EMPLOYMENT PSYCHOLOGY, LABOR, AND INDUSTRY 387 
due to a large variety of causes other than the lack of 
education. Workers will continue to get through and to 
look for positions elsewhere. The essential fact which 
confronts us is not a far-off possibility but an immediate 
and distressing fact. Education has been neglected. 
Many jobs have become so simple as to require almost 
no education or training. An enormous labor turnover 
has come into existence, not only through and among the 
unskilled and semi-skilled workers but even to a consider 
able extent among the skilled workers in the trades and 
crafts. The immediate and most pressing task in the 
midst of this great labor turnover is to fit, as quickly and 
adeptly as possible, the right person to the right place. 
This is the task which employment psychology attempts 
to accomplish. Employment psychology, by making it 
possible to discover the inherent and acquired ability of 
an individual, makes it possible also to assign the individ 
ual to the kind of work at which he can most quickly and 
satisfactorily succeed. The development and application 
of tests, the standardization of observation and questions, 
the analysis of jobs, and the conduct of vestibule or train 
ing schools, are all phases of employment to which the 
technique of psychology may be applied. Moreover, in 
addition to selecting the right man or woman for the 
right place, employment psychology seeks to provide an 
objective and scientific basis by which the success of 
selections may be reliably estimated. Without such a 
basis, the entire method of selecting and classifying 
workers rests on precarious ground. In fulfilling this 
purpose, employment psychology will greatly reduce the 
present rate of labor turnover and thereby render a 
marked service both to industry and to labor. 
There is one aspect of employment work which has as