1. style and fashion
2. men 's fashion

UP
BUILDING
FORCE
THE
GET
TO
HOW
HELP,
A
YET
MEN"
HUNDRED
SCORED
OUT
WEEDED
FACTORY
A
HOW
ORG.VNIZATION
THE
INTO
FIT
AND
APPLICANTS,
HANDLE
OUTPUT
AN
RECORD
WAYS
TESTED
FIFTEEN
LABORERS,
SECURE
HELPERS
SKILLED
AND
WORKMEN
By
A.
W.
H.
A.
SHAW
WORMAN
COMPANY
NEW
CHICAGO
LONDON
Y.O.RK
TO
MEN
Copyright,
DMDKR
THE
nXLE
1913,
bt
COMPANY
A.W.SHAW
"HOW
TO
GBT
WOHEMKH'
CONTENTS
Page
RECRUITING
THE
ING
WORK-
FORCE
5
sell their
who
cannot
Recognizing good men
through planned interviews.
mannerisms.
II
What
to
PERSONAL
Pointers
men.
IN
19
Impracticability of putting
hiring workers.
work.
Guarding against the critic and the
new
maker.
mischief
Ill
new
MEN
on
at
men
in
services;seeing
by bis
man
a
INTERVIEWS
HIRING
old
avoid
Judging
HIRING
UNSKILLED
MEN
WORK27
What
small
to
skilled
IV
select in unskilled
job,
a
mistake.
a
Too
men.
An
unusual
much
brains
method
in too
of hiring un-
labor.
la"
HIRING
SEMI-SKILLED
WORKMEN
35
How
in general experience.
Value
Fitting the
worth.
workman
one
the
to
man
boss
proved
his
makes
for
harmony.
V
HIRING
SKILLED
MEN
WORK41
In
a
to
VI
workman's
younR
a
floater.
pay
a
Good
to
man
service,many
bespeak
tools
the
How
not
note
de-
What
MEN
FROM
RANKS
Encourage
fit.
may
start.
PROMOTING
THE
changes
fine workman.
a
ducing
men
by giving them firstchance. Rewhere
by transfers to place men
they
in your
keep track of the men
plant.
your
pay
to
47
own
roll
"^r\r%
r%
m
r^
CONTENTS
4
Chapter
Page
NEIGHBORHOOD
VII
OF
SUPPLY
of
Friends
your
list
houses
lists
card
VIII
SOURCES
53
mechanics
own
good
often
supply
GETTING
expert
IN
good
a
Blind
operators.
field.
Machinery
advertisements
and
men.
TOUCH
OUT-OF-TOWN
WITH
WORKMEN
57
.
lists
Standing
of
source
in
o"Fs
applicants
of
Good
supply.
industries
which
alive
kept
workmen
are
by
a
found
"tickler"
among
file
the
a
lay-
slack.
EMPLOYMENT
FORMS
NVUBER
1
RATE
TRANSFER
AND
CHANGE
CARD
16
....
2
EMPLOYEE'S
3
A
4
REQUISITION
5
FACTORY
6
OFFICE
7
EMPLOYMENT
8
A
9
QUIT
ADDRESS
TRIP
WITH
CARD
APPLICANT
AN
FOR
RECORD
REFERENCE
AND
CHART
31
BLANK
37
BLANK
APPLICATION
SLIP
21
HELP
APPLICATION
BETTER
17
FINAL
45
FOLDER
49
LETTER
55
INTERVIEW
RECORD
63
.
.
I
RECRUITING
THE
WORKING
FORCE
is the chief
commodity entering
material,
any factory. Outlay for raw
fuel, supplies,rarely equals the pay
by month or year. Usually wages amount
LABOR
roll
the
to twice
where
cost of materials:
the finish and
men
and
tories
fac-
parts
spent
the money
trebles the expenditurefor the wood
require elaborate
for
in many
of
accuracy
iron
processes,
which
they
fashion
into
finished
product.
Is
this
overwhelming importance of labor
recognizedin the methods used in bargaining
for it ? Analysisshows the contrary to be true.
The purchasingagent for materials bulks large
in every organization
of size. In rank and salary
he is the peer of the sales manager.
It is
conceded
that the
profitsof the house depend
his abilityto '^buyright,"to forestall maron
ket
stock of standard
to secure
fluctuation,
raw
qualityat the lowest possible
price,no less than
the skill of the sales department in disposon
ing
of output. To aid him, all the resources
of
marshalled ; factorymeththe organization
ods
are
modified at his bidding; foremen
bow
are
to his decisions.
Nor
is his vital relation to the
HOW
6
TO
of the business
success
Purchase
GET
HELP
way over-rated.
the other hand, is
in any
o:^Jabor, on
_^
Either
tte.ated as -lijdfflental.
the selection of
made part of the duty of the superWQr]qne.n.is
ie-it'tofhe
"iHteiid'enf,'
foremen, or is intrusted
officialhaving none
to a minor
of the authority
and
not
than
more
a
materials
third
of the pay of the
agent. It is the rule,
purchasing
indeed,in factories employing a thousand men
the factoryhead or departor less to depend on
ment
chiefs to find the mechanics
they
need.
Yet
every
and
consideration
laborers
ing
prompt-
that
stock shall be
machinery and raw
familiar with the market
bought by a specialist,
conditions
of the hour, applieswith equal
force to the purchase of labor.
Men
harder to judge than bars of steel,
are
brass ingots or bales of fiber.
According to
sample", does not hold in dealing with them.
Every laborer, handy man," machinist,is a
sample himself whose fitness can be determined
only by patientinquiry which superintendent
and foremen
haven't
time to conduct.
They
act on the theory that the simplest way
is to
try the applicantout. It is simple also costlj^
beyond reason.
To be charged up against the process, there
who
is the time lost by the skilled worker
breaks
in" the new
recruit,the materials
spoiled,the tools injured during the operation
and further
education
of the novice, the decrease
in product from
the machine
bench
or
**
*'
"
**
involved.
be broken
It is true that the average man
must
in. The point to be remembered
is
that the process pays only when
a permanent
workman
is thereby developed and that careful,
"
methodical
trained
The
man
mind
who
selection of
will
save
chooses
more
applicants by
than
employees for
a
its costs.
any
con-
THE
FINDING
7
MAN
RIGHT
kind
cern, large or small,should have the same
of judgment and trained faculties possessedby
qualityof the
a good purchasing agent. The
qualityof the organization
linked
those
and on this last depend
the
and
vital things, quality of output and
reputationof the house.
individual
the
determines
"
Rather
Inefficients
Selection Always Bad
Trying Out
The
ideal force is that which
Than
ligent
Intel-
Practice
turns
itselfonly
of
long intervals. In that way lie efficiency
effort,understanding and co-operationwith
the management,
reduction of spoiledwork
^in one
of
tools
and
broken
word, economy
at
"
stitute
Trying out inefficientsas a subfor intelligent
selection works another
evil to the company
practisingit,by spreading
the report of easy dischargesand the difficulty
of holding a job or **making good." Applicants
since every
shy away from such factories,
dischargeis a black mark on a man's record
by the steady, selfparticularlydreaded
the house desires most to
respectingworkmen
manufacture.
"
secure.
In
recent
tremendous
in
years
this consideration
weight. The
production and
systems
the
have
increase
failure of existingapprentice
made
it difficult even
for factories in the most
to engage
as many
machine
tenders as
enormous
carries
favorable
locations
high-grademechanics and
moved
rethey need. For concerns
from the great labor markets and tagged
with the name
of
hiring and firing"with
littleregard for the individual,
the securingof
skilled labor has become a costlyand strenuous
task.
To
of this character,
one
company
known
to the writer,the cost of the additional
tool-makers
required by changes in models
**
TO
HOW
8
and
This
the bonus
This
firm
had
until it had
HELP
ranged
included
from
$100
to
the
penses
travelingexforemen
who engaged the men
for moving exacted by the latter.
followed the **tryout" method
of the
and
sales
by augmented
$200 each.
GET
become
double
a
burden
on
the
business.
Contrast
with
another
of
the
this **hit and
factoryand
the executive
office men
conduct
process,
well-known
system
which has recognizedthat
of
miss"
of
the
company
intelligent
hiring
trade apart from
is
a
a
division
department.
leading labor
or
Though distant from the
centers,the reputation of its labor bureau for
giving a fair hearingand a square deal to every
applicant not patently undesirable has gone
abroad and brought many
pilgrims to its doors
nomial
a
seeking places. With
pay roll of
about
less than
no
3,000 names,
42,000
for
candidates
jobs presented themselves
within two
It is worth
noting that
years.
failed to
seventy-fiveper cent of this number
pass the first tests,twenty-five
per cent were
rated as usable judged by the rather high company
either
standards,and five per cent were
given employment immediately or listed for
notification when
should
vacancies
occur.
The
high grade of applicantsattracted is indicated
to every four
by the ratio of one usable man
presentingthemselves.
Snap Judgment
Is Not
Basis
a
for
the Best
Selection
The moral
is evident.
take their idea of
and
a
Thousands
company's
of
of workers
labor
policy
"
ing
since they see nothfactoryconditions,
of the shop interiors
from
the employment
be he the superintendent
ing
interpolatman,
with
rapid-fire interviews
applicants
"
THE
FINDING
among
with
his other tasks,a foreman
or
filled,
to be
a
9
MAN
RIGHT
regularagent whose
a
cancy
va-
first
tent
supply the factorywith compeworkmen.
Impatience, unnecessary
refusal
harshness,blunders or arbitrarydecisions,
is negato deal frankly with applicants,
tive
the
remote
most
reaches
which
advertising
the company
of the country,condemns
corners
tunates
to the unforand ultimately
limits its market
concern
is to
who
have
no
choice but
to take
what
independentsable to exact guarantees
forms.
the
before filling
out
company's
is no
intuitively
Abilityto size up a man
common
gift. Most of us in arrivingat the
value and fitness of the prospectiveemployee
must
substitute for the captain'sinsight,
quaintance
acwith the qualitiesand the degree
and knowledge
of skill the open placedemands
of the surface marks
ence,
bespeaking health,experiesty
intelligence,
capacity,industryand honin the man
before us.
