workers are most likely to be drawn, what kind of a company or agency 
they represent and what are its work opportunities and other advantages. 
In the case of the Civilian Conservation Corps, the agency is so large 
and its opportunities are so broad and varied that the selecting agent 
must use channels of information which will reach the whole community. 
Only if the community is continuously well informed with regard to the 
CCC, is the group of applicants likely to be of such caliber that qual¬ 
itative selection is possible. 
Characteristics of Successful Ehrollees 
The third step of the procedure which is followed by both 
the business personnel director and the CCC selecting agent is to seek 
to discover what characteristics of applicants seem to result in their 
success as workers on the job. Both in the industrial plant and in 
CCC camps there are many different kinds of jobs. Some success factors 
are common to almost all jobs; other success factors apply to specific 
jobs. 
Success factors in industry and success factors in the Civil¬ 
ian Conservation Corps have certain similarities and several very impor¬ 
tant differences. Both want men who are willing to work hard. Both want 
men who are willing to follow instructions. Both want men who are physi¬ 
cally fit. Industry, however, wants the best trained men it can find. 
whereas the CCC wants the best youths it can find to train . Specific 
training is not an entrance requirement for the Civilian Conservation 
Corps, whereas it frequently is in industry. Adaptability to camp life 
and group living; adaptability to change in surroundings, change in 
friends, change in diet, change in habits - these are ordinarily not 
important factors in hiring men for industry, but they are extremely 
important if a youth is to be successful in the Civilian Conservation 
Corps. 
Selecting agents can discover success factors in these 
ways: 
1. By keeping careful records on each applicant selected so 
as to be able to analyze, after discharge, the character¬ 
istics which seem to be common to enrollees who have suc¬ 
ceeded and those who have failed; 
2. By talking with the supervisory personnel in the camps in 
order to obtain the benefit of their observation, experi¬ 
ence and judgment concerning the youths who have worked 
under them. 
Appraisal of Qualifications 
The fourth logical step is to develop a process by which ap¬ 
plicants may be appraised in terms of the success factors which have 
been established (at least on a tentative basis). If the industrial 
- 2 - 
