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

344 EMPLOYMENT PSYCHOLOGY first step will probably be to find out, either by looking at the application blank or by asking the applicant, what kind of work he is seeking. If the applicant is seeking reemployment in the same capacity in which he served at some previous time, the interviewer’s next step will be to find out by referring to the candidate’s record what his success in that capacity has been. If the candidate’s record is one of success, it will be logical to infer that he can succeed at the same job again. If his record is one of failure, it will be necessary to carry the interview fur ther in order to discover the reasons for the failure and whether these reasons have been overcome. For instance, a former employee, working in the capacity of a drafts man, may have failed because his training had not been sufficiently thorough to fit him for that work. After leav ing his position, he may have taken a correspondence or night-school course in drafting which would now fit him to follow such work with increased possibilities of success, and it may therefore be advisable to reemploy him in the capacity in which he originally failed. On the other hand, if his experience in the intervening time has not been such as to contribute to his development, it would be unwise to hire him for the same kind of work unless it be in the capacity of a learner or an apprentice. The possible variations of this situation are infinite and must all be settled largely upon the basis of the candidate’s record. However, where this record is lacking, or where it is ambiguous and unreliable, or where the immediate circumstances are such as to raise any question, the fol lowing rule may be laid down as the safest guide: When ever any doubt arises about the status of an applicant formerly employed, always examine the applicant in the same thorough fashion in which an applicant about whose

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