APPLYING THE RESULTS 
47 
this standard adapts itself to the varying conditions of 
supply and demand. On the one hand, it sets a maximum, 
°r limit beyond which applicants should not be hired for 
the work in question; that is, as long as the work and 
working conditions remain the same. At the same time 
h sets an ideal which guides the employment office in 
making its choices, enabling it to select from a group of 
available candidates those most likely to succeed. 
We are now prepared to take up the second of the two 
Questions proposed at the outset: How and with what 
success were the tests given to a large number of appli 
cants in the employment office? 
For an experimenter to find certain experimental re 
sults is one thing, and to turn them over to an employment 
office for use under practical conditions is quite another. 
The first step was to find some one who could give the 
tests with the proper degree of intelligence and under 
standing, a step particularly important at the outset when 
the work had not yet been placed upon a firm footing. 
This need was met in the person of a young woman, a 
college graduate, who had had some courses in psychology. 
This young woman was first taken out into the shops and 
mstructed in the technique of giving tests and allowed to 
get as much practice as possible. At the same time the 
directions for giving the tests were carefully standardized 
and written down so as to insure practical uniformity in 
giving them at all times. The detailed results of this work 
are given in the Appendix and in Chapter XIV. Then 
a room near the employment office was set aside for the 
purpose of giving tests, and there examinations were con 
ducted as prescribed, first in small numbers, then in ever- 
J ucreasing numbers. 
The results of these selections were of the utmost