174  EMPLOYMENT  PSYCHOLOGY
in  selecting  applicants  for  jobs  has  the  same  result  which
arises  from  selecting  the  wrong  man  for  a  certain  course  of
instruction.  Employment  and  education,  therefore,  present ­
  the  same  problem,  the  problem  of  how  to  select  the
proper  individual  for  the  proper  vocation  or  vocational
training.  It  is  in  its  contribution  to  the  solution  of  this
problem  that  the  vocational  value  of  tests  resides.
For  the  purpose  of  vocational  selection,  all  individuals
may  be  roughly  divided  into  four  classes,  according  to
two  factors,  ability  and  training.  We  may  show  the  four
possible  combinations  of  these  two  factors  by  means  of  the
following  table:

Natural  ability

Natural  inability

Good  training

Poor  or  very  little
training

The  four  possible  combinations  to  be  deduced  from  this
table  are:  (1),  those  with  natural  ability  supplemented  by
special  training  in  some  special  field;  (2),  those  with
natural  ability  but  with  no  particular  training;  (3),  those
with  poor  natural  ability  but  a  thorough  training  in  some
particular  activity;  (4),  those  with  neither  training  nor
ability.  The  word  training  is  used  here  to  cover  both
education  and  experience.  All  individuals,  however,
whether  they  are  already  enrolled  in  an  organization  and
looking  for  or  being  sought  for  other  work,  or  whether  they
are  new  candidates,  first  applying  for  a  position,  may  be
roughly  classified  under  these  four  heads.
The  first  task  of  vocational  selection  or  training  is  to