At 01:24 AM 8/28/96 -0400, you wrote:
>Just thought that I would add my two cents worth to this thread.
>
>On August 27, Heather May wrote:
>
>"We have all worked with people who are expert at promoting their own
>abilities and many have gone a long way with these skills but are they always
>the best ones for the job? Isn't it the role of the employer to be able to
>sort the 'sellers' from the 'doers'? Aside from sales, marketing and
>promotional jobs where selling skills are the paramount requirement, it seems
>to me that the focus should not be exclusively on the saleability of the
>applicant but their ability to perform the tasks you have outlined in your
>job description."
>
>As I see it, cover letters and resumes are certainly important, but they are
>the FIRST STEP in the process.  I would hope as an employer that I would have
>the skill to separate image from substance.  There are phone interviews and
>personal interviews along the way that should help to separate the
>"pretenders" from the "contenders."  After all, it is my job to make certain
>that the museum is staffed by the best availale personnel.  And frankly, I
>don't think there is a Director in the museum world who would not agree that
>a good staff makes his or her job a whole lot easier.
>
>And just one other thought.  We have a tendency to be hard on P.R., marketing
>and development people.  They aren't all flash and dazzle, with no substance.
>Some (probably most actually,) are just as dedicated and hard working as
>museum directors and curators.  I would love to have a marketing person my
>staff....
>
>Jay Smith
>Executive Director
>Reno County Museum
>Hutchinson, Kansas
>


You are right on!!  Jay!!

john
John Martinson
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755 Myra Rd
Walla Walla, WA  99364
(509) 525-7703 (Work)