as
submitted proof, we must question his ability and training as an observer
of physical characteristics as indicative of character and aptitudes.

Again, take the test of those who have "the characteristics that ought to
make them executives." We should like to know what these physical
characteristics were. We should also like to know what other physical
characteristics these men had. Perhaps there were some which interfered
seriously with their becoming successful as executives.

Still further, it would be illuminating to know whether the men so
examined had ever been properly trained for executive work; whether they
had had opportunities to become executives or whether some or all of them
may not have been misfits in whatever they were doing. Obviously, a sound,
scientific conclusion cannot be reached until all of the variables in the
problem have been adequately studied and brought under control. There is
no evidence in the paragraph that we have quoted that Dean Schneider had
done this.

But, after all, we shall proceed very little, if any, with our inquiry as
to the reliability of Dean Schneider's conclusions if we content ourselves
merely with criticizing his methods of research and reason. Even if we
could prove beyond a doubt that the methods used were unscientific and the
reasoning unsound, we could go no further toward establishing the contrary
of Dean Schneider's conclusion than he has in establishing the
unreliability of determining mental aptitudes and character by an
observation of physical characteristics. The main question is not, "Is
Dean Schneider right or wrong?" but rather, "Is an employment department,
conducted along the lines laid down in the preceding chapter, a
profitable investment, and, especially, is it possible to determine the
right job for any individual by observing his physical characteristics?"

BUT IT IS BEING DONE

Fortunately, this question is no longer academic. There is no need for the
bringing up of arguments, the stating of theories, the quoting of
authorities, or any such controversial methods. Employment departments
_have_ been established in a number of commercial and industrial
organizations, some very large--some small--and _are_ being conducted,
with some variations, according to the plan outlined in the preceding
chapter. The science of character analysis by the observational method
_is_ the basis of their work. In addition, this science is the basis of
employment wo