Instead of trusting
to the snap judgment of the industrial prodigy,
to make
however, we have it in our power
tory
searching though tactful inquiryinto the hisand character of the applicant,
ing
thus basdecision on facts as well as an impresour
sion
too often influenced by negligible
factors
in the man's
or personality.
appearance
It is an axiom that any man
worth
hiring
from
to an expert machinist
a laborer
or
countant
ac^is worth
interviewing,if only to
determine
the vacant
niche in the organization
offers and
the
"
"
where
\\dll
he will be content
and
his abilities
produce the best results. First impressions
should
be corrected
are
valuable,but they
by diligentstudy of the applicant'srecord,
personal equipment and characteristics. Many
lack the
competent mechanics and office men
art of personal salesmanship; long service in
HOW
10
TO
GET
HELP
singleorganizationmay make embarrassing
the very necessityof applying for a place elsewhere,
and only careful handlingwill bring out
the applicant's
real worth
and capabilities.
of many
The man
jobs,on the other hand,
has gone through the ordeal so often that he
how
has learned
in the
to present his wares
favorable
most
light. He may have learned,
too, just what positionsare open and have
ingly.
planned his approach and his repliesaccordHe
has keyed himself up to a special
effort also and not infrequentlythis artificial
a
and
energy
will carry
aouteness
him
phantly
trium-
through a brief interview and win him
where a more
exhaustive test would
a position,
have brought collapseand
of his
exposure
incompetence or undesirability.
to take charge of and reorganize
Wanting a man
a
special stock department recently,
I was
much impressedat first sightby a youngster
He had a diploma
who presentedhimself.
from a small western
tory
collegeand a year'sfachim, but these
experienceto recommend
seemed
minor
considerations
him.
talk with
First
utes'
after five min-
Impressions
Not
Sure
Always
a
Correct
or
Guide
He
to
appeared aggressive,intelligent,
eager
hold
take
and
himself
develop
^urging
"
that he wanted
me
upon
and
through
his purpose
was
the organizationto the
he could
that
attain.
His
however,
was
him
a
been
a
ness"
the busi-
to work
up
highestlevel
letter from
his last
ployer,
em-
trifle colorless;so
again and
the head of the department
asked
to
**to learn
to call
sent
an
I
inquiry
in which
he had
clerk.
Before
an
answer
came,
he
returned
"
and
I gave
almost word
brain
utes
In the five min-
killed his value.
which
II
limitations in outlook and
displayedthe
power
MAN
RIGHT
THE
FINDING
him, he reproduced idea for idea,
word, the matter of his first
and had nothing further to offer.
interview
vacant
had
coached up" for our
He
place,
having received a tip on justthe kind of ability
I was
looking for,but had not the initiative or
mental industry to pursue
study of the subject
firstimpression.
after he had made
a favorable
As an alert,constructive,
was
energeticman
for
"
**
for the
needed
And
the letter from
lost his chance.
he
vacancy,
"boss"
his former
received
exactlyconfirmed my decision
that he lacked industry,tenacity,the habit of
study everything,indeed, the job he coveted
required.
Take time,then,to guard againstimposition
of this sort and to get at the real caliber and
two
later
days
"
of the
nature
man
employment
skilled
check
before you.
agents
Some
refuse
even
study and comparison of
invented
be
after he has
details.
trusted
"
had
a
a
quent
subse-
his account
chance
to
of
forget
and
questionscannot always
the good nature
be
by
references
Satisfactory
to the routine
answers
to hire
at the first interview,desiringto
man
their first impression of him
himself
ful
success-
of his last
ployer
em-
familiarity
responsiblefor the first,
with forms may explainthe second.
Too much attention can be paid to the man's
himself. His
story not,however, to the man
his personality,
his manner
of carrying
appearance,
himself,his walk, the way he sits,his
speech,the way he meets or avoids your glance,
his features,his hands, the care
he gives his
all sign-boardsadvertisingthe
are
person
qualityand extent of the stock of brains and
for an
energy he carries within. It is possible
may
"
TO
HOW
12
GET
HELP
employer to attach too much
importance to
these tilings,
to make
On the
a hobby of them.
other hand, however, they often disclose qualities
wliich the
other
and
he is
more
How
Personal
or
to conceal
wants
man
or
capacitiesof
ignorance.
valuable
less in
Characteristics Form
suggest
which
the Index
of Ability
In
general the eyes give index of honesty
and intelligence,
the nose
suggests initiative
lack of it,the chin decision and force,the
or
mouth
character.
This in
a
normal
individual
ture
feaindicated by one
^thoughthe deficiency
be more
than compensated by the
may
unusual
strength of another. The hands, too,
"
count
in this outside estimate
In
laborer
a
hands
to
are
mechanic,
be expected as
or
of the inner
of
man.
strong
accompaniments
course,
of
well-developedor well-trained muscles
dicate
justas calloused placeson palm and fingersinthe habit of labor. For factoryworkers,
too, the broad, square hand
mends
always recom"
its owner.
Put
him
at his
speedilyas possible
then study him as, off-guard,
he reveals himself.
His
his apparent self
alert manner,
ish
respect,the grip he holds on himself may vanthe moment
confidence
ease
he
as
conceives
"
he
has
secured
sympathy. Then watch for
the slump
^unless his quality is genuine. If
he slipsdown
in his chair,becomes
garrulous,
shows
to be thought knowing and a
eagerness
"good fellow,"he hasn't the mental and moral
fiber of the most valuable tj^peof employee.
If he takes the matter
of his emplojonent
seriously,concentrating his attention on that
point until it is settled and volunteeringno
information
not bearing directlyon
it,it is
your
"
or
THE
FINDING
MAN
RIGHT
13
fixityof
he tackles his day's work, and
when
purpose
in handling or speaking of
the same
reserve
the company's affairs.
Many
employment
the
men
waiting in the
agents keep an eye on
outer officeas well as on the man
immediately
likelythat he
who
individual
the door
the chair nearest
secures
same
quiet,self-contained
The
in hand.
will exhibit the
to the
neither takes part in the conversation
attention on
wastes
about him nor
or other reading,gets a favorable
newspapers
On
his name.
mark
before the agent knows
officeand
inner
the other
his
own
his
hand, the fellow who can't keep
counsel,who takes his neighbor into
confidences
with
"
others
and
What
as
that
placed in
he be
unless
"
is set down
time
discusses
or
who
one
his
of
officeor
an
Characters
a
baseball
the
games
potentialsalesman
a
his
will waste
is
he
whether
fellows
own
factorydepartment.
to Avoid
Hiring New
in
Workmen
The
"drifter"
various
brief
is
changes
"
glibwith
the desirable
he is frank
as
about
for his
excuses
the
man
will be
as
for his
reasons
leavinghis
last place. If he was
discharged,
be bitter no
capable, industrious
he
may
worker
"
be blamed
for resenting a "pay
off" slip. But if he is sweeping in his condemnation
can
of conditions at his last
to
rejecthim
other
unless
the
place,it is safe
from
agent knows
is much
that the case
it. The confirmed "knocker"
sources
he
as
scribes
de-
usually
presents his negative credentials by word of
mouth ; and no degree of skill can counterbalance
the effect he will have in the
he is
office
assignedto.
Nice
man
shop or
discrimination
who
is
ready to
is needed
take any
in
job you
hiringthe
can
offer
HOW
14
TO
GET
HELP
be desperatelysincere in his
may
promises to leave promotion and compensation
He
him.
in your hands, but actual contact with
entirely
tasks usuallyupsets his
unworthy or ill-paid
of a large
resolution.
There was
the foreman
southern
saw-mill I engaged to take charge of
of blacksmiths in one of our
a gang
plants.
He was
in appalling straits,
having brought
his invalid
wife
and
North
exhausted
his
sources
re-
twelve
absolutelythat he walked
borer's
miles,having no car fare,to inquire for a laI learned
job at another of our works.
so
after my
decided that his
first interview
of this incident
and
him,
would
be of
work
done
than
common
rough and
to
intelligence
the workmen.
painful yet
"
shop. The
required no more
it took
and
stock-keeper,on
man
young
that I would
announce
to pay him more
money,
Of course
place or lose him.
a
rect
di-
it and
master
gratitudewas almost
to
him just six weeks
have
hired
men
His
sicken of the work
For
handle
in this blacksmith
use
was
to
ability
with
find him
he
another
who
was
a
another
paid o-ff.
was
occasion, I
fair
very
countant.
ac-
With
him, too, it was a questionof
bread-money; and though I made it clear to
him
that the work
all like what
at the
**
'*
chance
willingto
the
he
do
seventeen
was
would
be
heavy
accustomed
and
to,he
not
jumped
taking the place. He
anything" and admitted
of
and
one-half
cents
aj:
an
wa6'
thathour:
good." But the mechanical nature of,
the work, the deadly routine,wore
him out m
and he quit with an apology. Thai,
a fortnight,
ally
actuwas
on
a mistake
my part ^the company
lost money,
for he hadn't acquiredeither
in handling stock by the time
speed or facility
he presented his resignation.
make
for these disappointments,
To
up
looked
"
MAN
RIGHT
THE
FINDING
15
encoimters
squaremployment man
of
some
tirethe
word
who
mean
every
jawed boys
formula, '^any job at all." There were
who besiegedmy office
two young
collegemen
two years ago, decliningto take refusals when
I told
I had no placesfor them.
I told them
sion.
them there were
no
openings in the office divithat they rejoicedto
They answered
hear it ^that they wanted
factory jobs. Both
too lightfor truckers or department helpers,
were
at a loss to placethem.
and I was
To dismiss them, I explainedthat the only
as errand
jobs I could possiblygive them were
boys. One was twenty, the other twenty-one
I fancied they
both college graduates and
every
"
"
"
refuse to be messengers
Not a bit of it. ''When
would
week.
they
five
time
demanded.
