PART  II

trade  tests  and  other  applications  of
EMPLOYMENT  PSYCHOLOGY
There  are  certain  broad  phases  of  employment  which  are
the  original  and  constant  nucleus  from  which  all  subsequent ­
  ones  develop.  These  are:  (i)  observing  an  applicant’s ­
  appearance;  (2)  obtaining  information  through
questions;  (3)  job  analysis;  (4)  introducing  the  new  employee ­
  to  his  job.  Employment  psychology  has  much  to
contribute  toward  placing  these  hitherto  haphazard
aspects  of  employment  on  a  more  scientific  basis.
One  of  the  most  interesting  of  recent  developments  is
the  perfection  of  the  question  method.  The  so-called
“trade  tests”,  devised  for  use  in  the  army,  are  the  best
example  of  this  development.  These  tests  consist  partly
of  a  series  of  questions  based  on  a  particular  trade,  with
the  answers  that  are  to  be  expected.  The  method  by
tvhich  they  are  developed  will  be  described  in  the  chapter
on  “How  to  Ask  Questions”.
Trade  tests  are  sometimes  spoken  of  as  something  quite
different  from  psychological  tests.  As  a  matter  of  fact,
the  difference  between  them  is  merely  verbal.  Trade  tests
are  a  subdivision  of  psychological  tests.  Their  distinguishing ­
  feature  is  that  they  are  based  almost  entirely  on  the
acquired  knowledge  or  ability  which  is  supposed  to  go
tvith  a  recognized  trade.
Trade  tests  often  appear  to  the  lay  mind  as  comparatively ­
  simple  and  direct,  easy  to  devise,  and  easy  to  apply.
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