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 IV. Conclusion

Collection:: Economics Books

A PRACTICAL COMBINATION OF EMPLOYMENT METHODS 34I step in chronological order, in the exact manner in which it would occur in actual practice. When an applicant appears for an interview, observation is inevitably the first step. It matters little whether the candidate makes his first appearance before the door attendant, the em ployment interviewer, or the employment manager. In each case the first act is to glance at the individual, make a general estimate of his appearance, and then make a mental reservation as to the general kind of work for which he will apply. In large organizations it is frequently desirable to make a rough classification of applicants as they enter, largely for convenience in handling the vari ous types of applicants. Obviously, the preliminary classification will depend entirely upon the nature and size of an organization, the variety of its workers, and other local factors. The initial division, which is fre quently made by a door attendant or high-class clerk, greatly facilitates the subsequent task of taking appli cations and holding interviews. A large manufacturing concern, for instance, may wish to divide its applicants into four groups, those applying for office or sales work, unskilled laborers, semi-skilled workers, and, finally, highly skilled workers such as tool makers, electricians, carpenters, and all such as have a distinct craft or trade. Laborers and semi-skilled workers are often unable to talk English fluently, or indeed at all, and it is therefore desirable to have an interviewer who can understand several languages and also a clerk who can make out application blanks for those who can not write; whereas, office workers and the more highly skilled workers will naturally be able to make out their own application blanks and will have to be interviewed much more care fully than those in the other two classes.

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