I
six weeks
or
three
four
or
transfer them
or
"
at six dollars
do
start?"
we
capitulated.They lasted
as
By that
messengers.
foremen
had
asked
department clerks or
Within a year, both boys had won
four promotions and were
drawing
dollars
a
as
week.
foreman
Now
a
of them
one
is
an
me
**
to
ers."
trac-
three
fifteen
ant
assist-
and the other is in line for similar
promotion.
Haste
carelessness
in
interviewingapplicants
jobsalways
reports
of "pay-offs" and it cannot
be urged too
who
stronglythat an undue proportionof men
a serious slump
quit or are dischargedmeans
in the general efficiency
volved
of the departments inand a correspondingmoney
loss to the
or
for
is reflected in the
"
company
**
broken
when
fresh batch of workmen
in" to the vacant places.
a
are
in a crowd, therefore,is
Interviewingmen
a costlyprocess, though one
stillfollowed by
of applicompanies which find a largenumber
cants
at their gates every day. It is true that
HOW
16
at least four
in the
work
TO
men
GET
HELP
in every
five who
ask
for
large cities are
and
undesirable,
that the separationof the sheep and the goats
ought to be the preliminaryprocess.
The trouble is that the process rarely goes
beyond this preliminaryinquiry. The employment
with
his
list
of
the
day's wants in
man,
his hand, marches
out into the crowd, picks
out the most likely
so far as externals
man,
go,
and asks him what he can do, or even
demands
If the man
a foundry job?"
bluntly "Want
reallyneeds work, he will take a chance and
say **yes" to almost
any question the agent
puts to him, trusting to adapt himself to the
work after he has tackled it. Not infrequently,
investigationof his fitness for the place goes
further ; he is simply given a pass and sent
no
to the department which has asked for help.
FORM
1:
Cards
like this filledin by foremen
and
sent
keep him advised of progress of all men
manager
and are a fair indication of each man's merit
Haphazard assignment of
workmen
to
the
in the
ployment
em-
plant
like this
the workman.
the company
as well as
put to work without real knowledge of
he
he is able to do, and not infrequently
wrongs
He is
what
does not understand
just what
is
expected of
HOW
18
and
weeks
TO
GET
trebled
transfers
the
the
among
involved
only
the
listing
a
for
this
the
the
This,
the
to
city
plants
is
out
with
weeded
skilled,
to
do
man
wants
and
then
and
responsible
tell
what
what
culls
sizes
they
they
vdll
out
each
up
he
the
class
fellows
all
for
them
sent
into
their
attempted
to
them.
followed
do.
the
at
needing
raff
riff-
The
and
ceremony
tunity
oppor-
every
what
The
the
at
know.
do,
that
men
given
can
made
was
and
small
men
sides
Be-
"
inquiry
I
ant
assist-
file"
applicants
process
organized
the
trades
the
to
before
the
Yet
was
departments
is
vidual
indi-
clerk.
departure
closer
a
the
an
more
laborer
for
indeed,
or
likely
responding
cor-
a
occupation
two
talking
the
of
departments
experience
them
*^
common
office
and
extra
an
chief
his
out
and
assign
best
in
with
men.
an
with
the
above
his
ability
and
"
picked
to
addition
factory
purpose
places
in
to
the
interviewer
gate,
the
of
employees
of
census
the
agent
installing
all
of
of
average
efficiency
in
co-operation
employment
previous
departments,
increase
changes
HELP
they
want
employment
of
who
workers
offer
he
selves.
them-
II
INTERVIEWS
PERSONAL
MEN
HIRING
TO
WHOM
concern"
letters
references.
But
it may
little value
as
skilled workers
worth
while
your
at least to
the man's
from
query
IN
of
secure
last
a
ing
in hir-
sort, it is
any
confidential
employer.
for whom
to the foreman
of
are
port
re-
Address
the
cant
appli-
for that purworked, securinghis name
pose.
Letters to the general manager
may fail
bring a response on the very pointsyou wish
will
be
to emphasize. Usually the answer
ing
prompt and honest, for employers are comto
that
to understand
their interests in this
If
respect are mutual.
for references,
he should
will be consulted
delay in
no
an
applicant is
understand
that they
possible; then
speedilyas
making the inquiry should
as
It is neither fair to the
to the company,
which may
of a valuable workman.
It is obvious
asked
thus
man
lowed.
be al-
nor
lose the
that the character
and
just
ices
serv-
tion
reputa-
of the former
your
and
estimate
the
employers should influence
of the man,
his probableworth,
weight
to be
given
their
statements
HOW
20
about
him.
TO
Too
GET
HELP
miuch
dependence must not
It often happens that a
be placed on them.
firm will bear a grudge againstan efficientman
has resignedand will attempt to punish
who
Several
him by refusing a recommendation.
instances
have
come
one
this
manner
case
by
big
a
under
my
observation.
of treatment
lumber
company
appliedto
to
was
In
corded
ac-
former
a
for a posime
tion
superintendentwho
He explained that he
as
yard foreman.
could not hope for a favorable report from his
former
employers,narrating the circumstances
seemed
of his resignation.His reasons
good,
and when
the expected knock"
came
along,I
disregardedit and hired him on the strengthof
his experienceand the impressionhe had made
*^
on
me.
A
similar
case
was
that of the chief
buyer of
who
quit because of
large Eastern company
cut in his salary. The firm retaliated with
a
unfavorable
reports of his work and actually
a
kept him unplaced for some time. I took him
of his
on
as assistant purchasing agent because
lengthof service before the disagreement and
his knowledge of market conditions ; his record
has been
eminently satisfactory.Bias like
this must be provided against,since every capable
workman
turned
means
a positive
away
loss to the company.
money
These
the general considerations
are
apply
to the
selection
of
which
factory workers
of
every grade,every degree of skill. In dealing
with each class,
ditional
however, there are certain ad-
qualitiesto be borne in mind since
each of the three great classifications requires
and body purchasable
of mind
distinct powers
and offering,
at varying prices,
therefore,opportunity
for important wage
economies
or
disastrous
extravagances,as the employment
PERSONAL
INTERVIEWS
21
S
o
2
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i'
y
I
H
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HOW
22
is alive to
TO
GET
HELP
indifferent to the needs of the
departments and the current state of the labor
man
or
market.
Some
of the
Points
to he Considered
in
Hiring
Men
The
which
great industrial concerns,
in herds, submit
laborers literally
them
tests except size,age, physicalcondition
hire
to
no
and
nationality.
ers
Nationalitycuts a figurebecause the laborin their plants are
almost wholly foreigners,
speaking no English. Not only must the
bosses under whom
guage
they work know their lanin order to handle them
effectivelya
sufficient reason
for limitingmembers
of any
department to one nationality ^but experience
has taught the management
that each race
has
If inside
aptitude for certain kinds of work.
workers
are
wanted, Poles,Hungarians, Aus"
"
trians
hired.
are
If outside men,
choice
runs
to
Irish,Scandinavians,Germans, Italians.
Raw
recruits,however, need direction in
findingthe places best fitted for their talents.
I recall a grocer's driver who
applied for a
place as file clerk in the office division. He
had a splendid young
ten
body, honesty was writall over
him, likewise,intelligenceand
native
wit.
The
briefest
fact,however, that
he
necessary
for
explained
this to him
even
a
inquiry elicited
lacked
mediocre
the
the
education
office man.
I
and
suggested that he
start in the factory. He saw
my point and took
six-dollar job as errand boy in the machine
a
shop. He was sincere in wanting to learn and
hustled through his routine tasks as though
the most important affairs in the
they were
business.
At the end
of six
months,
he had
every
job
23
INTERVIEWS
PERSONAL
shop anxious to
and the boss promoted him
**show him how"
to be a helper and gave him a simple machine
to tend. In another six months, he was
making
modest
little suggestions of short cuts and
economies, and at the end of his second year
was
admittedlythe best operator in the milling
and profiling
sections of the shop. In spiteof
his youth he was
only twenty-two at the time
in charge of these
^he was made a sub-foreman
foreman
and
in the
mechanic
"
"
sections
to the head
path
of his third year, and his
of the whole shop is reasonably
at the end
straight.Now he might have made a good
file clerk,suppliedhis lack of arithmetic,
ing,
writbookkeeping in night schools,but I doubt
have "made good ' ' so emphatically
he did in the factorywhere
his fragmentary
he would
whether
as
schoolingwas
his
on
The
so
progress or the
to the house.
own
his usefulness
Another
not
severe
a
cap
handi-
development of
Class
of Men Who Require Attention
of a DifferentSort
who
man
"wants
to
get into another line
of
turns
out a
work," however, sometimes
serious problem. For instance,a mail carrier
asked
for a carpenter's job just when
we
needed
for
twenty or thirtyrough workmen
that had to be
some
temporary construction
hurried.
His experience was
limited to odd
house or his neighbor's
jobs about his own
places,but he was so firm in his belief that he
could develop into an expert carpenter,and I
wanted
men
so
badly, that I took him on,
simply warning him that I might not be able
to keep him after the current rush was
over.
It
"saw
and
hatchet"
job,and he
little difficulty
in satisfyingthe foreman
long as the rough work held out. On the
was
a
had
so
first
HOW
24
TO
GET
list the latter handed
the mail carrier
in for
**
'^
ever,
howpay-offs,
included.
was
I took the
the circumstances
up with the foreman, explaining
and asking if he could not carry
matter
the fellow
like
HELP
until
he
could
journeyman's
negative; the postman
a
but he had
develop something
skill.
