University of Leicester’s Guide to Job Hunting

8/14/2019 University of Leicesters Guide to Job Hunting

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Postgraduate Diploma/Mas ters Degree

MUSEUM STUDIES

A J obhunter sGuide


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University of Leicester, Department of Museum Studies

A Job Hunters Guide

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A Job Hunters Guide

Contents

Page

Introduction 2

Making Effective Applications 3

The Application Form 4

The Curriculum Vitae (CV) 5

The Covering Letter 7

Active Words for Job Applications 8

The Interview 9

Hot Tips from Leicestershire Museums Service 15

The application and interview system 15

Equal opportunities 16

The interview 16

Other useful tips 18

And finally 18

Further Sources of Information 20


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Introduction

This guide has been written as a useful source of information and advice

for students on the University of Leicesters MA/Diploma in Museum

Studies in their search for employment opportunities. As well as

practical tips for making written applications and performing well at

interviews, the guide provides useful tips for approaching and managing

the job hunting process and further sources of information.

Although this guide is written mainly for those seeking opportunities in

the UK, many of the principles of making effective applications can also

be used by those seeking employment elsewhere in the world. It is

important, however, to research the appropriate methods for the

countries to which you are applying, as application methods and

employer expectations can vary.

As part of the job hunting process, it is always helpful to seek help and

advice from others, including tutors, careers advisers, friends, family andemployers. Feedback on written applications and opportunities to

discuss your ideas and strategies can help to improve your applications

and support you in a process that will be challenging and may take

some time.

We hope that you find this guide useful and the Department would

welcome any feedback on its content or style.


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Making Effective Applications

Getting the job you want following your postgraduate course will very

much depend on the quality of the skills and experience you have to offer

an employer. You will be judged on your academic performance, work

experience and other relevant areas of knowledge or achievement. The

key to successful job hunting, however, lies in the effectiveness of the

applications that you make. All the skills and experience in the world

might not count for anything unless the content and presentation of your

applications can do them justice.

Whether you are completing an application form or writing a CV and

covering letter, the following principles should get you off to a good start.

Research Before you even think of putting pen to paper, find out

as much as you can about the post for which you are

applying and the organisation in which it is based. Use

the job description, general careers information and anycontacts that you have to help you.

Targeting It is essential that your application is targeted to the job

that you are applying for. So when you start to plan

your application, use relevant information that highlights

appropriate skills and experience.

Marketing All applications that you make should be able to sell

what you have to offer, so treat them as marketing

documents. Dont be afraid to promote your strengths,

even if this might seem false or unnatural.

Language Choosing appropriate language will help you to sell

yourself on paper and a list of active words for job

applications can be found later in this pack.

Style The style of your application should reflect the type of

organisation to which you are applying, but in general

should be concise and easy to read. Sometimes the

style of your writing can say something about the type

of person you are, so use this to your advantage if

possible. Dont feel that you always have to use long

paragraphs; sub-headings and bullet points can help

you to organise your information and help the employer

to read your application quickly.


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The Application Form

Completing a job application form is never usually an exciting prospect,

although the thought of being offered that ideal job is something else

entirely. Deciding what to put in your application can be difficult and you

will probably have more than one application form to fill in at any one

time. Therefore, starting off with a good strategy, and getting it right

early on, will enable you to submit multiple application forms which will

hopefully be strong enough to get you on the shortlist for interview.

Providing standard information

On every application form you will be asked to complete several boxes

with personal details, academic qualifications and a record of your

employment history. Most of this information is fairly easy to supply,

although sometimes you may need to be selective if you have too many

entries for the space provided. Most people are tempted to start with

these easier sections, but remember that all sections should be

presented as neatly and concisely as possible.

Completing the big box

On most forms, particularly if you are applying to local authority

museums or galleries, you will be expected to complete a large box with

information that explains your reasons for applying for the post and

emphasises the skills and experience that make you suitable for it. This

is usually the hard bit! As with most challenging tasks, however, filling

this box can be more easily tackled if you break it down into several

stages. The following tips may provide a useful structure to work to.

Read the job description thoroughly, along with any information you

have about the career area and the organisation.

