20 
EMPLOYMENT PSYCHOLOGY 
the particular work in question. Even though tests have 
been devised and carefully applied elsewhere by a first- 
rate psychologist, it does not follow that they will apply 
equally well in the new situation. For instance, trade 
tests and intelligence tests were of great value in classify 
ing the army. However, before these tests can be applied 
to a particular industry, they must be carefully and scien 
tifically tried out on the work of that industry and modified 
to meet its specific demands. This is a task which re 
quires not only a psychologist who is technically equipped, 
but one who is ready to make a thorough study of the 
work of the particular industry in question. 
There are thousands of valuable tests in existence to-day. 
The chief problem of employment psychology is to deter 
mine the value of particular tests when applied to partic 
ular tasks. The first step of every employment psycholo 
gist in each new field is to test tests rather than applicants. 
The progressive employment manager is facilitating the 
work of the employment psychologist by enabling the 
latter to enter directly into the shop and the office, there 
to study and work and to try out tests for future use. 
To give a concrete example, a large footwear industry 
of national importance has recently engaged a staff of 
six trained psychologists who are now engaged in a first 
hand study of the various operations of the industry. 
As they become familiar with the various kinds of work 
they will devise tests or select tests from those available 
and try them out. If these tests prove significant, they 
will then be used for employing new applicants. This 
method of approach, from within out, is the road by which 
employment psychology and the employment psycholo 
gist must proceed, to be genuinely practical. 
It should not be thought, however, that employment