Greetings,

I have seen that as well in public sector.  The rubrics I have used had both checklists for specific skills, and scaled/open scores for interview responses and behaviors.  The total scores and checks were tallied up, and the candidate with the highest score had their name submitted to the person/department with final authority for hiring.  What might help is to list specific software used with each position on the resume when relevant, as using PastPerfect once for a summer internship might not be as attractive as using PastPerfect and serving as the database administrator for a year or two.  What I liked were resumes that, under job experience, listed the institution or business, the nature of the employment/volunteering, the hours per week and duration of employment/volunteering, a list of accomplishments or a list of tasks that were completed by the end of the employment period, and any essential software or special training for that position.  Other relevant information can be included on a paper application or communicated in the interview. 

A generic resume can be easily tailored for a job posting, and should include added keywords found directly in the job posting.  One thing I have personally done is have a full resume with keywords that I trimmed to match job descriptions.

Non-museum skills can and should also be listed, even if not apparently relevant to the job posting.  Employers want to know what the candidates can bring to the institution, and it is already assumed that people going in to an interview have met the bare requirements of the position.  Having those extra skills already listed on a resume will help, as it will not be a surprise dropped onto the committee in middle of the interview.  Job descriptions for small institutes usually have "and other tasks as assigned" clause at the end, and valuable experience outside of the museum field could lead to future negotiated changes in job description and pay.  Having some experience in marketing for a position not relevant to marketing would be an added bonus, as the institution might not have someone with marketing skills or experience.  Experience with Photoshop, Illustrator, AutoCAD, or open-software versions could be beneficial.  Likewise for experience in OSHA compliance or worker safety (as museums are required to have safe working conditions).  In small institutions, everybody needs to do what they can.  That could turn into an extra hat for the successful candidate to wear, but it could also benefit the institution.  I have seen that extra/outside experience push successful candidates ahead of others, when all other criteria were equal.