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, pre 
sent 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