A  PRACTICAL  COMBINATION  OF  EMPLOYMENT  METHODS  349
First,  it  may  be  asserted  that  the  tests  mentioned  are
not  psychological  tests  at  all  and  need  not  be  given
by  a  psychologist.  In  so  far  as  psychology  is  considered
as  something  apart  from  actual  work,  the  tests  are  not
psychological.  However,  if  they  have  been  worked  out
by  means  of  the  careful  technique  and  experimentation
peculiar  to  the  psychological  method,  they  are  very  distinctly ­
  psychological,  and  unless  they  have  been  worked
out  in  this  careful  fashion,  they  will  represent  only  another ­
  wrinkle  of  the  human  equation.  It  is  also  true
that  tests  need  not  be  given  by  the  psychologist,  but  may
be  given  by  a  technical  expert.  However,  before  the
technical  expert  can  give  these  tests  with  any  degree  of
uniformity  and  accuracy,  they  must  be  properly  formulated ­
  and  standardized,  and  this  is  exactly  the  work  which
only  the  psychologist  is  able  to  do.  In  fact,  one  of  the
great  virtues  of  the  psychological  method,  as  has  already
been  stated,  is  its  ability  to  work  out  standard  tests  and
standard  directions  for  giving  them  in  such  a  way  that
the  actual  giving  of  the  tests  and  recording  the  results
can  be  done  by  others  who  are  less  expert.  The  procedure
of  giving  tests  described  in  the  Appendix  is  such  that,
under  proper  supervision,  a  high-school  graduate  of  little
more  than  ordinary  intelligence  can  learn  in  about  two
weeks  how  to  give  and  correct  the  tests.  There  were  frequent ­
  changes  in  the  staff  of  examiners  giving  these  tests,
but  the  uniformity  of  the  tests  themselves,  the  directions,
and  the  method  of  computing  the  results  preserved  the
process  of  selection  against  all  changes  in  personnel.
It  may  also  be  objected  that  the  interview  described
is  entirely  too  long  and  too  intricate  for  ordinary  practice. ­
  The  ordinary  practice,  however,  is  something  which
most  employers  wish  to  get  rid  of,  because  qualified