His
often
to
men
was
intelligent
enough,
was
the ineradicable
clings very
answer
clumsiness
who
work
after thirty.Nothing
but to pay the man
off.
take
hand
up
left,of
was
which
course,
He
refused to accept the foreman's decision,
however, carried the thing up to the ** front
fluences
office,
"brought various social and church into bear,and eventually
reinstated
was
the theory that since he had given up a '^life
on
with the company,
his discharge
job" to come
would stir up public opinion against
so
soon
the company.
and
earnest
Luckily, he was
and
industrious
the
foreman, having
him
on
his hands, took the trouble to teach him his
trade. But the lesson emphasized the danger
of
with a permanent occupation
hiringa man
for a temporary job; or of taking the risk involved
in helpinga middle-aged man
to switch
to
a
**
trade
new
Where
have
less
not
trade ?
' '
avocation.
or
you
then,is
important than
**Have
a
tion
quesyou
a
Here
the value of the capable employment
is clearlyin evidence.
If he has
man
grasped the
full
and
careful
made
he knows
in
worked?"
a
measure
of his
study of
the character
of the
opportunities
first principles,
men
employed
all the
larger establishments in the zone
from which he draws his supply,the shop conditions
in each case, the wage rates,the quality
of output; and is able from this knowledge to
make
estimate of the applicant's
ity
abila shrewd
to
measure
up
to the standards
of his
own
HOW
26
he
that
Be
might
find
of
wary
TO
three
all
things
else
opportunity
or
eyesight
to
know
the
lunch
hour
is
either
lacks
common
whom
acquaintance
into
a
good
his
how
or
his
how
street
is
wants
long
the
run,
he
'^fusser'^
methods
shop
critic
a
health
he
cars
or
the
full-fledged
working
If
kept,
initiative
with
labor,
and
output.
the
of
congenial
menace
is
time
capable,
exclusion
wages
neither
limit
how
evolve
steady,
will
nor
the
tail
de-
many
and
to
hold.
to
too
serious
him
make
which
asks
is
wants
to
conditions
he
interest
He
:
qualified
was
who
man
If
HELP
he
one
the
questions.
GET
and
will
mischief-
maker.
**Get
out
the
temperament
the
antagonize
to
refuse
it
is
a
stop-gap
secured,
in
line"
employers,
among
has
get
or
or
serious
until
the
applicant
habit
of
mind
likely
of
conditions
a
more
to
verb
pro-
if
aims
error
a
and
company's
acceptance
Become
has
hire
methods
or
him
acceptable
or
they
as
exist,
ex:cept
man
to
as
can
a
be
'
.w^^,
^
PM
III
HIRING
UNSKILLED
WORKMEN
workmen
ment
apply at the employoffice,they range themselves
First
naturally into three groups.
the unskilled laborers
come
truckers, janitors,
of
^men
shovellers,material handlers
mighty thews and sinews imder poor control,
lackingthe brain development, experience or
trainingwhich would fitthem for anything but
WHEN
"
"
muscular
routine
*'
of drill
and
"
second
the
In
class there
handy men"
and punch
hundred
a
effort.
other
are
found
skilled
semi-
assemblers, operators
presses, milling,molding
"
half-automatic
machines
possessing intelligence,adaptabihty and
some
knowledge of tools,but untrained in the
of them
the
that lie in
possibilities
them.
Third, and most important, are skilled
workmen
ers,
^mechanics,tool and pattern makmachinists,hand molders, cabinet makers.
dited
Having served apprenticeshipsthey are creall-around
with
knowledge of their
trades ; but in practicethey are usually specialists,
the factory system directingtheir skill
towards perfectionin a circumscribed
field.
exact
use
or
"
With
the
need
for these
three
classes
of
HOW
28
TO
GET
HELP
in the average
factory,what are the
essentials to be kept in mind in hiringindividuals
workmen
in each
class
brain
or
power
must be
the discontent
in
the
the
must
of
excess
man's
fact be
skill
any
actual
paid for, either in
which accompanies
beneath
or
Neither
remembering that
"
ments
require-
money
tasks
in
or
genial
uncon-
abilities?
best
overlooked
that in
and industry,because
*^openshop" intelligence
of the division of labor,can
break down
the barriers
hedging the semi-skilled and
skilled occupations likewise
that
the mechanic
an
"
who
works
from
up
the laborer's
level
in the
company's employ, generallyrepays in
the time spent on
his
loyalty and efficiency
training.
First and foremost hire a sound
body for
job. In a laborer,vigor and muscular
every
sentials.
development are everywhere recognized as esLess attention,however, is paid to
the
health
and
officeworkers
sustained
Yet
and
is
duties do not
quiteas important
machine
factory
require
tender
for the
chanic
me-
whose
be
eye must
be steady if he is not to exceed
true, and hand
his allowed
whose
of
bodily effort.
health
or
physicalcondition
margin
of
error
and
is to
keep
his
Not
proportion of spoiledwork at a minimum.
only is the output of the healthy man
greater
than the weakling's but its quality is higher,
his lost days are fewer and the man
himself is
less liable to accidents due to fatigue,overstrain
and
dulled
If there be
than
a
clouds
the
soon
faculties.
for hiringa man
poorer reason
^^hard luck story,"it is pity for the applicant's
the
a
ill-health.
Even
judgment
of the
inexorable
marks
the
law
of
when
sjrmpathy
employment man,
department averages
delinquentfor dismissal. The
WORKMEN
UNSKILLED
health
place of
sound
and
29
limbs
in the
ment
equip-
employees is recognizedin the regulation
and
of all the larger
more
progressive
must pass a physical
organizationsand a man
before he signs the pay roll. In
examination
the smaller
ment
factory,the eyes of the employagent must do the work of the physician's
stethoscope.
of
rejectionof any
individual
tion.
bearing signs of drink or dissipaCompetition has cut profitmargins to
and two or three Monday-idle
the minimum,
Like
reasons
machines
command
in any
the
serious
make
group
inroads
the
department'searnings.
The standard,therefore,which
the employment
will
who
agent must hold to, is the man
produce a regular output every working day
of the year.
genius,
Exceptional skill,even
is out of place in a factoryorganizationunless
it submits itself to the discipline
supporting
the mediocre majority.
on
What
is Demanded
Most
in
Unskilled
Hiring
Workmen
Bodily strength,of
course, is the unskilled
Add
a brain
sufficiently
man's
stock in trade.
awake
to grasp the most effective way of forming
perthe routine duties assigned to him or
to carry
you
His
out the directions of
have
the minimum
a
boss,and
gang
of
measure
laborer.
a
hands
will tell you whether
he is accustomed
to toil; his shoulders,
whether
legs,arms
he has the
physicalforce
to
perform
you
would
and
standingwill indicate alertness
set him
at.
His
the tasks
of
moving
or stupidity,
initiative or a habit of dependence. Clumsiness
be interpretedas lack of intelligence,
may
sluggishmotion as an index of slow
and
thinking or dearth of energy
yooi are
manner
"
HOW
30
TO
GET
HELP
purchasingnot brawn, merely, but
available
man-power.
Age is
important. Eighteen to thirty-five
the years of maximum
are
vigor,though a
with a particular
laborer of forty-five
set of
highly developed muscles is an admirable
investment if he be healthy and you need a
of his stripe.Size is a matter of
specialist
moment
only when the work demands weight,
such as trucking,
handlingheavymaterials and
the like. The
of medium
well-knit man
size
makes up in quickness,
stamina and adaptability
for any pounds he may lack.
Since the rolling
stone is undesirable,
length
of service in his last placeshould count,especially
if the company
be known
as an employer
of
good
men,
changingwill
that is
an
and
the
reasons
applicant's
pass muster.
If he be
for
married,
additional guaranteeof steadiness,
will
industry,sobriety ^his responsibilities
anchor him to the new
esty,
job. Character,hon"
which the man's
are
self-respect
qualities
face,his appearance, his previousrecord will
affirm or deny as belonging
to him.
This
is the laborer reduced to a common
If you want a trucker who wiU
denominator.
remain a trucker indefinitely,
you need study
further.
no
your applicant
Even
with such simplerequirements,
it is
sometimes
men.
difficult,
however, to secure
Resort to unusual methods even
in the great
central market for unskilled men
is sometimes
demanded.
Heavy shipmentsof iron and coal
recentlyswamped the unloadinggang at a
plantI was interested in,and the superintendent
sent in a hurry callfor men
to save the $100
the blockade in our
a day demurrage which
yards was costing.At least one hundred men
were
needed,while it happened that the mar-
UNSKILLED
31
WORKMEN
.S
a
I
o
If
-I
^":
^"^"P
J2
o
o
HOW
32
TO
GET
HELP
was
ket,justat the openingof lake navigation,
empty of the type demanded.
to every agency
Recourse was had,therefore,
Display advertisements
available.
in all the penny
were
run
eign
and in all the for-
newspapers
the
papers, particularly
and Hungarian dailies.
ian
LithuanItalian,
Agents were
patched
dis-
along the harbor front in search
the organized
longshoremen,particularly
also
of
contracts for
gangs of stevedores which make
the unloading of vessels,
doing all the work
and
themselves
dividing the remuneration.
rounded up and hustled
such gangs were
out to the works, while practically
every ablebodied man
who appliedat the downtown
ployment
emTwo
office was
also
dispatchedto
the
plant.
Unusual
An
Method
Adopted
to Secure
skilled
Un-
Men
Italian
morning an intelligent
men,
presentedhimself,among other of his countryroustabout
and askingfor one of the
jobs,
plained
pleaded for permanent employment and ex-
The
second
road
that he had been a gang boss in railtrack elevation.
'^
Can't you round up thirtyor forty men
"
I asked. " I '11
you know and bringthem in ?
side
pay you, or I'll giveyou a steadyjob on the inif you make
good."
he
That afternoon,
and
Italians before five o'clock,
sent in thirty
ing
telephonedasldngus if he could keep on sendafter six o'clock. I kept the office
men
peared
open until nine o'clock. At that hour he apwith the last draft of seven
ing
men, bringhis total up to fifty.
Of the half hundred, forty passedmuster,
and I sent him out to the plant the next day
He
leapedat
the chance.
HOW
34
TO
in the semi-skilled
GET
HELP
could
ranks
be devised
than
the
men
hiring of capable, lusty young
as
factory laborers.
