Very good advise follows:
Dave


"Jim" wrote in message
...
Phil,

When we had a millwork shop, here were the things we looked for:

1. Dependability - was there a good chance we could get 40 hours of work
per
week from the applicant
2. Enthusiasm - was the applicant excited to be interviewing us, or were
they just looking for the first job they were offered.
3. Math skills - could the applicant read a tape measure and add
fractions.
Better yet, could the applicant divide fractions!
4. Common Sense - did the applicant understand the concept of "board foot"
for instance, and recognize the difference between volume measure and
surface measure. Did they understand the concept of "reference surface".
5. Safe work ethic - did the applicant have a full complement of fingers,
or
a very good reason for the shortage
6. Hustle - on a walk from one end of the warehouse to the other (for the
tour) did the applicant walk quickly (and keep up) or saunter along and
fall
behind
7. Attention to detail - Could the applicant identify differences between
good workmanship and poor workmanship
8. Technical Knowledge - had the applicant ever worked in a mill shop
before, and if so, what tools and machines had they used. This was the
least
important criteria as we considered it teachable. In my experience, the
other thhings (even math) were not teachable. The applicant either had it,
or they didn't. If the applicants hadn't mastered basic math by the time
they were joining the work force, we were not going to be able to teach it
to them. (And it took me a while to figure that out, unfortunately.)
9. Woodworking skill - this depended upon the position we were attempting
to
fill, of course. Generally, for non-supervisory positions, we accepted the
fact that most applicants were not serious woodworkers, and that we were
better off starting from scratch that un-training bad habits.

The reality of the the workplace is that we often hired applicants that
fell
short in several areas, simply because the labor pool didn't support our
needs. The result was a greater training burden on my supervisors, and
more
scrap. Most production shops are going to involve lots of repetitive
(possibly boring) tasks. Imagine feeding a moulder for 8 hours a day, for
example. I don't think that there is much difference between that and
working on an assembly line. However, work in a custom shop is going to
involve something new almost every day, and the employer is going to be
looking more carefully at #7, 8, & 9.

HTH

Jim Ray, President
McFeely's Square Drive Screws
www.mcfeelys.com



wrote in message
oups.com...
I'm wondering whether or not production-type millwork jobs are anything
like wooddorking. There's a definite appeal there, but I've found that
one of the fastest ways to stop enjoying something is to do it for a
living. If any of you have found that to be true (or complete BS),
then let me know.

I know, I know, every shop is different, but _how_ different can they
be? With regards to framing, a wall is a wall is a wall. No matter
who you're working for, the studs still go every sixteen inches, if you
know what I mean.

Without a "cabinet" notch on my toolbelt, am I qualified to work in a
cabinet shop, even though I understand and can apply terms like rail,
stile, carcass, dovetail and, most importantly, square? Scratch
that--most importantly, SAFE.

If I were to apply for work in a millwork shop, what would prospective
employers look for in desirable employees with regard to technical
skills?

Just wondering.
-Phil Crow






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