Placement has traditionally been utilized only in very large organizations such as the armed services. However, recent social, economic, and technological changes may make placement methods more desirable than the traditional selection approach which involves consideration of relatively few applicants for only one or two different jobs. Among the advantages of the various placement methods are the consideration of individuals for more than one job, increased efficiency of testing due to more favorable selection ratios, and reduced recruiting costs. Three placement methods which have received some attention in the literature are: [1] a straight priority method in which the highest priority unfilled position is filled by the most qualified applicant for that position: [2] Dunnette's differential placement model which incorporates different priority jobs and is in essence a truncated straight priority method. [1]; and [3] a linear programming method for assigning applicants to positions, with all jobs having the same priority. (3). The linear programming method differs from the other two methods in that applicants are placed without regard to any job priorities. Because the straight priority method proceeds by placing the most highly qualified applicants in the highest priority jobs, there is a tendency for individuals placed in lower priority jobs to have very low scores. Dunnette's differential placement model, while also recognizing job priorities, tries to keep scores as high as possible for all jobs. Dunnette's method is very similar to that used by the Navy [5] and the Marine Corps [2]. [ABSTRACT FROM AUTHOR]