Highlight the key words, activities or skill areas that you will need

to address in order to target your application effectively.

Mark each item in some way according to whether or not you

already fulfil the requirement; some job descriptions will specify

essential and desirable criteria.

According to the perceived priority of each item, write out a new list

in the order you wish to respond to them.

Alongside each skill area jot down examples of how you can

demonstrate your competence in this area. To avoid repetition,

grouping some items together may be necessary.

Check if there are areas of expertise that havent been asked for but

are relevant to the application and can strengthen your case.

If there are any gaps in your experience, or some of the criteria are

unaccounted for, then jot down your interest in developing your

skills in this area, or use other evidence that can highlight your

potential for this aspect of the job.

Decide how you are going to present your ideas in full statements

or sentences, remembering to use the appropriate language and


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style to make it dynamic and relevant, whilst at the same time

keeping it clear and concise.

It is always worth getting a tutor or careers adviser to read a rough

draft of your application forms, at least in the early stages of your

job search. If you cant arrange this then at least get a friend to

read through them to make sure they are easy to follow and to lookout for any spelling mistakes.

The final presentation of your application form is crucial. Make sure

to read the instructions carefully and use your best writing!

The Curriculum Vitae (CV)

Whilst many adverts for jobs in museums and galleries will ask you to

complete an application form, it is essential that you also have an

effective CV. In a competitive job market the content and style of your

CV may be what secures some more work experience or a job interview,so it is well worth spending time on it. The following tips should get you

started.

A good CV will both inform an employer of your skills and experience

and persuade them that you are worth interviewing. Your CV belongs

to you and should be unique. There isnt a perfect CV and you may

need to develop 2 or 3 different versions. Always show your CV to

someone else, asking them to check through it and give you some

feedback.

Why send a CV?

a) an employer has specified this in a job advertisement; orb) you are approaching employers speculatively about jobs.

In either case it is your chance to sell yourself and therefore you need to

know what your selling points are, i.e. the relevant skills, qualifications,

interests and experience that the employer is interested in. Looking at

job descriptions and person specifications will help.

What should a CV include?

Obviously you have discretion over what to include and what to leave out,

but in general a CV should contain the following information:

Personal Details

name, address, phone number, date of birth;

Education

fuller details of your most recent education and list this first;

Work Experience

again, putting your most recent first;

Interests

try and specify your level of involvement in these, particularly where

you held a position of responsibility;

Relevant Skillsfor example, computing, administrative, practical skills - ideally the


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ones that are required in the post/s for which you are applying;

Referees

normally two: an academic tutor and someone who can comment

on your performance in a work environment. Dont forget to ask

your referees permission first.


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How should a CV be laid out?

The order of the sections you use will vary according to the aspects of

your life that you want to stress. If you have plenty of relevant work

experience you might place this information above your education in

order to highlight it. If your museum qualification is what you want to

sell, then focus on this first. Try to get inside the mind of the reader to

imagine what they are going to be interested in; this will help you todecide which details to emphasise.

There are two broad styles of CV although many variations exist within

these:

CHRONOLOGICAL

The information is arranged under general headings (Education,

Employment etc.) and set out chronologically thereafter with the most

recent events first;

SKILLS BASED

All information is analysed for evidence of the most relevant skills for thejob and then arranged under skills headings. This is known as targeting

your CV and is increasingly common. A skills based CV is particularly

useful if you are applying for a specific post or you are writing

speculatively to a certain type of organisation, e.g. a museum.

Here are a few general points to bear in mind about the layout of CVs:

no more than 2 sides of A4 word processed text;

be consistent in how you present information;

do not mix too many typefaces and font sizes;

leave plenty of space around the information so that it is clear;

use relevant information, bullet points and avoid lengthy descriptions;

try to use the first person and the active voice wherever possible; for

example, I organised..., I developed.., I co-ordinated...

Should I adopt an unusual approach?

This can work, but it very much depends on who you are contacting.

Think about who will read the CV and how they might react to an off-beat

style. Employers are fairly conventional in general and want to see

evidence of your skills and abilities above all else, but if you can

encourage them to read more about you by taking a slightly different

approach then it might be worth the risk.


