EMPLOYMENT PSYCHOLOGY 
Use should be made of simple graphs which bring out for- 
cibly the most important facts. Distribution curves are 
effective when vocational successes and failures are denoted 
by distinctive symbols. Other graphs may be constructed to 
show the percentages of successes selected and failures elim- 
inated by the various methods of hiring. The investigator 
by showing the value of mass results may minimize the im- 
pression made on the layman by the individual who stands 
out as an exception to the rule and who by contrast to the 
others assumes exaggerated importance. 
RELATIVE ECONOMIC VALUE 
If greater accuracy of prediction is possible by the use of 
the examinations than by the customary methods of selec- 
tion, the investigator must compute or estimate as accurately 
as he can how much, in the course of a year, this saving 
will be. Perhaps the predicted economies through improved 
selection will not equal the cost of installing and administer- 
ing the examinations. Sometimes, on the other hand, these 
predicted economies are so large as to seem incredible at 
first. In any event, the facts are essential. The research 
worker should be impatient of mere hopes or vague opinions 
regarding the relative cost and money value of selection 
methods old and new. 
Relative cost of administrating the old and the new meth- 
ods is unimportant compared with the savings on the pay- 
roll effected through improved selection. Nevertheless, it is 
usually advisable to estimate this cost by obtaining actual 
figures on such savings as these: 
Advertising. This is commonly advertising in the “Help 
Wanted” columns of newspapers and magazines, and for 
comparative purposes should be stated in terms of the cost 
per successful employee obtained. 
Correspondence. The cost of correspondence with appli- 
cants is another item of expense. This consists chiefly of the 
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