To secure
the highest type of tool makers,
and
pattern makers
machinists, undoubtedly
but
experience in other shops is necessary;
machine
be
can
mastery of a half -automatic
the two
attained
three
without
or
years' apprenticeship
which
on
obvious
defensive
Out
Tested
to
**
instance
show
that
breaking
of years.
booms
in"
Applicants
in my
with
is
unions
insist
for
reasons.
Quickly
An
the
a
^'Broken
Easily
and
in''
experience will
the right material
own
question of
At the outset
the company
Are
of
one
for which
weeks
sersv-e
this
instead
of the industrial
I did
the hiring
compelled to put on a night force in all the
mill departments.
At the time, the factory
closed shop. Union
could not be
was
a
men
in the numbers
secured
we
required, and the
local council was
forced to consent
to the rapid
fire training of forty milling machine
and drill
operators to meet the emergency.
press
From
our
truckers, clerks and department
of young
helpers,I chose a score
taking
men,
lists of town
the other twenty from
and
my
to enter the comcountry boys who were
pany
eager
's employ, if a chance
of bettering themselves
was
offered.
All
of
them
were
of
fair
and
school education
capacity, had comotnon
appreciated the chance to learn a trade in a
hurry. As we had jigs and gaiuges for every
machine
operation involved, the degree of skill
learned.
soon
required was
IV
HIRING
SEMI-SKILLED
WORKMEN
blers,
^^handy men'*" assemdrill and punch press operators,
hands,
milling and molding machine
SEMI-SKILLED
and tenders of the hundred
machines, form
and
one
the second
matic
half-auto-
great class
labor,as a whole, may be divided.
In hiring these semi-skilled men
better
no
aiid fiber
test exists for industry,intelligence
labor.
If a man
than hard manual
cheerfully
**
wrestles" his truck, or **putshis back" into
gence
castings,he will not lack energy or dililifting
when
or
promoted to a machine
given
his
kit of tools. It is well
opportunityto use
of this type at hand for
to have a few men
emergencies,but it is useless to expect to keep
them long at rough labor.
however
limited
Expert knowledge or skill,
in scope, must be employed at its proper
work
will drop below the standard of
its efficiency
or
the class to which it is reduced.
As a temporary
while
for
makeshift,
a
waiting
regular
berth,a tool maker may serve as a handy man,
tender as laborer,a bookkeeper or
a machine
into which
HOW
36
TO
GET
HELP
action
stenographeras a clerk. But always the reand
uninteresting
against mechanical
toil comes, and if the agreeabletask be not provided,
himself/'
"fires
the man
quitsor
For this reason
there is never
gaging
profitin en-
short term
a
rush
or
season
man
to relieve
unless it be for
some
other
a
brief
temporary
Honesty in stating the conditions to
the applicant,too, is imperative, if the company's
is to remain
name
good.
Experience, brain power, adaptabilityare
to look for in a semi-skilled
the vital qualities
In native mental and physicalequipworker.
ment,
he must be almost the equal of the skilled
^
^the latter 's apprenticeship making
worker
the two
the real difference in capacity.Indeed
stress.
"
classes may
almost be treated as one
so far as
natural qualifications
go. It is in the closely
related matter
of
trainingand experiencethat
chanic
emphasized. If a mesatisfies the primary requirements
handy man
from
of health,freedom
physical
the distinction
or
must
be
habits ; if he be of suitable age
is the maximum
forty-five
generallyallowed,
defects
"
though
saw
and
bad
the skill of
smiths
and
craftsmen
this
a
blacksmiths,tool hardeners,
few
other
often reaches
ualized
highly individits top limit at
and
the outward
age
carry
brains and self-respect,
he is worth
General
"
Experience
Counts
for
marks
careful
Much
of
tention.
at-
in
Hiring Men
Experience counts for much, because it has
cable
shaped the applicantand given him ineradistandards of what constitutes qualityand
finish. Therefore
hire mechanics
and handy
and
have
been
mechanics
who
handy men
employed in plants using your own
types of
LABOR
SEMI-SKILLED
EMPLOYMENT
FOR
APPLICATION
DEPARTMENT
WIANUFAOTURING
nkut
IN ruLt.
HAVe
YOU
HAVC
YOU
CHRONIC
ANY
WCRC
IN SICHT,
A amU.
EVER
YOU
OR
OIVE
VESIN
NAME
AND
THI*
COMPANY'*
AOOREtSOF
KNO
NAMia
amrcnticeship:
.
EMPLOY
YOUR
YOUR
WAOC*
AtMONCVt.
.
rATHCN
.
EMPtOYED
BY
THIS
COMPANYt
PREVIOUS
"ivc
UMMf
ARC
NCkAtI
Or-VOUR
OR
MEARINa.BVCCCH
i""T"AeeiwAT"iw
YOU
NAMES
Or A BOY
OlSCAtESf.
OCrtCT
ANY
WtnC
WI^CN
ttlVC
37
AOomAan
when
or
ano
EMPLOYMENT
HO"
where
sATt
Lono
or
scrvco
REFERENCES
introduces
by
SENTTOOERT-.
GIVEN
.
FORM
western
This
BOOR
RULESFRINTEO
IN.
style of applicationblank has been used by a large
satisfaction and is designed to bring out all the information
unduly harassingthe applicant. Many good
necessary, without
driven away
are
men
by too exhaustive inquiry
5:
firm with
HOW
38
machines
TO
GET
HELP
producing work of approximately
equal grade.
Builders
of typewriters,fire-arms,adding
machines, cash registersare schooled to much
the same
standard
of quality,for instance
and exact adjustment of parts being
accuracy
the first ideal. Therefore
machine
operators,
or
"
assemblers
or
tool makers
from
of
any
the
plants in
this group
find it easy to accommodate
their hands and their brains to the
in any
In
the
same
other member
manner,
and
wagon,
quirements
re-
of the group.
plow, harvester
trade men
with ease
implement
and
safety,as do all sorts of engine works,
foundries,textile factories and the multitude
of smaller industries using merchant
steel as
their
factories
material.
raw
As
is the
in
employing unskilled men,
attention should be paid to the future development
of the employee in hiring semi-skilled
mechanics.
Watch
for that jewelamong
men
workwho has had foresightenough to acquire a
trade allied to his regular avocation
ance
as insurIt is
against idleness in dull seasons.
case
this command
of alternate
acquaintancewith
English trained
which
one
mechanics
their
leisurely
ways.
How
One
Man
trades
with
an
all-round
or
German
makes
valuable
Alternate
or
despite
Trade
Was
Discovered
This
capacityis not always advertised
by the mechanic possessingit. It is my rule to
learn whether
than one
an
applicanthas more
trade
extra
at
his
command
^in order
"
transfers from
emergency
is running slack to another
orders.
I remember
correspondence,who
one
a
to
make
department
which
overburdened
mechanic
struck
me
with
engaged by
as
a
man
of
LABOR
SEMI-SKILLED
mentality,but insisted
pattern-making,the thing for which he
hired,was his only vocation.
umisual
that
was
39
and
resource
Set to work
a
on
series of
and
new
intricate
he proved himself an expert at his craft.
tools,
corporating
He suggestedsome
changes in the design,inroom
them in his patterns.But the toolfinding his methods foreign to its usual
in reproducinghis pathad difficulty
terns,
practice,
and
he
just how the
such
be reproduced,exhibiting
and skill in applying
processes
said bluntly: **You
foreman
he
minutes
ten
patterns could
knowledge of
them
that
must
be
The
tools
the
well
declared
that his last
"
his double
he concealed
had
employers
"
shifted him
from
made
had
his life.
patterns all
as
why
me
that he
admitted
man
new
to
demonstrated
tool-maker."
a
as
In
called in for consultation.
was
Explaining
he
skill,
^small
ufacturers
man-
pattern and
tool-making to sharpening and repair jobs
nearly every week, and had cut his rate each
time they set him at the less difficulttasks,thus
actuallypenalizinghim for his extra skill. I
transferred
him the same
day and six weeks
later signedthe slipadvancing him to job foreman
in his new
department.
Select
Netv
Workmen
with
Semi-skilled
as
Who
Your
well
Will
Harmonize
Force
as
the
skilled
ployees
em-
be
tory.
placed in the facjudiciously
Foremen
often a stumblingblock in
are
the effective operationof a department,but the
has qualities
difficultforeman
which make him
must
invaluable
case, the
to hire
that of
to the
house.
When
such
is the
miust do his best not
employment man
temperaments which will clash with
the boss in question. As illustration,
I
TO
HOW
40
engaged
assembler
an
HELP
GET
few
a
promise of
every
gave
and
workman
developing
,
his
young,
\head
Icombative to
by
as
his
the
most
a
splendid
making
ultimately into a
and
of the
degree
"
who
men
was
and
face
him
to be
quality possessed
"do things."
a
Men
of
Apportioning
his
showed
manner
last
He
power.
dynamic,
was
energy
well
as
Right
drive
of unusual
foreman
who
ago
years
Brings
Good-
Results
I
hired
him
for
a
department
whose
head
But
placid,even-tempered, hard to rouse.
of
the
from
I was
factory in search
away
ant
assistwhen
he reported, and my
screw-makers
of
of a sudden
assigned him, because
press
of a foreman
as
bative
comhurry orders, to the room
himself.
the new
The explosion
man
as
second
the
^two job foremen
occurred
day
assembler
was
pulled the men
apart. My new
lost an employee who
paid off and the company
to the organization,
was
a
positive addition
did not take
his
assistant
simply because
my
temper and strong individuality into account
he changed his assignment.
when
For
the
the
same
psychological reason,
him
the
stances
circumkeep before
agent should
the
surrounding
place he offers the
The
is paid to asman
man.
semble
employment
was
"
a
a
new
harmonious
cog,
then,
machine.
he
is wise
mesh
patently will not
the boss
already in place, unless
are
hurting the business.
which
In
to
ing
introduc-
reject
with
any
those
cog's peculiarities
TO
HOW
42
GET
HELP
is important.As he takes on
apprenticeship
however,the shopswhere
age and experience,
he has been employed become the chief measure
of his worth as a workman.
Ask him if he knows anyone in your own
factory.Good workmen flock together.Quiet,
make
with
no
dependablemen
friendships
fellows. Mechanics have
erratic or roistering
as a rule,which
a pride in their craft,
cludes
preassociation with sloth
has
incompetence.
a trade demanding hand tools,
and if they
of these he owns
makes.
If he has plentyof
or
If your man
learn how many
be of standard
goodtools it evinces interest in his work as well
as a provident
habit,and makes it unnecessary
to lend from the company's supply. If his kit
is small or the tools mediocre he is likely
to
make trouble by borrowing from bench mates
and turn out to be a slovenly
workman.
In engaging a high-grade
man, it is worth
while to bring him into direct contact with the
machines or the work with which he professes
himself familiar. If he be incompetent,a
will betrayhis lack of skill
brief examination
and knowledge. Five minutes
spent in the
shop will give the foreman a chance to **size
him up" and therebycheck the employment
man's conclusions. Given a glimpse of the
if he have acid instead of
shop,too,the man
iron in his blood,will scarcely
resistthe temptation
to criticisethe equipment, the other
and thus
workmen, the methods or the product,
exhibit the fatal weakness
Guard
Plant
Your
If he be
before concealed.
AlivaysAgainstthe Chronic
Faultfinder
faultfinder or meddler,no degree
of skill or technical knowledge will outweigh
mischievous tongue. Not long ago I
a man's
a
SKILLED
made
He
worker
brass
a
34 years
was
of unusual
old and
every
worked
had
He
in
five minutes
our
gave him
and
melter,
as
polisher.
and
foundries
talk he made
the three firms
But
them.
seven
to the conduct
allusion
equipment.
served
and
ployed
em-
of his trade
master
angle, having
finisher
fitter,
molder, filer,
from
and
this rule
exception from
an
43
WORKMEN
ing
durcastic
sar-
some
of every one of
I wrote
to whom
man
excellent character as a workof his caliber was
need of a man
such
an
our
disregardedhis temperament
and put him on, warning him that he would
lose
have to accept the company's policies
or
to
his new
place. He promised to tend strictly
business and for a month
kept his pledge and
uable
He suggestedseveral valdid splendidwork.
changes in methods, and I entertained
come
hopes that he would stick and eventuallybethat I
acute
so
boss.
a
however,
expression,
itch for characteristic
The
too
was
strong. By the
end
of the second
methods
month
his ridicule of the foreman's
and
fected
company's department rules had afhis mastery of his trade
the discipline,
the
giving
immense
him
influence
At the end of the tenth week
men.
off to
the department from
save
the
on
he
other
paid
tion
disorganizawas
store
requirednearly six months to rethe harmony existingbefore he entered
it. My exceptionhas proved my rule
I will
hire a
knocker"
never
again on any terms.
The final question is that of wages.
It is a
mistaken
policy,according to my experience,
; and
it
"
^*
to hire
a
accept or
man
for the smallest
to pay
him
amount
the maximum
he will
rate at the
beginning. All lines of factorywork have a
startingpoint generallyrecognized as equitable,
time to *'getthe
a man
requiringsome
HOW
44
hang''of
GET
TO
unfamiliar
HELP
tasks and
self
accustom himto his new
urally,
surroundingsand having,natless value to his employer during this
period.
If the company
has been paying the accepted
there is no real profit
in
rate to others,
beating an applicantdown because he needs
badly. He discovers the first day that
advantage has been taken of his positionto
drive a hard bargain. Dissatisfaction follows
immediately,he does not givethe company his
best efforts,
he takes the first opportunityto
work
demand
increase
an
Fair
seek another
or
treatment,on the contrary,giveshim
initial impulseof enthusiasm
desire to clinch his hold on
an
situation.
and
a
an
ing
abid-
permanent
placewith a company willingto deal so justly
with its employee. He will apply himself to
speedy mastery of the job assignedhim, and
the increase in his output for a singleday will
sometimes
whole
repay
are
37 1-2 cents
established
paying mechanics of his grade
an
hour,say, the rate having been
as
necessary
required.Being
from
a
week.
You
men
for
additional wage
the
a
smaller
town
to
the kind
secure
out of
of
job,or coming
cheap rent and
a
where
lower
livingexpenses kept wages at a lower
he may be willing
to start at 30 cents an
level,
hour.
My idea of a square deal,both to the
and the man, would be to give him
company
32 1-2 cents an hour, if I had made
that
sure
he would be able to do the work, knowing that
he would
do
and better work becaaise his
had not been humbled
self-respect
more
pride and
by the last turn
On
for
a
would
of the
screw.
the other hand, to pay him
seasoned
workman
from
the full rate
the
create dissatisfactionamong
beginning
the
men
al-
i^
WORKMEN
SKILLED
FOR
APPLICATION
or
rUIX.
"N
APPUCANT
RESIOCMCC
SPCCinCALLV.
STATC
POSITION
DEPARTMENT
OFFICE
NAME
45
OF
KINO
".0.
AOORCB*.
ANY
CHRONIC
OCSIRCO.
POSITION
NATIONALIT*
.
WANTCO
SALARY
.
I
EDUCATIONAL
CIVC
(IF A aOT)
DOVOU
HAVE
4
ARE
YOU
THERE
STATE
OF
80Y1
GIVE
NAME
.
AGAINST
VOUt
HAVE
HEALTH
DEFECT
FULLY
INTERCSTST
STANOINC
JUDGMENTS
ANY
PARENTS?.
"USINC**
OUTSIDE
CONDITION
EXPLAIN
IF A
r
YOUR
WITH
LIVE
AND
VOU
ADDRESS
HAVE
MAY
OF
TOUR
IN
SIGHT,
FATHEIf.
PREVIOUS
VOU
SPEECH
HEARING.
OISCASEST
OR
.
LIMB.
.
EMPLOYMENT
INTRODUCeOBY
BENT
TO
DEPf
FORM
6:
of the young
by
GIVEN
..
a
BOOK
RULES
PRINTED
This oflficeapplicationblank
applicantwho
firm
which
is aimed
has little commercial
likes to
train
good
IN
.
.
at the
characteristics
experience. It is used
material
its
own
way
HOW
46
employed,
ready
had
expect
an
arguing
that
since
materials
the
at
to
man,
lowest
The
efficiency.
position
purchasing
agent
agreements
w^hile
consider
contracts
the
can
can
the
hundred
be
evaded
or
buy
must
the
price,
command
is
men
his
ways
broken.
at
nent
perma-
difference
two
ployment
em-
hire
must
sellers
employment
subtle
output
value.
agent
will
hold
the
indiscriminate
successful,
the
his
greater
essential
of
was
worth
in
market
which
wages
the
be
in"
was
increase
purchasing
lowest
would
breaking
he
he
if
ambition
counsel
the
As
**
services
would
I
generosity.
the
the
start,
subsequent
that
Not
of
amount
his
the
himself,
man
after
at
his
gave
the
increase
complete,
rate
HELP
GET
and
usual
the
only
full
TO
tween
bethat
to
man
in
which
the
their
must
his
VI
RANKS
THE
keep
TO
factorydepartments
secured
competent men
his officeand
supplied with
at reasonable
the
with
touch
Three
for
men
and
is
skilled
sources
of
both
divisions
classes of
organizationis
be
labor
he
cerns
concan
in
keeping
markets
and
the
who
to the force.
semi-skilled
and
exist
"
except in the
the floating
of very large industries,
supply
of laborers will prove adequate. For the
better
The
of
methods
be desirable additions
would
which
reaching and securingindividuals
of
ways
his first
from
the various
of the
is the work
Therefore
sources
recruits,the
draw
case
rates
agent.
employment
are
FROM
MEN
PROMOTING
workers, the company's
the
to be considered
one
on
qualityof any man
your
easilyarrived at by inquiryof
his fellow workers
always
an
unknown
well he
*'
berth.
If you
sizes
quantity,no
up,"
can
^the man
"
a
man
first.
pay roll can
his foreman
from
outside
matter
until he is tried in his
find
own
how
new
to fillthe vacant
place inside your office or factory,then you
save
time, effort and the considerable cost of
breaking in" a stranger.
a
HOW
48
TO
GET
HELP
^
More
importantthan this firstobvious reason,
however,is the effect on the organization
of a policyof ** givingyour own
the first
men
chance."
In every largefactory,
particularly
if the year have its dull seasons
or the product
is made
to order,some
departmentsfind it
off" men
at intervals or employ
necessary to **lay
them on tasks less profitable
house.
to the
In most of the departments,
also,if the hiring
has
been wise,there are individuals who
man
have taken temporary jobs below their real
capacityin the hope that later an opening for
them will appear in their regularoccupation.
Likewise,ambitious truckers have been studying
machine operationsat odd moments
and
have acquiredskill enough to move
up a peg to
the semi-skilled plane,or
handy men" who in
have
course
nightschools or by correspondence
earned the ratingof mechanics.
In the office
if the organization
is healthythere is
division,
the same
progressionfrom messenger to clerk,
from
clerk to accountant
or
stenographer,
from specialist
to department head.
These ambitious or underrated employees
form the internal or factory
supply. It is the
employment man's business to keep in touch
with all of them, to give them
the preference
when the better placefor which any of
*^
them
is fittedoffers
to transfer the fluous
superis
department overmanned,
his services are needed.
when a
to the placewhere
man,
Permanency
of
or
employment
of advancement
are
and
ity
opportun-
the magnets which
draw
good
them
faithfulin the face of increased pay offered
in
men
to
an
organizationand
hold
by other companies.They make powerfully,
and
alertness
too,for loyalty,
efficiency
since these are the qualities
individuals,
which
win
promotionfrom
the ranks.
