Yes yes - I would like to read that reply also!R. BeckOn Fri, Apr 22, 2016 at 2:07 PM, Kim Ornellas <[log in to unmask]> wrote: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.
KimMichelle,
Based on what I sent Anne I’m thinking most of us will have the same pet peeves. I’m always surprised about the number of applications I’ve seen that reference the wrong job posting or have abysmal spelling/grammar. If there’s a spelling mistake or two, couple of simple typos I don’t worry too much but if I received a large number of applications or I’m running out of fingers to count the errors just in the cover letter they’ll end up in the no pile. I’m also a bit of a stickler for Canadian spelling. There’s some words that are often spelled the American way here but there are some main ones that can end a person up in the no pile if I have enough quality applications.
I also agree with you about applicants that drive you buggy. If the job ad clearly states that only those selected for an interview will be contacted or following the interview I guarantee that I’ll contact you either way, you don’t need phone/email/drop by/send messenger pigeon.
William Shepherd
Collections Officer
Swift Current Museum
44 Robert Street West
Swift Current, Saskatchewan
S9H 4M9
Phone: 306-778-4815
Fax: 306-778-4818
From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Michelle Zupan
Sent: Friday, April 22, 2016 6:34 AM
To: [log in to unmask]
Subject: [MUSEUM-L] Resume/Application advice
Who goes to the "No" pile instantly:
1) Complete instructions for application not followed (e.g., position requires our form to be completed and it is not).
2) Cover Letter is an email -- written in email speak, overly casual, and not signed.
3) Letter references the wrong job/museum, etc.
4) Absolutely no work history (only book learning). I don't care if someone has only worked as a burger slinger at McD's -- it matters to me.
Makes it through initial "No" cull to second round, but probably gets cut:
1) Minimal work experience.
2) Did not spell check.
3) Applicants who drive me buggy by a) constantly contacting me about the process (it takes time, folks) or b) stalking me on Facebook or Linkedin
Best of luck!
--
Michelle Zupan
Curator
Hickory Hill & the Tom Watson Birthplace
502 Hickory Hill Drive
Thomson, GA 30824
FAX: 706-595-7177
Visit us at www.hickory-hill.org or on Facebook.
Follow us on Twitter: HHEducation
Historic homes of the Watson-Brown Foundation, Inc.
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