EMPLOYMENT PSYCHOLOGY
Is oe Wapt-inded or alive to what is going on around
im?
Is he good-natured?
Is he a fault-finder?
Is he talkative?
Data of this sort may be gathered by psychiatric examinations
 or by aid of rating scales. Use may be made of
ratings on personal appearance, voice, carriage, and other
aspects of what is ordinarily called personality or social
effectiveness—characteristics which have a strong influence
on other people’s attitudes but which are not yet readily
measurable by psychological tests.
=. Interests. Both vocational and avocational interests
should by all means receive consideration in analyzing the
workers. The reliability of interests as indicators of special
aptitude and likelihood of success is small in early youth,
but with mature people there is close relation between interests
 and vocational abilities. It is consequently important
 to know the hobbies of the worker, his recreations,
his ambitions, his attitudes, as well as his relative interest
in this and other occupations. The analysis of interests has
proved of great significance in almost every vocational study
in which it has been attempted.
It is most illuminating to an investigator who is at home
in the atmosphere of the shop or office and who can win
the confidence of the workers, to try to discover their special
interests in their work and particularly their pride in details
 of craftsmanship. There is vastly more of this type
of interest even in highly specialized routine production
than the casual observer is inclined to suppose. A persistent
search for these points of pride and satisfaction in accomplishment
 yields clues to essential skills, aptitudes, and temperamental
 characteristics.
3. Abilities. The number of abilities is almost infinite and
it is impossible here even to suggest a check list of
names to help the investigator in his search for the abilities

HA