In the
HOW
50
TO
GET
HELP
to **take care of every
way, a disposition
worker who has been doinghis honest best by
work fails,
evokes
transfer when his particular
same
of co-operation,
fidelity
spirit
corresponding
themselves.
the men
and solidarity
among
Not only must the employer buy qualitybut
rioration
he must make
terms which will prevent detea
the initial standard. In this
aided,sometimes hampered,by
from
he is sometimes
while the purchasconditions,
ing
visible
limit but the country's
the freighttariffschedules.
the local market
agenthas no
suppliesand
Keeping in touch
is
As
of
matter
a
rule
tions
departmentalcondiobservation and inquiry.
or
not
department head can-
with
foreman
be wholly trusted to determine the exact
needs of his department. Unconsciouslyhe
thus
takes the **rush'' season
as his standard,
a
a
and fights
is averse
to losinga tried man
any
reduction of his force so long as he can make a
and output. Pressure
fair showing of activity
must
him
a
be
sometimes
brought to
bear to convince
that the interests of the company
shadow
overthe smooth running of his department
month
loan of
hence,before
one
or
he will consent to the
of his workers to another
more
the need is of today.
of a huge
the superintendent
For instance,
after study
western plantdetermined recently,
that the number of
of the employment reports,
department where
out of proportionto the
of
current increase in business. The authority
had never
been defined
the emplojmaentman
and he had had no choice,
when a requisition
put
new
men
was
forwarded
the
that
on
was
to
him, but
to fillit.
Facing
decisive order,however,
superintendent's
no
men
more
further
orders from
thrown
back
on
were
to be
hired
he
the front office,
his officeand
until
was
factorysupply
to fillhis orders.
MEN
YOUR
PROMOTING
51
there
boys,particularly,
For
but every foreman
fought
and helpers.
transfers of his messengers
a
was
great demand,
between
Exchanging Help
Emergencies
Meet
*'
Will you
let
have
me
this minuted'
working
boys who are not
finallydriven to
departments had
any
he
was
ask, after study of various
of
that there
him
convinced
of
rounded
man
but
course,
up
two
a
was
certain amount
foreman
The
the lads.
loafingamong
to
Departments
when
the
employment
three in several
or
dozen
sented
con-
partments
de-
duty,
they objectedto the transfer. Finallyappeal
made
to the superintendent. He
was
saw
a
issued a genral order giving the employlight,
ment
under
man
over
jurisdiction
every man
the rank of department head, with authority
to transfer,and reiterated his order to hire no
where
more
new
For
labor
a
boys
were
on
men.
three
months, the embargo on outside
dred
enforced,and though nearly a hun-
was
time, the
lost to the pay roll in that
left
readjustment of the thousands
had
made
names
been
were
to such
service to customers
the
saving of
transfers
purpose
has not suffered.
that the
Besides
thousands
and
the
good
of dollars in wages, the
creased
promotions had actually in-
of
efficiency
putting individuals
the organizationby
in the places for which
they were best fitted.
Occupationsthe most diverse are sometimes
For
brought together in a singleindividual.
example, wanting a telegraph operator, I
found
an
entry clerk drawing $10 a week who
had had nine years' experiencein charge of a
local officeand was
delightedat the change and
the advance I could give him.
HOW
52
I have
who
truckers
found
had
have
GET
TO
HELP
ip my occupation i"le
all around
experience as country
blacksmiths, as machine
operators of every
kind, as paintersand wood workers, and handy
easilydrafted into
by dozens who were
before them.
places held by skilled workers
In shiftingmen
in anticipation
of a slump
of orders in any department, the best method
men
is to take
their
the foreman
from
names
at the
opportunity,get their trades from the
application blanks and keep the list on your
earliest
desk
as
a
of
sort
under
men
placing satisfactory
I would
a
mediocre
When
have
no
in
man
it is known
from
the
in
ranks
possible,ambitious
In
market.
emergency
such
stances,
circum-
sing
hesitancy in dismisanother department.
a factory that promotion
will
be
made
whenever
boys will begin to
fit themselves
for better places and will make
effort to keep bright their department
every
records for punctuality,applicationand satisfactory
handling of their work
Ginger talks" and suggestion prizeshave
their places in speeding up a factoryor office
understand
workers
organization, but when
that they are watched, not so much
to insure
performance of their tasks, as to get at their
capacity for better jobs,there is an immediate
and
striking advance in individual efficiency
men
and
**
and
enthusiasm.
The
the
a
final element
man
laid off because
seasonal
member
in the internal
work
supply is
has slackened
industry. Though usually the
of the
in
est
weak-
department,it is well to bear
if there is likelyto be need of him
him in mind
within a month
or six weeks.
Longer than that
him, since his
you are hardly able to command
will probably prove
hunt for work
successful.
VII
NEIGHBORHOOD
OF
NO
hard
SOURCES
SUPPLY
and fast program
can
be outlined
handling your labor markets, local
surround
or
foreign. Circumstances
every industry,the personalityand individual
color its labor
convictions of its management
for
policy,so as to make the problem of supplying
office departments and factory workrooms
one
which
work
out
must
every employment man
The utmost
of help which can be
for himself.
tools of his
given him is to suggestthe common
of all
trade, the methods
by which workers
classes can be reached and engaged, the things
to be kept in mind when
searching and hiring
who
acceptableemployees. It is for the man
hires to determine
be
which
of these methods
wiU
cheapest and most effective when applied
to his own
factory.
The local supply and your stringof applicants
do not mean
the same
thing,save in the
of unskilled labor,either pick-and-shovel
case
the beginners in office and
men
or
factory
trades.
If your factoryhas a wide reputation
for paying fair wages, providing shop condi-
TO
HOW
54
HELP
GET
tions above the average, if there is abundance
of sunlight,
heat,fresh air in your workrooms
tools are kept in good condition,
skilledmechanics will be attracted from
many
other cities. Frequently,
too,they will be so
to **make good''
conscious of their own
ability
at their trades that they will make no effort to
and
your
sell themselves to you at long range but will
' '
and applyin person. Despitethis
up stakes
fact,however, the better class of mechanics
* ^
not found among
cants.
your dailyappliThese you must seek in other shops or
usuallyare
other cities. The very fact that
wherever
and in demand
ployed
they are emthey happen
evidence that they are the kind of
Therefore they are worth going
you want.
to be is sure
men
after.
Handling the
for skilled men
local market
"
factory ^isa delicate opera-'
tion in all but the great cities. In general
allthe
there is a sort of tacit agreement among
employers of the smaller centers that there
will be no hiringof one another's skilled men.
Not infrequentlythis is unfair,both to mechanics
tries.
and the better organizedof the induseither for officeor
I
believe
"
that
the
local labor
ket
mar-
should be fair and
should
men
open, and that the best
where
gravitateto the company
shown by the wages
their value is greatest,
as
paid for their kind of skill. There are many
sorts of work for which a high rate cannot be
of unusual
skill be
paid ^why should a man
"
employed on
dexteritycan
and
intelligence
where
produce greater wealth else-
such
when
his
"?
Open biddingfor the services of such men,
of course, might be resented. There are half
of reachingthem
to which no
a dozen
ways
employer could object.
"
NEIGHBORHOOD
LABOR
SUPPLY
COMPANY^
WILCOX
PASTE
PHOTOGRAPH
CHICAGO
APPLICANT
OF
HERE
IN
^LCAat
ANswcRiMa
ncrcR
NC^3477
to
,
6th.
JUM
Smith
and
1913
Vatson,
ll.Y"j
Syracuse,
Gentleman:
Geo*
has
applied
On
for
employ
to
for
us
his
1909,
for
require
as
to
that
reason
ho
all
he
that
of
class
same
wished
"Inthe
In
was
work,
to
hand.
your
leaving
to
coma
furnish
rof
responsible
for
the
qualifications
feel
etc., and shall
position named,
greatly obliged, and
treat
below,
confidentially,
replies to questions
together
with
information
other
give us concerning him.
any
you
may
erences
We
Uachinist
as
stated
he
application
doing
eight years,
April 20th,
Chicago.
(photo attached)
Johnson
V.
position
a
applicants
respectability,
their
to
respectfully,
Very
WILCOX
CO.
J.K.Kartland.
Is
his
Is
he,
good
Is
statement
to
your
character
his
him
general
to
the
correct?
and
habitat
conduct
confidence
consider
him
you
fill
the
position he
Do
of
knowledge,
such
of
his
of the
8:
to
entitle
employers!
competent to
applied for!
Dated
FORM
as
Signed
information
letter brings the exact
required instead
whom
it may
concern"
useless "To
type of reply.
photograph of the applicanton the reference letter lessens the
This
general and
Pasting a
of gettingan
possibility
opinion on
the wrong
man
HOW
56
TO
Through
(1)
since skilled
already
men
in the
men
employed
are
likelyto
"
line
same
in their
the best workmen
know
HELP
GET
lines and
own
Usually it is
shops in which they work.
If they are satisfied with
enough to ask them.
the shop conditions,they will persuade their
friends to make
application.
ment
(2) Through your foremen, if their judgfrom
and freedom
personal bias can be
the
in the other
They know the foremen
and
chanics.
good meshops if they are wide-awake
Not infrequently they will hear of a
has been laid
who
thoroughly good workman
off because
orders are failing,or is dissatisfied
he is working
under which
with the conditions
or
living.
(3
Machinery houses usually have lists of
their lathes,planers,
able to handle
mechanics
universal
chines
milling machines, woodworking matrusted.
and
so
on.
the
advertising in newspapers,
not caring to
manufacturing concern
average
of
for workmen
publicly in the market
appear
certain type. Unless
or
press of orders
any
enlargements of equipment supply the reason,
public advertisingusually creates uneasiness
mands
employees or prompts them to make deamong
based
the putative necessity of the
on
Blind
(4)
to retain
company
(5)
either
Standing
those
or
an
offer
place
it is
every
return
services.
lists of local
who
have
from
their
have
made
announced
your
to their
concern
available,
rectly
application dimen
themselves
when
to
open
a
you have
such a list,
liking. In handling
with
individuals
well to keep in touch
of a
thirty days through the medium
postal.
