Employment psychology

Bibliographic data

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

Usage license:: Get license information via the feedback formular.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: Part IV. Conclusion

Collection:: Economics Books

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 men tioning all these factors at this point, we presuppose, of course, that the various phases of the employment proc ess 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 com pany in which he is applying for work, the next step is to have him make out an application blank which will pro vide 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 appli cation form which will answer all purposes. Every in dustry 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 appli cation 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, spe cial 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 inter view. Or, if the applicant is a former employee, his rec ord 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

Access restriction

Copyright

fullscreen: Employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation