HIRING What are the criteria that are used by people who do the hiring in the vast amount of corporations in this Country? What do they look for and how do they make the final decision on who to hire? What should the prospective employee know to get hired? You might answer: they have to know somebody, or they have to have the degree for which they are being hired, or they have to make a good appearance, or have a good resume, or fill out an application form in a neat manner. For some people in the Human Resource Department all the above are important. Many people know this and prepare in advance to get the job on fulfilling those requirements.
When I hired I added to that, "the Beauregard method." Let me now say that I did hire a lot of people during my work experience. (I also fired a lot of people.) The overriding issue in my hiring was this, can this person do the Job. In addition, would
they do it. Many of the jobs were repetitive, factory work. It was work that if one applied them self they would succeed. It costs a lot of money to hire a person and I wanted the best I could get for the hiring money. A smoker could not smoke on the job and so had to take a break away form the job. While away, there is no one doing the work. Yes, we did have relief workers who came around to give scheduled breaks so that they could use the bathroom, but smokers took extra breaks to satisfy there craving. Consequently, I never knowingly hired a smoker. Over the years it made a difference to the composition of the work force, and the efficiency of the plant.
Doing the work involves getting there on time, every day. If the application had work gaps, or many employers, then I would inquire about their work habits. One was how many minutes they arrived at work before start time. Who takes care of the kids and how reliable are they. What was the method of transportation to work. I had to be satisfied that they would be at work every day, on time.
During every interview I asked a most important question: "Are you a good worker?" Invariably, the person answered yes. This was important because, if they were not a good worker, it was my duty to let them go. It was always easier when terminating them to say: remember when I hired you I asked if you were a good worker, you answered yes, well I find that was not the case and I am letting you go. It was amazing that I never got any grief from letting a person go. They knew that they were not doing the job as others were doing it and had no cause to complain.
A persons color, race or broken English made no difference to me. The important thing was could they do the job. I did discriminate against against piercings in men, earrings were the only thing at the time. I did hire a mold setter with a piercing once because we were in dire need. He was always attempting to talk to the girls and kept them from doing their job. I had to let him go.
When hiring for factory work, a female had to show up for the interview in work clothes. If she had high heels or clothes that looked like she was going on a date, she got no interview. If they had a masculine or tough look, I believe I favored them. Our jobs were not for the effete. After having left a certain Company I had the opportunity to return after being away for nine years, the workforce looked like a zoo.