HOW
58
TO
HELP
GET
advantagesof the low wage scale.
and expert meNew
chanics,
England tool makers
for example, will not settle in any of
the smaller cities west of Pittsburghexcept on
an
agreement to pay their moving bills and to
send them
back cost free should employment
fail within a year or good reason
satisfaction
arise for disficulty
their part. To balance the difon
in securing skilled men,
however, the
small town offers the unquestionedadvantage
laborers who
of a stable supply of intelligent
and machine
are
handy men
operators in the
out the
raw.
Since it is the amount
and
of work
number
potential
employers,the livingconditions
housing facilities,
rents,price of necessities,
school
facilities and
local transportation
establish local market
which
conditions,the
knows
the
about
an
more
employment man
general and factory situation where an applicant
has been employed, the better bargain he
of
"
"
is able to make
with
him.
The
man
have
may
been working in a
which
on
or
one
nature
of the
factoryunfavorablylocated
physical conditions or the
product set an artificialvalue on
his ability.
The market
may have been faminefor men
stricken,due to a temporary demand
in his
trade,or the management
incompetent to
fixingwages.
correlate
may
have
the elements
been
rightly
The
antithesis of this,of course, is the concrete
advantagesthe employment agent is able
for the persuasion of a mechanic
to marshal
who is desirable. When
the local market, reinforcing
your
internal
supply,is inadequate
factoryor officeneeds for skilled men, the
is to other industrial centers
only recourse
of course, with an eye to the largest
selected,
to
"
available
number
of such
men
as
you
want
and
for their services.
local demand
the current
59
WORKMEN
OUT-OF-TOWN
reaching and working these foreign
which may be
there are several methods
fields,
used singlyor in conjunction,
depending on the
In
extensiveness
and
urgency
demands.
of your
ing
touchHere, too,the standingof your company
working conditions and treatment of men,
tions
of employment, the livingcondithe stability
school facilities of your town, the
general cost of livingand the nature of your
and
sellingpointsfor the
of the workmen
influencing
you seek,or on the
contrary,negative arguments which you must
ing
Followin your handling of them.
overcome
local labor market
are
some
with
of
ways
them
all
gettinginto
tion
communica-
:
A
standinglistof applicants.If your
supply is never
quiteadequate,it is well
(1)
local
are
to list every skilled man
keep in constant touch
who
writes to you, and
with him by means
of a
'Hickler''
every
which
file,
sendinghim a return postalcard
thirtydays the signing and mailing of
"
signifythat he is still open to a
sional
proposition.For an industryrequiringoccadrafts on out-of-town
markets, I know
other method
at once
no
factory.
so
cheap and satisThe
tickler" cards can be splitup
all the days of the month, the double
among
postalcan bear a printedform and the work of
addressingand dating can be performed in a
few minutes each day.
In making up this standing file of applicants,
will
*^
it is not
to
necessary
satisfyyourselfthat the man
and
that he has
to leave his
for
do
more
probably is
good reason
present employment
a
than
sirable
de-
for wishing
or
to
being out of work.
Looking up
references is a thing to be avoided, both
it involves correspondencewhich may
count
ac-
his
cause
bebe
HOW
60
TO
GET
because
wholly profitless
and
man
it is
because
the
to exhaust
HELP
never
can
you
the
use
to the appliinjustice
cant
patienceof his sponsors or
an
former
employers.
Acknowledge every letter,
however, whether
the writer impresses you or not, for the name
of the house
can
easilysuffer through a man
who
been
has
explicitin
plainly,and
the
At
ignored.
time
same
the
state
your
answer,
make
statement
no
be
situation
which
can
in
be twisted by the recipient'sfancy
any way
have him
into a promise of work
or
you may
presenting himself before you within a week.
File your out-of-town
have followed skilled
file for
hired
them
more
at
a
by occupations.I
cards
by
men
of
means
^^
a
ler"
tick-
year, and in the end
total cost of less than half a
than
a
dollar.
**Want
(2)
Choose
ads"
one
in
or
out-of-town
cities
more
papers.
news-
having
dustries
in-
similar to your own, and insert a blind
from three to six times explainadvertisement
ing
exactly what
kind
of
men
you
want, the
your industry and
city offer to skilled workers, the cost of living
wages
paid,the advantages
Make
your
announcement
have
attractive;it must
appeal to the kind of
sellingquality to
man
you're hunting and stir his interest to the
address.
point of writing to your newspaper
Secure
and
of the paper
you intend to use,
the premake
vailing
your *'ad" different from
white
the
of
either
use
by
type
space or
some
Use
a
copy
other method
the **want
the town
of
ad"
display.
medium
or
mediums
of
the penny
you've selected
paper by
preferenceand an evening sheet. Be careful
not to overstate your case
or
promise permanent
for only
employment if you want men
Absolute
three or six months.
honesty in this
"
61
WORKMEN
OUT-OF-TOWN
the newspapers
respond
to your **ad" and corall answers
to forward
with the writers directly.
regard is imperative. Order
(3) Advertising in trade papers. For highgrade machinists,tool-makers,electricians and
smiths,
engineers,the machinery papers; for blackmolders, and other iron
tool-hardeners,
workers, the iron trade papers; for cabinet
and machine
makers, pattern makers
ators,
operthe wood-working journals.
of foreignmarkets.
canvass
(4) Personal
need
If you
quickly,the
to the road
and
to interview
insertion
send
yourselfor
and
cities
least
at
as
a
them
is to take
competent
man
fore-
workers.
engage
paign,
for the "want ad "cam-
of you for
twenty-four hours before
*Vant
send
want
effective method
most
Select your
and
in numbers
men
ads"
ahead
in the shops
your arrival in the cityso that men
and so
will have time to talk your visit over
give it wider publicityand perhaps persuade
gation.
that the opening is worth investiTell what
and name
your
you want
another
one
hotel and the hours
when
can
you
If you
twice
as
be
need
may
you secure
tasks demand.
and
evening
seen.
ten
or
workers
many
you
during the day
dozen
a
tool makers
or
in other trades, for instance,
visit three
just the
or
kind
four towns
fore
be-
of workers
the
(5) Direct advertisingand general public
in the case of important industries
advertising
situated away
from the great labor markets.
It has been found profitable
to advertise at tolerably
regularintervals in these latter centers,
and follow up all applicantsby means
of a
"tickler"
filelike that described
industries
and
are
always in
tool makers
need
and
of
above.
Such
chanics
superiorme-
for the usual
local
HOW
62
GET
TO
HELP
supply they are compelled to create a foreign
vertising,
supply just as staple. In the way of direct adthey use booklets describingand
picturing factory living conditions,giving
their wage
scale and
piece-work rates and
other information
likelyto interest workmen
of intelligence.These are distributed in various
sometimes
by the sellingagenciesin
ways,
industrial
(7)
the
centers.
country.
of good
need
A
Threat
some
of
strike,also,frequently
a
tory
from
the facaway
reallytakes form, since
the best mechanics
before
the trouble
run
As these
may
apply
names
of
men
may
chance to
(8)
throw
places rather
up their
risks of being connected
they prefer to
than
in
slump
throughout
ploying
industry em-
release scores
your kind of men
may
when you
workmen
at the very moment
them.
drives
conditions
of labor
Study
scatter,one
men
to you
dozen
a
be
or
in person.
secured
who
From
will
''jump before they
Names
supplied by
other
cities who
every
and
mechanic
have
is
a
''made
fair
more
other
twenty
or
with
are
a
out.
walk-
of them
him
the
high-grade
welcome
the
pushed."
workmen
good."
from
Since
type of his associates
his
who
man
friends, the new
proves
abilitycan be used by the employment office
in the search of skilled men.
Usually, if he is
tions
satisfied with his working and living condiand wages, he is only too glad to advertise
the fact to friends in his last factory. If you
of his stamp, ask him to write
need more
men
ters
to these friends. By judicious
coaxing his letbe made
to state conditions exactlyas
can
they are, and only the final letter engaging the
other man
need be written by the employment
dispensable
agent. References, in such cases, are not inthe type of your first workman
"
OUT-OF-TOWN
WORKMEN
63
l|
"^
.^
4"
-^
"
o
ri
e
53 J^
.e
cs
(U
j"
"1
"
2
c
11
-a
-
o
6:^
2
si!
age
^S
t'
u
ill
il""
1
Qi
6
HOW
64
giving
method
This
the
reasonable
a
you
from
if
your
the
greatest value
his
services.
(9)
frequently
help
a
the
men
be
on
pecially
; es-
superior
the
again
able
In
it can't
which
will
is of
to command
fields
limited
relations
various
the
which
in
use
of
the
and
character
it.
If
trustworthy
so
the
or
The
lists
the
and
use
securing
you
have
you
will
and
tried
of
to
mechanics
of
specialists
of
good
the
is
labor
man
and
certainly receive
satisfactory.
of
The
men.
entirely
him
there
cities
employment
class
depends
of
knowledge
proved
activities
their
of
been
houses.
of
average
every
have
the
largest
office
favor
former
the
between
modate
accom-
the
there
not
sire
De-
to
return
other
cheap
famine.
a
supplying
experts
types.
agency
all
confine
like
comfortable
agencies
that
technical
to be
usually prompt
or
will
factory
one
may
whether
nearly
agencies
that
large
Employment
worth.
service
the
worker
experiencing
business
(10)
value
to be
men
time
previous
little
ought
apart
is
good nature,
and
individual
company
at another
are
draw
you
list too
another
to
to
hardship
a
the
wide
so
reserved
a
while
works
mates.
with
the superintendents
Correspondence
tories.
facagents of out-of-town
employment
Conditions
in differing industries
are
or
have
his
on
shop conditions
But
here
higher.
which
to
company
line
which
rates
your
HELP
som^etimes
factory
and
GET
TO
on
who
found
no
the
ducts
con-
him
other