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EMPLOYMENT PSYCHOLOGY 
large equipment for infrequent use. However, if this 
equipment is used not only for demonstrating purposes 
but for the purpose of training new operators as well, 
this objection will disappear. The training of new work 
ers is an employment function which will be discussed 
more fully in the chapter on vestibule schools. In the 
meanwhile, it may be said that the same experts who are 
used as instructors in the training school may be employed 
as expert observers when candidates are giving demon 
strations of their ability. It may also be objected that 
the length of time consumed in allowing applicants to 
show their skill makes such a method too clumsy and 
expensive. But, when it is remembered that the cost 
of breaking in a skilled or semi-skilled worker, both in 
the amount of scrap which a green worker makes and 
the amount of supervision he requires, varies between 
fifty and three hundred dollars, this objection falls to the 
ground. Obviously, a little more pains at the outset, and 
corrective training for the weaknesses which the candidate 
manifests during his demonstration, would amply justify 
itself. It may be objected that such demonstrations 
should be conducted in the shop and under the direct 
supervision of the foreman. This method, however, would 
shift the burden of employment work back to the source 
from which it was taken. In order to standardize the 
methods of employment and of rating applicants, it is 
quite essential to have all these functions, including the 
training of new employees, under the direct supervision of 
the employment office. 
A final objection which may be made to this method is 
that it still remains stagey; that is, the entire process is one 
which is arranged for that particular purpose and which 
therefore prevents the applicant from doing justice to