Sharilynn,

 

What is your off list email?  I would definitely like to share my grad
school experiences with you.

 

Tamra

 

________________________________

From: Museum discussion list [mailto:[log in to unmask]] On
Behalf Of Sharilynn Leake
Sent: Friday, February 02, 2007 9:20 AM
To: [log in to unmask]
Subject: [MUSEUM-L] Museum job seekers and school choices

 

Hello all,
As a young person who is trying to decide where to go to school for my
masters degree (art history or museum studies) and also trying to
collect wisdom on how to eventually get in to the field of
museums....first of all, thank you to everyone who has been so candid on
this subject.  
Next, I have a question.  I realize that there may be many differing
opinions on this but--do you think it makes a huge difference where you
go to school as far as name recognition on a resume?  Is name
recognition a big deal when it really comes down to it?  
Feel free to email me personally if you prefer, especially if you have
any grad school experiences you would like to share or suggestions about
schools you would like to give.  I would love any thoughts or
suggestions on this subject.
Many thanks,
Sharilynn.



 

                                
 

	 

	
________________________________


	Date: Fri, 2 Feb 2007 02:17:25 -0500
	From: [log in to unmask]
	Subject: Re: [MUSEUM-L] The Stressful Life and Times of a Museum
Job Seeker
	To: [log in to unmask]
	
	
	

	Today was my first appointment with a new employment specialist.
After providing him with a synopsis of my educational and employment
background...and I brought out my inches-thick portfolio (from more
recent years) of written exams (several), rejection letters (dozens,
which state that I am 'well-qualified') etc., ...the perfect (and near
perfect) exam scores -the pages upon pages of typed responses to
questions and I showed him an example of how I took particular care in
providing what was required, right down to the headings on the page,
etc.

	 

	Then he yelled at me. Well exaggerating a tad here, he said
'sternly', "...you have an education, you're intelligent,
well-dressed...you should be employed, you don't belong in my
office...why aren't you working, why hasn't any place hired you?" I
explained the situation about the museum field (he is aware, since much
the same occurs in many other fields too), and how I've finally started
receiving invitations to interview (telephone), but by now am too
anxious and nervous to successfully get through one. This, he offered to
help me with. 

	 

	I have seen the anxiety in others, and in myself...that when one
is desperate for work, frustrated, etc.,....it 'shows'. This is one
reason why people who are already working or are otherwise in a
comfortable position, have an easier time landing a new position. If
there are any stresses, we need to take particular care to have these in
check. Never let them see you sweat is so true.

	 

	In regards to these telephone interviews... I did find some
great tips online about telephone interviews and if there is more of a
trend for employers to rely on telephone interviews as a screening tool,
I better be prepared. It's the conference calls I have issues with
too... I am not accustomed to them and, though I'm sure if I had in my
work or otherwise, this would be fine.

	 

	Having filled in some gaps by updating my experience and making
sure there is connectedness to my 'dated' experience to that in the
present, should be a help. I've also submitted my resume to other than
museum positions and am finding a much more positive response. The
public relations, organizational, research, resourcefulness,  -skills
that are highly regarded in many fields (including museum work, of
course) are highly sought-after.

	 

	Last week I e-mailed a resume and cover letter -the next day I
received a telephone call from the owner of the company. She asked me
some very tough questions and I didn't flinch. I had no issue
what-so-ever with the telephone conversation. But, she was screening me
and this was the same level of questioning as those of the 'official'
telephone interviews I've had. So that whole layer of anxiety wasn't
even there.

	 

	And this was 'impromptu' for I didn't do hours of research and
notes to prepare, etc. But I had reviewed the company's website before I
submitted my resume. This was the 'silver bullet' that landed me the
interview. The owner told me that of all the applicants she contacted, I
was the only one who bothered to visit the website.

	 

	Ok I have some comments about volunteering in a museum. Yes,
this 'foot in the door' is customarily done in the museum field if it's
done right. It's ok to volunteer for this purpose - the reasons for
volunteering should be none other than altruistic. Volunteering should
be something that is done from the bottom of your heart. That is the
true spirit of volunteerism. Any other benefit that may happen to come
your way as a result, is truly earned and deserved. 

	 

	Volunteer experiences vary of course and there can be some job
dissatisfaction because of one's agenda/expectations and other reasons
too. Some of these other reasons can have more to do with the
organization, rather than the individual. And as I often do, for those
who may not be aware...I direct them to review ICOM's code of ethics for
volunteering in a museum.

	 

	If I don't have the time to volunteer or otherwise make a
commitment and just want to maybe learn of a few 'new' things that are
going on...there are a couple of museums in the area I can call and see
if I can spend the day 'shadowing' and or lending a hand. Or sometimes
I'll stop in for a visit - maybe to see a new exhibit, and find myself
helping out with something. If I know I have the time just then, I
always ask.

	 

	To address the issues for the older worker seeking employment
(as I am among those) -this can cause some anxiety and again, are among
those stresses that can show. It's important to identify what's going on
in the market and be aware. We have to be able to change/adapt to this.
This is much the same for the younger, new grad. 

	 

	And then no sooner we do this - it can change again! It's
important to be aware of 'just enough' as it applies to that which we
can maybe do a little something (or something more, like going back to
school if we're able to) to help us compete...maybe something as small
as changing the buzz words on our resume. Once you've found out enough,
then it's important to put this to positive use. And you don't have to
know all the goings on...and you'd never learn everything anyway and
their why's and if's that go on in a museum. And there are many things,
that shouldn't be a concern of ours or something to consider when we're
applying for work. 

	 

	I haven't been surprised to see more and more, "Master's
Preferred" in position announcements. This also tends to close the gap
for people in protected classes so we should see this widen again before
too long. 

	 

	Pam

	 

	 

	 

	 

	 

	 

	 

	 

	 

	In a message dated 2/1/2007 8:15:36 P.M. Eastern Standard Time,
[log in to unmask] writes:

		"Reality Pie just doesn't taste that good the first few
times out.  It's an acquired taste." With your permission, Gayle, I'd
like to have T-shirts made with this wonderful quote . . . to sell while
I'm museum-job hunting.

		 

		I must add that all the advice for new, young job
hunters has been stellar. There's no small violin playing here, and I've
eaten reality pie big time, but I am offering some "food for thought"
and asking listers to address some advice to those mid-career folk who
have lost their jobs due to financial woes in the cultural community.
The department heads are often the first to go to save salaries and
benefit costs. If they were good managers, they have left behind
extremely able, committed staffers to absorb the work, who are costing
the museum less. When they can absorb no more, the museums add a young
grad to assist. Although it is a harsh reality for older job seekers,
are museums really better off when they jettison a person with years of
experience, networks, resources and passion for the museum work for a
younger, lower salaried grad who then looks to the more experienced in
the field for answers? I find it somewhat dangerous that museums hire
younger grads because they represent lower cost benefits. An HR Manager
actually told me this. Another reality: no matter how networked you may
have been, if you experience a gap working in the field you often
disappear from the radar of those still working. Less work means less
money to spend renewing association memberships and staying connected. I
agree that every opportunity to get out and teach/lecture/present is
helpful. How many museums would consider a mid-career staffer for an
internship or entry level position so they can get back into the field?
A last observation: It seems that a young Masters degreed job candidate
against a candidate with years of knowledge and experience but no
Masters wins every time. I worked up through the ranks without a Masters
when there were just a handful of museum studies programs out there.
Now, I'd sell my children for the chance to go back and get that
Masters. But . . . is it academic snobbery or salary savings? Are
museums making staffing decisions for the here and now financial fix and
sacrificing experience, community connections and established resources?
Obviously no museum or other cultural organization would admit to doing
this but I can guarantee it is happening. 

		 

		Onward and upward!

		Roberta Adams
		Screaming Hearts Studios
		Connecting Museums to the Community
		302-477-0747   302-753-0862

	 

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