Wherever tests indicate that an applicant for a certain kind of work is poor in both ability and training, it is unwise and unprofitable, from the point of view both of the individual and of the organization, to hire him for that work. It is advisable, in such cases, to try out the applicant with other tests in order to discover whether he is better fitted to learn some other kind of work. All employment managers and educational directors are troubled with the urgent pleas of candidates who, in their opinion, are unfit for the work or training they demand. Hitherto there has always been a sense of injustice or apparent injustice in situations of this kind because the disappointed Candidate felt that he was not being given a square deal. And as long as it was a question of one man's judgment against that of another, there was always a measure of truth in this suspicion. The use of tests makes it possible to decide, with much less ambiguity and on much more impersonal grounds, whether a person shall be chosen or not. Often, however, when an applicant is particularly insistent upon a trial at a certain work or training, it is advisable to give him the opportunity even though his performance in the tests is poor. This is because the presence of a genuine and driving ambition will sometimes take an individual over the most difficult obstacles. . . While it is highly advisable to recognize ambition and to give it its just deserts, it is just as desirable to detect impulse. Very many candidates apply for a certain kind of work or a certain course of training, not because they are extremely ambitious in that direction, but because they have heard from some successful friend how pleasant the work is and how easy it is to make a high wage in a short time. The new candidate does not stop to consider that what is pleasant and profitable to his friend may not be equally pleasant and profitable for him. In cases of this kind and every employment office and industry meets them in abundance the verdict of the tests should be followed. If it is not, and the ill-adapted applicant is hired, the result is quite likely to be another turnover. For as soon as the new worker discovers that the work is not quite as enjoyable and remunerative for him as it is for his friend, he will probably leave. The vocational value of tests is particularly great in this respect. Many useless and costly vocational experiments can be eliminated by their application, and successful ones made possible instead. . ....

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