230 
EMPLOYMENT PSYCHOLOGY 
many occupations require a certain ability in filing. To 
discover something of an applicant’s ability in this 
direction, he may be placed before an assortment of files 
and parts and be asked to do one or more pieces of filing. 
The files which he picks up and the manner in which he 
handles them will be a token to the expert of his ability 
in this respect. 
Naturally, it cannot be expected that these devices and 
tests for choosing and rating applicants can be perfect 
or final. Not until the worker is actually engaged at his 
task and confronted with definite and unexpected prob 
lems will his genuine ability and experience be fully dis 
played. The logical step after those which have now 
been described is a period of approval, during which the 
new worker is given actual work and closely observed 
under conditions of normal activity. However, this phase 
of employment must be left for another discussion. In 
the meanwhile, the methods suggested if carefully worked 
out and conscientiously applied, will greatly facilitate 
both the classification and the rating of applicants before 
they are turned into the larger organization. And in. 
working out the technique for a procedure covering these 
phases of employment, the psychologist can be of great 
value to the experts who will be required to work out the 
details of the demonstration and the questions to be asked. 
For the psychologist, aside from his knowledge of the work 
ings of the mind, is familiar with the requirements of an 
exact technique such as will be essential if these phases 
of employment are to be placed upon a sound and scientific 
basis. When the questions to be asked an applicant are 
given the careful attention and experimental study de 
scribed, then the answers obtained will have a genuine 
value.