Evening star. [volume] (Washington, D.C.) 1854-1972, 1917-04-22


And when Barnes was gone the general
manager called the Lowry Company. When
he located the proper official:
ii "This is about IA salesman named Far
rell whom our retail department recon-
mended to you last month. Hows he
do.ng?'
81, ooh. all right! Fine! We've put him
TO selling crockery and things of that sort,
so he wouldn't be under the temptation
he was at your place
"Temptation?' Corlett repeated what
do you mean? How did you know we
had trouble with him over here?'
The man at the other end of the wire
laughed.
ooh, we've system to find out little
things like that, Mr.. Corlett The head
of your retail department tried to lie like
an employer and a gentleman for the fell
low; but we have way of finding out
pretty much what the real situation u.s.
:. What? Yes, sir. OF course; I'll
be glad to send some one over or come
over myself to explain our method. i.
All right; right away
r ECENTLY | wrote for the readers of
this magazine brief explanation, un-
der the title of Selecting Statesmen by
Science" of one of the tests now being
used by many large and progressive COM
panies for determining the native ability
of applicants for positions as statesmen.
While such tests as that which was pub
ished have proved of great value in mark
ing natural capacity in men who have
had experience, as well as in indicating
the most able prospects in a group of
green applicants, the tests are not in
tended to supplant other methods of ex-
aiming applicants; they are planned to
supplement other methods.
There are always in the world more
people who are employed, or who have
been employed, than there are people
applying for the first time for position.
The proper ascertaining and the proper
estimating Of previous records is, there
fore, one of the most important things to
every employer; and it is one of the fea-
lures of the employment problem which
is admittedly in the most unsatisfactory
shape. The tests previously discussed
come to the aid of the employer only in
demonstrating for him, within reasonable
limits, the grade of natural ability in an
eHhpioycc VI III a. prospective tihploSct,
they can not demonstrate the grade of the
honesty or reliability of an applicant, or
uncover other kinks in his character,
which, entirely irrespective of his natural
ability, may make him good or bad en-
pfoyee. The previous record of the appli-
can't in other employment or at school or
elsewhere, is-or should be--of the great
est aid here.
But the trouble is that, with few excep-
tions, each employer finds it practically
impossible for him to secure trustworthy
and disable information from previous
employers of a person coming to him for a
position; and, with very few exceptions,
the employer who complains about the
effect upon his business Of this bad con-
dition himself only aggravates it for
others. This not only works injury to
the employers, but also does injustice to
the great majority of employees who are
honest, reliable, and thoroughly indus
trious. 1t is a wrong to everybody when
AS under our present loose practice
a man or a woman who has made an eX-
eellent record for industry and character
under one employer, can carry to the
next employer no better recommendation