TO LORD
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Team Concept<br />
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Continued from page 20<br />
detract from an individual's capabilities to<br />
function fully.<br />
Is the applicant interested in a long-range<br />
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career in exhibition? Has anybody else in<br />
the immediate family ever worked in a local<br />
or out-of-town theatre? What is the educational<br />
status of the applicant? Are there (in<br />
instance of high school, for example) schedules<br />
to preclude matinee work? Does the<br />
applicant drive or have access to a car?<br />
These are questions to consider. The latter<br />
can be significant, especially for a single<br />
unit or complex situated beyond conventional<br />
public transportation lines.<br />
Job interview conversation should touch<br />
on personal likes and dislikes as far as movie<br />
taste is concerned. Getting someone to talk<br />
about motion pictures he or she likes i<<br />
sound, since you are selling a glamorous<br />
product, and if the applicant goes to work<br />
for you, disinterest can ofttimes be reflectec<br />
in dour countenances. Seeking to eliminate<br />
the routine and stress the very excitemen<br />
of cinema operation can go a long way t(<br />
infuse touches of ebullience.<br />
Taking on an individual who has driftec<br />
repeatedly from job to job without any dis'<br />
cernible reason beyond the need to dawdli<br />
through life poses a problem in more way<br />
than one. This is the kind of person whi<br />
can inadvertently instill disappointmen<br />
within other staff members. Ergo, "Wh;<br />
1<br />
should you guys work Saturday night whei<br />
everybody else'll be going out?", "Can'<br />
this crummy place pay more dough thai<br />
we're<br />
getting?"<br />
Job Switching<br />
Personnel recruiting specialists<br />
across th|<br />
U.S. point up time and again that switchin<br />
jobs may well provide wider experienc<br />
and help limit career stagnation, but a back<br />
ground of job-hopping is not to be note'<br />
casually. The differential involved is whet?<br />
er the person decided to leave a job becaus<br />
of lack of career advancement, or perhap<br />
was too anxious to seek a higher salan<br />
The latter situation does not necessaril<br />
mean inefficiency as much as it reflects<br />
desire to better one's self, and under sue<br />
circumstances, hiring the person and keep<br />
ing in mind that the person wants to bette<br />
himself or herself are well and good pre<br />
vided you have a job a notch or two abov<br />
what the initial assignment calls for.<br />
When it comes to salary, the minimui<br />
federal wage law applies, of course. Beyon<br />
that, however, the bottom line figure i<br />
most assuredly, dependent on backgroum<br />
skills, span and significance of the positio<br />
involved. Young people must be reminde<br />
that nights and weekends are part of a the;<br />
tre's operating hours and X-dollars per hoi<br />
can be paid for a working week. To kee<br />
a promising young person working, manai<br />
ers have found it prudent to fluctuate worl<br />
ing schedules—someone with front-offk<br />
potential should not be made to report evei<br />
weekend just because a certain job must t<br />
The MODERN THEATRE SECTK<br />
..: