How To Find A Job In The 1950's. (Was It Easier OR Harder?)

Job Search in the 1950s vs. Today: Key Insights from a 1956 Article

Key Concepts:

• Personnel Department (precursor to HR)
• Concise and factual cover letters/applications
• Marketing vs. Selling Yourself
• Importance of explaining termination conditions
• Appropriate interview attire and behavior
• The role of smoking and drinking in the 1950s workplace
• Ghosting (potentially present even in the 1950s)

I. Introduction: Job Hopping and the Personnel Department

• The video analyzes a 1956 article offering job search tips from local personnel officials.
• The "personnel department" was the equivalent of today's Human Resources department, a term that became popular around the 1980s.
• Despite the common perception of long-term employment in the 1950s, the article suggests that job hopping for better compensation and working conditions was also prevalent.

II. Application Letters and Resumes: Then and Now

• Cover Letters: In the 1950s, cover letters were crucial as the primary point of contact due to the absence of online job boards and networking platforms like LinkedIn. Today, while some companies still require them, LinkedIn has largely taken over this function.
• Conciseness: The article emphasizes the importance of concise and factual application letters, a piece of advice that remains relevant today. Recruiters and hiring managers don't have time to read lengthy biographies.
• Resume as a Sales Brochure: The video stresses that a resume should be treated as a "sales brochure" highlighting relevant skills and experience, not an "owner's manual" detailing every single accomplishment.
• Marketing vs. Selling: The video differentiates between "selling yourself" (being overly aggressive) and "marketing yourself" (positioning yourself as the perfect fit).
• Typewritten vs. Handwritten: While typewritten applications were preferred, neat handwritten applications were also acceptable. One employer even preferred handwritten applications to assess an applicant's handwriting.

III. Addressing Termination and Checking References

• Termination Explanation: Employers have always been interested in the reasons for past terminations. Applicants need to be prepared to explain the circumstances in a way that doesn't lie but also mitigates the risk to their candidacy.
• Reference Checks: Checking past records with former employers and references was a routine practice in 1956, just as it is today.

IV. Interview Etiquette: Dress Code, Demeanor, and Questions

• Dress Code: The article advises against overdressing for interviews, which aligns with modern practices. It's better to clarify the dress code with the recruiter beforehand. In some cases, overdressing can even be a negative factor.
  • Example: In a plant-based setting, wearing a suit and tie could be a safety hazard and indicate an inability to follow instructions.
• Companions: Bringing relatives to interviews was frowned upon in the 1950s, and this remains true today.
• Eye Contact: Maintaining good eye contact is crucial for demonstrating engagement and interest.
• Asking Questions: Asking questions is encouraged, but the focus should be on opportunities for advancement and working conditions, not just salary and vacation time, especially at the beginning of the interview.
• Salary Discussion: The appropriate time to discuss salary and vacation is after the initial screening interview, when invited for a second round.

V. Smoking, Drinking, and Ghosting: 1950s Workplace Culture

• Smoking: While smoking was common in offices in the 1950s, lighting a cigarette before speaking in an interview was considered unfavorable.
• Drinking: The article mentions that drinking habits might come up through references or employment records, reflecting the prevalence of alcohol consumption in the workplace during that era.
• Ghosting: The video speculates that ghosting may have existed in the 1950s, although likely less frequently due to the more personal nature of the hiring process. The article advises applicants to inquire about the timeline for hearing back to avoid seeming uninterested or annoying the employer with follow-up calls.

VI. Delete Me Sponsorship

• The video includes a sponsorship from Delete Me, a service that removes personal information from data broker sites to protect privacy during the job search.
• The service helps prevent personal information collected during the application process from being exposed online.
• A 20% discount is offered using the code "layoff" at checkout.

VII. Conclusion: Timeless Job Search Principles

• Despite technological advancements, many fundamental aspects of the job search process, such as the importance of conciseness, preparation, and professional demeanor, remain consistent between the 1950s and today.
• The video concludes by asking viewers whether they believe it was easier to get hired in the 1950s or in the modern era.