Hello All,

This is a very interesting discussion on many levels for me. First, I wrote my Master's thesis on the topic of New Employee Onboarding for museums, and second I am looking for work and have been writing many cover letters and putting many custom resumes together.

I have a few questions for HR managers, especially those who have already weighed in. During your hiring process, beyond the spelling errors, experience levels, and stocking pet peeves, how do you establish selecting someone who might be a good fit for the museum and the position, or a strong applicant? Is there a particular quality you are looking for that you see on paper? How can you tell?

Do you have a plan for developing culture within your institution? If so, how is this expressed in your hiring process? Do you have a method for letting applicants know where you are in the process? How do you build a positive reputation with applicants who are denied?

These are just a few questions I am always thinking about.

Thank you for taking the time to read my post and consider my questions.

Kim