268 
EMPLOYMENT PSYCHOLOGY 
frequently the last man who can analyze his jobs ade 
quately. The fact that he knows them so well prevents 
him from describing them in any but technical and collo 
quial words. However, this danger will be largely avoided 
if every analysis is made according to the outline of 
specifications furnished. This outline serves to confine 
the analysis to certain channels and predetermined es 
sentials. Moreover, the entire process should be under 
the supervision of a group consisting of the employment 
manager, the medical examiner, and the psychological 
examiner; for the very purpose of the analysis is to pro 
vide a guide by which these different agencies will func 
tion together in choosing the right applicants for the right 
place. 
After such an analysis has been made, how is it to be 
used? At the present time, whenever a shop needs men 
it is customary to send to the employment office a requisi 
tion calling for six men, or three machinists, or five millers, 
or seven edgers, as the case may be. This manner of call 
ing for men by such general names and in such a wholesale 
fashion suggests the very evils which have just been dis 
cussed, namely; a very loose connection between shops 
and employment office. After the specifications for the 
various kinds of work have been made out, they can be 
arranged and indexed for convenient reference in the em 
ployment office. At the same time, the different shops 
will retain possession of the specifications which affect 
them in particular. Whenever, now, it becomes necessary 
for a shop to make a requisition for men it can do so in 
terms of these specifications. In order to simplify matters 
still further, the various kinds of work which are only 
superficially different can be summarized under a common 
head, and a system of symbols can be employed to expedite