Evening Star Newspaper, June 16, 1935, Page 93

Magazine Section more than 100 of them. He showed by his letter to each firm that he knew a lot about their business. Before he was one-fourth through with his campaign he had landed a satisfactory job. Let us finally take up Right Notion No. 4, which involves writing the let- ter, preparing for the interview and conducting the interview when secured. You may say, ‘“There is no use writing a letter; they will chuck it into the waste basket.” Well — if you will write one such as was recently de- scribed by Dr. R. S. Uhrbrock, a prominent personnel authority, in “Occupations, The Vocational Guid- ance Magazine,” they will not. Doctor Uhrbrock says: “In June, 1933, a young chemist asked for help in preparing a letter of application. His first draft was crit- icized, and it was two weeks before it was ready to be sent out to a carefully selected list of employers. In the mean- time his letter had been revised eleven times. Every word, sentence and paragraph had been subjected to scrriting. There were no misspelied words in the final copy. The size of the margins had been determined after consideration. *‘A good quality of paper was used. A clean typewriter and a new ribbon were provided. The method of folding the letter was discussed and decided upon. Every small detail that could contribute to making a favorable im- pression upon the recipient of the let- ter was considered. Personal history data — education, experience and ref- erences — were typed on a separate sheet and enclosed. One hundred copies of the letter were sent out. Over half of the employers replied. A half-dozen expressed favorable interest that led to interviews. One interview termi- nated in an offer of a job. That is, roughly, the normal experience with a carefully planned letter.” Now, if the letter gets vou an inter- view — and one like the foregoing will get a number —two other authorities, Drs. Bingham and Moore, in their book, “How to Interview,” advise the following procedure: Go prepared with a brief typewritten THIS WEEK Looking for a Job? statement of your personal history. Include name, address and telephone number; date and place of birth; height and weight; race; religious preference; health; schooling; special training; employment record; ref- erences. If married, state how long and how many children. If planning to marry, say so. If you won honors in scholar- ship, sports or other activities, say so. If you earned all or part of your way in school, describe how. Tell about your hobbies, likes and dislikes. If you have had previous jobs tell ex- actly what you did, how you liked it and why you left. If you have handi- caps of health or physique, say so. Have at least three references and enough copies of your statement so you can leave one if there seems to be any prospect of a job; and in that event have a small photograph at- tached to it. Even if no job seems Continued from page seven possible, if you get a chance ask the interviewer’s advice about what he would do next if he were in your place. Such a move sometimes leads to a job. Finally, all the experts agree on the following list of good tips which I shall list under the heading of “Don’ts.” 1. Don’t be discouraged if during your first interviews you are nervous and feel you have failed to put vour- self over. The interviewers expect this and make allowances. You should deliberately seek interviews, even if you think they are hopeless, merely to get practice in speaking up for your- self. 2. Don’t go to an interview without learning what you can about the firm beforehand. 3. Don’t go to an interview without having itemized in your mind the main points you wish to bring out. 4. Don’t fail to answer all questions accurately, honestly and frankly. Never say anything on which you cannot make good. 5. Don’t fail to keep every appoint- ment to the minute. 6. Don’t get into an argument with your interviewer. 7. Don't criticize or abuse former employers or associates. 8. Don't get familiar with your in- terviewer or try to curry favor with him by addressing him as “Jack” or “Buddy.” 9. Don’'t yawn or slouch in your chair or assume any ungraceful or careless posture. 10. Don't try to show familiarity or joke with other employees, even if they be old friends. 11. Don’t take your father or mother or friend with you; the inter- viewer wants to talk to you. Queen of Comedy In those far off days a role in a Stroheim film attracted attention. Zasu worked a year, and became famous as a tragic actress. The company gave her a contract for a year. It was not renewed at the end of that period. In despair she went from one insignificant role to another. A year of idleness followed. When it seemed she would be forced to give up the struggle, her mother moved to Hollvywood. One wotild have thought that Nellie Shay Pitts controlled the heavens. Her daughter’s star became brighter. She worked for another year in von Stroheim’s *““The Wedding March.” And then — the talkies came. Many players who did not have ‘‘speaking voices’ faded from the films. Zasu, like Continued from page five many others, was troubled about the future. At last she was given a role in “The Dummy’’ with Ruth Chatterton. Dreading the ordeal of “the mike” which might wreck her screen career, she hesitated to go before it. Ruth Chatterton, whose deeds of kindness should be written in letters of gold, sensed Zasu's fear. She encouraged her still shy rival for some time, and held her hand while Zasu “‘talked into the mike."” Zasu was a rival that even so splen- did an actress as Ruth might fear. Instead, she helped her. Zasu suc- ceeded in the test — and in the film. During the next year she worked in nearly forty “talkies.”” The rest of her story is an ornament to the screen. Zasu has two children. One is the BENEATH adopted child of Barbara LaMarr. He resembles his famous mother in beauty. “My children never quarrel,” says Zasu. “They are not related.” Zasu once showed Barbara LaMarr’s son the picture of his mother. With tear-filled eyes the boy looked at the image of the beautiful woman long since gone to dust. Hugging Zasu, he said, “My two beautiful mothers.” “Did you ever hear from the lady you met on the train?”’ I asked Zasu. “I tried to find her when I made a personal appearance in Bakersfield a long time later,” she sighed. “But I heard of her no more.” I have always felt that it was too bad the kind woman did not know she had been tender to the bud of a great actress before it bloomed. .3 I think, finally, it may aid you if I list what a leading personnel manager told me were the seven main things he wanted to know about a man or woman he thought of hiring. They are as follows: 1. Is he going up or down? He said a great many men and women of 50 or 60 have as much or more “come out” in them than some people of 20 or 30. Some who have failed in their own line come out strong in some other. 2. Can he follow snstructions? We saw how important this was even in filling out a printed application blank. 3. Can he wrile a good letter? This is vital, and is something anybody can learn. 4. Can he talk clearly and forcibly? This is something in which anybody can immensely improve. Force yourself to speak up in conference and before an audience, every chance you get. It's tough, but it works. 5. Has he a life plan? Nothing im- presses an employer like the fact that an applicant has a life goal. 6. Can he play ball? Is he a good sport? Will he hold up his end without complaining when the firm gets into a jam? Will he play fair with the other employees? If he makes a mistake will he come across? Will he take advice? Can he stand criticism? 7. Does he know how lo take care of his health? 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