide ­ some of the information necessary as a basis for the subsequent interview. The writer is not so bold as to offer the ideal application blank. There is no one application ­ form which will answer all purposes. Every industry ­ or commercial organization has its own particular needs and peculiarities and will design its application blank accordingly. Nevertheless, certain items can be enumerated as being almost indispensable on any application ­ form. Among these are: name, address, age, family circumstances, nationality, general education, special education, history of employment in the past, special experience, references, kind of work desired, special ­ qualifications for such work, and so forth. When the application blank has been filled out it should be passed over to the person who is to conduct the interview. ­ Or, if the applicant is a former employee, his record ­ as an employee and his original application should be placed in the hands of the interviewer in order to make the best possible use of this information. To obtain a cue from which to start the interview, the interviewer’s