1940’s Guide to Hiring women, updated (with Humor intended)

The following is an excerpt from the July 1943 issue of Transportation Magazine, written for male supervisors of women during World War II. These were “helpful tips” on supervising women at work.

  1. Pick young married women. They usually have more of a sense of responsibility than their unmarried sisters, they’re less likely to be flirtatious, they need the work or they wouldn’t be doing it, they still have the pep and interest to work hard and to deal with the public efficiently.
  2. When you have to use older women, try to get ones who have worked outside the home at some time in their lives. Older women who have never contacted the public have a hard time adapting themselves and are inclined to be cantankerous and fussy. It’s always well to impress upon older women the importance of friendliness and courtesy.
  3. General experience indicates that “husky” girls – those who are just a little on the heavy side – are more even tempered and efficient than their underweight sisters.
  4. Retain a physician to give each woman you hire a special physical examination – one covering female conditions. This step not only protects the property against the possibilities of lawsuit, but reveals whether the employee-to-be has any female weaknesses which would make her mentally or physically unfit for the job.
  5. Get enough size variety in operator’s uniforms so that each girl can have a proper fit. This point can’t be stressed too much in keeping women happy.
  6. Be reasonably considerate about using strong language around women. Even though a girl’s husband or father may swear vociferously, she’ll grow to dislike a place of business where she hears too much of this.
  7. Stress at the outset the importance of time the fact that a minute or two lost here and there makes serious inroads on schedules. Until this point is gotten across, service is likely to be slowed up.
  8. Give the female employee a definite day-long schedule of duties so that they’ll keep busy without bothering the management for instructions every few minutes. Numerous properties say that women make excellent workers when they have their jobs cut out for them, but that they lack initiative in finding work themselves.
  9. Whenever possible, let the inside employee change from one job to another at some time during the day. Women are inclined to be less nervous and happier with change.
  10. Give every girl an adequate number of rest periods during the day. You have to make some allowances for feminine psychology. A girl has more confidence and is more efficient if she can keep her hair tidied, apply fresh lipstick and wash her hands several times a day.
  11. Be tactful when issuing instructions or in making criticisms. Women are often sensitive; they can’t shrug off harsh words the way men do. Never ridicule a woman – it breaks her spirit and cuts off her efficiency.

 

However I thought it might be fun to adjust this to the modern times by adjusting it to reflect the same attitude toward the younger generation of “Internet users”.  Maybe I’m just old … but here goes:

  1. Pick young Internet Savvy people. They usually have more of a sense of technology than their unconnected peers, they’re less likely to be distracted or challenged by technology, they need the work or they wouldn’t be doing it, they still have the Facebook and Twitter accounts to work hard and to deal with the public efficiently.
  2. When you have to use disconnected people, try to get ones who have worked on a computerat some time in their lives. Disconnected people who have never contacted a computer have a hard time adapting themselves and are inclined to be cantankerous and fussy. It’s always well to impress upon disconnected people the importance of friendliness and courtesy.
  3. General experience indicates that “husky” computer users – those who are just a little on the heavy side – are more even tempered and efficient than their underweight brethren.
  4. Retain a technician to give each person you hire a special technical examination – one covering computer conditions.  This step not only protects the property against the possibilities of lawsuit, but reveals whether the employee-to-be has any technical weaknesses which would make them mentally or physically unfit for the job.
  5. Get enough size variety in operator’s uniforms so that each employee can have a proper fit. This point can’t be stressed too much in keeping computer users happy.
  6. Be reasonably considerate about using chat-speak around non-techs. Even though a person’s spouse or significant other may chat consistently, they’ll grow to dislike a place of business where they hear too much of “R U” and “what did you Tweet just now?”.
  7. Stress at the outset the importance of time the fact that a minute or two lost here and there Tweeting makes serious inroads on schedules. Until this point is gotten across, service is likely to be slowed up.
  8. Give the employee a definite day-long schedule of duties so that they’ll keep busy without Tweeting their buddy list for entertainment every few minutes. Numerous properties say that computer users make excellent workers when they have their jobs cut out for them, but that they lack desire to find work themselves.
  9. Whenever possible, let the inside employee change from one web site to another at some time during the day. Facebookers are inclined to be less nervous and happier with multiple outlets for their desire to post status.
  10. Give every chatter an adequate number of rest periods during the day. You have to make some allowances for chat addict psychology. A chatter has more confidence and is more efficient if they can keep their status updated, apply fresh skins to their websites, and flush their caches several times a day.
  11. Be tactful when issuing instructions or in making criticisms. Tweeters are often sensitive; they can’t shrug off harsh words the way older people do. Never ridicule a Tweeter – it generally makes them annoyed and may result in an angry Tweet, Facebook post, or Fail Blog entry.

( 🙂 )

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