EMPLOYMENT PSYCHOLOGY 
samples of the actual behavior involved, the selection or 
construction of tests by analogy is comparatively simple. 
Hollingworth gives four methods of test construction, in 
brief as follows: 
The method of the vocational miniature involves the re- 
production of the entire work or an important part of it on 
a small scale. Telephone operators, for example, have been 
examined by placing them before a miniature switchboard 
and requiring them to make calls and responses just as if 
they were before the standard apparatus. This method does 
not demand an analysis of the abilities necessary for success 
at the job, but if such an analysis had been made and such 
a test used, the test would be classifiable as one based on 
the psychological requirements for the job, since presumably 
the miniature apparatus measures these requirements in 
their totality. One difficulty with this method is the neces- 
sity for the construction of special apparatus. A source of 
error is that the miniature apparatus may require finer 
coordinations and adjustments than are demanded by the 
standard equipment. 
The sampling method selects an actual sample or piece of 
the work to be performed and measures the skill with which 
the applicant carries out the task. This method is identical 
with certain types of trade testing. It finds a ready use in 
testing office employees because of the adaptability of some 
of the office tasks to standardized test procedure. Such a 
standard task may also serve as a criterion for aptitude 
tests. 
In the analogy method, tests are used “which bear real or 
supposed resemblance to the sort of situation met by the 
worker in the given occupational activity. The material is 
new, but the attitude and endeavor of the worker seem to 
be much the same” (72, p. 111). This method makes use 
of the analyzed requirements for the job and attempts to 
devise measures for these specific requirements. The tests 
do not employ the apparatus of the job in its totality, in 
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