e-mail: [log in to unmask] >From: Jason W Onerheim <[log in to unmask]> >Reply-To: Museum discussion list <[log in to unmask]> >To: [log in to unmask] >Subject: Thoughts on Hiring and the Catch-22 >Date: Thu, 12 Sep 2002 11:31:31 CDT > >Good advice, just one question, HOW is one to get experience? Internship? >Only if mommmy and daddy have enough money for you to live a year w/o >income. Work a second job? Who will pay enough to live when your >internship is 30+ hrs. a week. Work a lesser job and work on up? First, >these jobs are just as hard to get as the PhD required jobs, and I've tried >that, I have a crappy job right now with little or no chance to "move up" >(of course I didn't know that when I started...) Ah I see, everybody >wants to hire an experienced employee but are not willing to give that >experience in the form of a lesser job or try a qualified but less >experienced applicant. I can see the need to hire the best appliant for >the job, fine but what the hell are the rest of us suppost to do? >Everybody here seems to talk and comment from their ivory tower, and really >doesn't know what it's like working a job you hate, eating ramen 7 days a >week just on the off chance an opportunity will come your way, and when it >does, there are 250+ applicants. Great, so my choices are, somehow tell my >student loans, creditcards, and landlord that I won't be able to pay 'cause >I have an internship, or get a Ph.D be $100,000 in debt, and still be >shoved around by "lack of experience". Fuck the status quo, I am sick and >goddam tired of putting up with this crap. If you want a spineless >employee that will do only that which is required, with experience hire >that looser, if you want an employee that will stick up for himself, has >the balls to get something done, and with ideas and new innovations for the >position, but doesn't quite meet the experience requirements, hire me. > >See, noone cares, what did you say after that last sentence? He isn't >going to get anywhere... I can appleshine with the best of them, but I >prefer to be honest and forthright. I will not put up with crap from >anybody, whether you're a museum director with 7 degrees or a junky of the >street who came in for the free air conditioning. And, I will be right, I >won't bother getting out of bed if my position is questionable so don't >even bother with that criticism. > >so, now what? What am I suppost to do? I can't afford an intership, >style, drive and ambition will not make up for 6 measly months of >experience, I'm working a job I hate even though it is in a museum, and >every application I've made (100+ over 1 year) has been rejected for an >applicant with more experience. > >One last thing, I apologize to any of you who may have been offended, I'm >looking for advice and I just wanted to show my frustration, so save your >ivy league dibble about my language, I need unfettered and honest advice, >please. > >Jason > > >On 11 Sep 2002, Jon N. Austin wrote: > > Indigo, > > > > Well said. Those of us in positions to hire staff need gentle reminders > > every so often. However, I believe that applicants also need >instruction, > > which apparently isn't offered in school, as you suggested. > > > > I've seen too many young applicants express their frustration on this >list > > over their inability to obtain employment in museums, and I've suspected > > that the problem may lie at the beginning of the process with the > > applicant's approach and a mis-matching of the applicant and the >position. > > I've offered the same advice off-list to others based on fifteen years' > > experience hiring staff to work in small, local history museums. I, too, > > was faced with the same frustrations after grad school at age >twenty-five, > > saying, "I can do THAT!" when I had nothing to back it up other than my >own > > self-confidence. Applicants need to set themselves up for success rather > > than for failure. > > > > First, please read the job posting carefully. As a potential employer, > > I've identified my institution's needs and resources, and I've crafted a > > summary of the responsibilities associated with the position. Through > > experience, I've determined the types of skills that I need in the new > > hire. I've identified the type of personality that will integrate with > > other members of our team. Candidates, please don't apply if you don't > > meet the minimums (education, skills, AND experience) on the off-chance > > that no one else is applying. While your enthusiasm is apparent, it will > > not compensate for a lack of experience or skill. You may be convinced > > that you can handle the job, but when comparing your material with others >I > > receive, you quickly fall to the bottom of the stack. In a small > > institution especially, I need staff who can hit the ground running >because > > I've been without a key staff member usually for a matter of months. If > > you lack appropriate experience, be creative and get some; you'll >probably > > have to volunteer. In this day and age, your summer internship may not >be > > competitive. > > > > If I ask for a resume, please don't send six pages. If I ask for the >names > > and telephone numbers, please don't send me six photocopied letters plus > > transcripts. Don't send me a photograph of yourself. If I ask for a > > writing sample, please make sure that your grammar and typing skills will > > impress me rather than undermine your chances. Follow-up calls are > > appropriate, but they can become annoying if placed too frequently. Dear > > applicant, please know that as the employer I'm reviewing scores of >resumes > > and can only select a limited number of prospects to consider seriously, > > hoping that I've selected the person with the right "fit" for my > > institution. > > > > When we get to the interview stage, please don't be late; also, don't be >an > > hour early. Dress in a manner appropriate for the position and its level > > of public contact. Do your homework; take time to read the material that > > I've sent you. I'm investing time in you, and I expect the same in >return. > > > > I hope that the above offers some insight to applicants to assist them in > > their job search. > > > > Jon N. Austin, Director > > Museum of Funeral Customs > > 1440 Monument Avenue > > Springfield, Illinois 62702 > > > > 217-544-3480 > > 217-544-3484 (fax) > > www.FuneralMuseum.org > > > > The Museum operates under the auspices of the Illinois Funeral Directors > > Association and the Illinois Funeral Service Foundation, a 501 (c) 3 > > non-profit corporation. > > > > ========================================================= > > Important Subscriber Information: > > > > The Museum-L FAQ file is located at >http://www.finalchapter.com/museum-l-faq/ > > . You may obtain detailed information about the listserv commands by >sending > > a one line e-mail message to [log in to unmask] . The body of >the > > message should read "help" (without the quotes). > > > > If you decide to leave Museum-L, please send a one line e-mail message to > > [log in to unmask] . The body of the message should read >"Signoff > > Museum-L" (without the quotes). > > > >========================================================= >Important Subscriber Information: > >The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). > >If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes).