From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Julia Moore
Sent: Monday, March 16, 2009 5:16 PM
To: [log in to unmask]
Subject: Re: HIRING HELP: Use of New Technologies

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Gayle
Sent: Saturday, March 14, 2009 12:41 PM
To: [log in to unmask]
Subject: [MUSEUM-L] HIRING HELP: Use of New Technologies

In this very difficult economiy, folks are getting very creative in trying to get hired.  Remember the stories of the old sandwich boards worn to try to market a product/oneself?  Folks are now doing that in several areas, standing on street corners with resumes saying hire me.  I don't imagine that would work as well in a museum environment inasmuch as that is more of a niche market.

But, at the bottom, I'm going to post a link to an article that will take you to a YouTube video a young man did to try to get his dad a job, and Daddy actually got several nibbles from his son's creativity.  What I would ask you is how would you react to the use of new technology to try to catch your eye and promote oneself in the hiring process?  Instead of the silent flip charts, if a candidate did a video that introduced themself and then talked briefly about their background and why they might be a great candidate for your institution.  I'm sort of batting this around.

I don't think it would take the place of a resume, and it wouldn't necessarily take the place of a cover letter, but rather an augmentation to a cover letter.  I know, for a while, resumes had pictures, and then that concept was poo-pooed because it could be said it might lead to bias challenges.

But if you had a chance to see/hear a candidate along with their resume, to see if they had poise, confidence, knew about your institution, had some background, would that appeal to you?

To me, it takes technology to the next level.  To me, it could have some definite merits because you could prescreen candidates and weed out those that might not be a fit.  Bubbly has its place.  Somber has its place.  When it costs so much to interview (time for the employer, time and expense--travel, outfits, etc.), I kind of think there could be some real merit.  An employer could also send potential candidates to be considered a series of questions for which they would need to do a second YouTube video and respond, saving face-to-face interviews for those they are only truly considering.

I kind of think this has some real potential, but tell me about your thoughts on the matter so I can help the MuseJobbers.  Thanks.

Here's a story on www2.tbo.com that I thought you might like to read:

http://www2.tbo.com/content/2009/mar/13/laid-bolts-exec-turns-youtube-j/news-met\
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