The other thing to keep in mind is that there is often a pre-screening
before it even hits the desk of an HR staffer, especially in larger
organizations (universities, government, etc especially do this). That's
the applicant software itself. Due to the volume of applications, these
organizations can only look at a certain number of candidates, so they use
the software to make their lives easier (not, necessarily, to select the
best applicant.

These software systems are basically skimmers. They look at the language of
the announcement, or the flagged keywords that it has been told to look
for, and scores the application. Applications are then ranked on how many
keywords or phrases matched, and then real humans read the top 10 suggested
profiles or however many they feel like wading through. Note, however, that
most of these systems do have an override, so you can be rescued from the
reject pile based on a recommendation or interaction with a staffer, or
just a really bored HR lackey trolling the depths of the applicant system.
Don't bank on that though. If you encounter a "fill out this applicant
profile and apply for this job with these specific fields" type of site, it
is pretty safe to assume they're using a skimmer software and you should
proceed with caution.

If you're applying directly do someone, in the "send your resume and your
cover letter to person @ museum.org" then you can go ahead and assume that
there's a minimal amount of computer keyword matching going on.

Don't be discouraged, it takes some time to find that right fit. There's a
ton of really great, qualified, talented applicants out there going after a
small number of jobs. It isn't personal, although I can completely
understand how it can feel that way, after having applied for 300+ jobs
during the height of the bad times (ps- don't graduate from grad school in
2008...baaaaad timing).

It isn't you at all. You're completely right in that building a network of
professionals in your area is one great way to either get a job, or to be
recommended for a job, or to have a job forwarded to you. Since you're a
collections person, get involved in the Alliance for Response meeting group
in your area. Start or attend a #drinkingaboutmuseums session for
professionals in your area. Get a membership and get involved with your
regional and/or state museum council (acting on a committee, volunteering
at a conference, becoming a peer reviewer, etc). All of these things help
to deepen your knowledge of the field and also introduce you to the right
contacts who can help you find that position.

Cheers,
Tracey Berg-Fulton
Registrar


On Tue, Aug 20, 2013 at 2:01 PM, Lamboley, Megan <
[log in to unmask]> wrote:

> I second this. I applied to a position twice, and never got a call back.
> Then I had a colleague mention my name to the hiring team, and was called
> for an interview pretty quickly after that.  I am not sure my other two
> applications ever reached the appropriate people. ****
>
> ** **
>
> Keep Trying!****
>
> Megan ****
>
> ** **
>
> *From:* Museum discussion list [mailto:[log in to unmask]] *On
> Behalf Of *Heather Marie Wells
> *Sent:* Tuesday, August 20, 2013 1:34 PM
> *To:* [log in to unmask]
> *Subject:* Re: [MUSEUM-L] Department of Human Resources****
>
> ** **
>
> ** **
>
> Ashley,****
>
> ** **
>
> This is where you need to work your network and connections.  It pays to
> be known in the area or by a mutual colleague so they can help alert the
> appropriate person to be on the look-out for your application.  There have
> been a number of times that I only got through HR because the hiring person
> knew for one reason or another to ask  HR for my application.****
>
> ** **
>
> I hope it helps,****
>
> Heather Marie****
>
> ** **
>
> ** **
>
> ** **
>
> ** **
>
> ** **
>
> *From: *Ashley Watson <[log in to unmask]>
> *Reply-To: *Museum discussion list <[log in to unmask]>
> *Date: *Tuesday, August 20, 2013 12:21 PM
> *To: *Museum discussion list <[log in to unmask]>
> *Subject: *[MUSEUM-L] Department of Human Resources****
>
> ** **
>
> Hello all,
>      As I am continuing my frustrating job search since I graduated with
> M.A. in Museum Studies from Syracuse University in May 2012, one
> interesting detail that have come to my attention in my job search and
> analyzing why the actual evaluation of the potential applicants is flawed.
>  Not just for the museums, but also for many fields, the department of
> human resources is the FIRST WALL in your path to a potential call up for
> an interview for any job you apply for. From my observations, the staff in
> that department tend to KNOW very little to absolutely NOTHING about any
> specific museum job and they are armed with the power to screen those??
>  According to my friends from the old days, they said it used to go
> straight to the APPROPRIATE person in the department that the job opening
> was created in, with the HIRING/FIRING power.  I think that department of
> human resources is what it really hurt many of the qualified applicants
> like us here.  Any thoughts on this?  No, I am not giving up on my job
> search, I just need to bypass that wall by continuing to build on my
> professional connections with some important museum professionals armed
> with the power.
>
> Thanks,
> Ashley Watson
> Exhibits/Collections Intern
> Haggin Museum
> Stockton, CA ****
>
> ** **
> ------------------------------
>
> To unsubscribe from the MUSEUM-L list, click the following link:
> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1****
>
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-- 
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Ph: 412.443.2654
Twitter: @BergFulton <http://twitter.com/#%21/BergFulton>
Connect on LinkedIn <http://www.linkedin.com/in/traceybergfulton>

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