To my regular female readers of this blog, THESE ARE NOT MY VIEWS. I only post it to show you how far we've come from such prehistoric thinking. Yes, we have "come a long way baby", but we still have a long way to go.
Special Tips for Hiring Women
We’ve come a long way, baby. And it should be obvious once you read this article, which originally appeared under the title “Eleven Tips on Getting More Efficiency out of Women Employees” in the July 1943 edition of Mass Transportation magazine.
There’s no longer any question whether companies should hire women for jobs formerly held by men. The military draft and the manpower shortage have settled that point. The important things now are to select the most efficient women available and to know how to use them to the bet advantage. Here are 11 helpful tips on the subject from Western Properties:
1. If you can get them, pick young married women. They have these advantages; they usually have more of a sense of responsibility than their unmarried sisters; they’re less likely to be flirtatious; as a rule, they need the work or they wouldn’t be doing it – maybe a sick husband or one who’s in the Army; 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 and get ones who have worked outside the home at some time in their lives. Most companies have found that 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. While there are exceptions to this rule, general experience indicates that “husky” girls – those who are just a little on the heavy side – are likely to be 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 against the possibilities of lawsuit but also reveals whether the employee-to-be has any female weaknesses which would make her mentally or physically unfit for the job. Companies that follow this practice report a surprising number of women turned down for nervous disorders.
5. In breaking in women who haven’t previously worked outside the home, stress 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 slow.
6. Give the female employee a definite schedule of duties so that she’ll keep busy without bothering the management for instructions every few minutes. Numerous companies say that women make excellent workers when they have their jobs cut out for them but that they lack initiative in finding work themselves.
7. Whenever possible, let the employee change from one job to another at some time during the day. Women are inclined to be nervous and they’re happier with change.
8. Give every girl an adequate number of rest periods during the day. Companies that are already using large numbers of woman stress the fact that you have to make some allowances for feminine psychology. A girl is more efficient if she can keep her hair tidied, apply fresh lipstick, and wash her hands several times a day.
9. Be tactful in issuing instructions or in making criticisms. Women are sensitive; they can’t shrug off harsh words the way that men do. Never ridicule a woman – it cuts her efficiency.
10. Be 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.
11. Get enough size variety in uniforms so that each girl can get a proper fit. This point can’t be stressed to strongly as a means of keeping women happy.