Ashley, I'm going to point out two things in your question: 1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.) 2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there. I hope this helps you (and others with looonnng paragraphs). I wish you well. -Jim On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote: > I wrote a blog a year ago covering much this same language as well as a > trick for resume assembly. The blog includes where to look, how to read a > job add, the resume, and the cover letter. I am including the links here > for ready reference. The article was initially skewed toward a SoCal > audience as it relates to links, but everything else is generic. > > The Intro: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space > **** > > Where to Search: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job > **** > > How to Read a Job Ad: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog > **** > > Resume: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog > **** > > Cover Letters: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog > **** > > I had intended to cover many more topics, but the environment in the > resident site became far too contentious during the election, and I opted > to pull away. > > Hope this helps. > * > > * > > ------------------------------ > *From:* James Tichgelaar <[log in to unmask]> > *To:* [log in to unmask] > *Sent:* Tuesday, August 20, 2013 10:49 AM > > *Subject:* Re: [MUSEUM-L] Department of Human Resources > > When the HR department is screening applications, they will usually rank > applications according to how closely they match the job description given > in the job announcement (if a large organization, be sure to check their > web page to see if there is a longer announcement than the job ad that was > posted or printed). The trick is to specifically address the key language > of the job ad, and whenever possible use the exact term (HR people may not > know all of the synonyms for your skills and knowledge). The closer you > can honestly match yourself to the announcement, the better your odds of > getting past that first hurdle. > > Often this means reformatting or changing words in your resume to match > the specific job. You should tweak your resume to fit the position, > emphasizing the skills and duties listed for the position. > > > On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote: > > 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 > > > > ------------------------------ > 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 > > > > ------------------------------ > > 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 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . 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