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The Covering Letter

The covering letter is an equally important part of any application and

should always be used to accompany a CV and sometimes to

accompany an application form.

Why send a covering letter?

To: a) encourage an employer to read the accompanying CV

or application form;

b) draw together relevant facts from your CV or

application form and shape them to the needs of the

employer;

c) explain why you are sending a speculative CV.

What should a covering letter include?

It should provide a logical sequence of information designed to capture

the readers attention. You can also use it to explain special

circumstances or draw attention to a particular aspect of yourexperience. The following guidelines will help you to construct

your letter.

Tell the employer:

what you are applying for and where you saw it advertised;

who you are;

why you want the job and why you would like to work for the

organisation;

how you feel that your qualifications and experience make you a

suitable candidate;

what you want them to do for you, e.g. ask about the possibility of

arranging an

interview or a visit;

what you hope will happen next, e.g. a polite, positive closing

statement, saying you will telephone to follow up your letter or that

you look forward to hearing from them.

How should a covering letter be laid out?

From top to bottom, your letter should usually adhere to the following

layout:

Your address in the top right hand corner;

The employers name and address underneath on the left hand side;

The date;

Dear Mr or Ms Employer (or if you dont know their name, Dear Sir

or Madam);

A reference number for the job (if you know it) or your own heading;

The main body of the letter, flush to the left hand margin, with a line

between paragraphs;

Yours sincerely, if you know their name orYours faithfully if you

dont. (To remember this, never put two Ss together - i.e. Sir and

Sincerely.);

A space for you to sign;

Your own name.


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What are the main points to remember?

Try to keep your letter to one side of A4 word processed text,

printed on good quality plain paper and ensure that the layout looks

balanced;

Use positive and active words where possible;

Sell yourself and emphasise your enthusiasm and commitment forthe profession!

Active words for job applications

Consider the following words to use when completing your application

forms and writing your CV and covering letters. They will help you to

make a positive and favourable impression.

Achieved Efficient Processed

Administered Engineered Productive

Analysed Established ProficientBuilt Expanded Profitable

Capable Experienced Qualified

Competent Guided Repaired

Communicated Implemented Resourceful

Consistent Improved Sold

Controlled Initiated Specialised

Co-ordinated Led Stable

Created Managed Successful

Designed Monitored Supervised

Developed Organised Trained

Directed Participated Versatile

Economical Positive Wide background

Expanding Your List of Personal Skills

Advising individuals Mediating between people

Arranging social events Motivating others

Calculating numerical data Operating equipment

Checking for accuracy Organising people and work

Classifying records Persuading others

Coaching individuals Planning agendas

Compiling figures Preparing charts or diagrams

Constructing buildings Programming microcomputers

Co-ordinating events Promoting events

Corresponding with customers Protecting property

Counselling people Raising funds

Delegating responsibility Recording data

Dispensing information Repairing equipment

Drafting reports Reviewing

Editing documents Running meetings

Handling customers complaints Selling products

Inspecting Serving the public

Interpreting data Setting up demonstrations

Interviewing people Speaking in public

Maintaining records Supervising staff

managing staff Teaching


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The Interview

Preparing for interviews

Job offers are won or lost on the thoroughness of the preparations you

make before an interview.

Many organisations have gone to a great deal of trouble drawing up job

descriptions and person specifications as well as thinking through

starting salaries, reviews and induction procedures. Most appreciate

how costly it is to make the wrong appointment and therefore put

considerable effort into their selection procedures.

You must match this preparation. Just as you would not run a marathon

without a great deal of preparation, so the wise applicant will not

approach the interview without getting interview fit.

Pre-conditioning the interviewerIt is well established that if interviewers have formed an opinion about a

candidate before the interview then they will expect this to be fulfilled

during the interview and will treat this candidate differently.

Consequently, anything you can do to create the right impression will be

valuable.

Begin by submitting in the first place:

a professional-looking CV that focuses on your achievements;

a well-written application form which emphasises your strengths;

a positive covering letter that touches on your main selling points

and conveys your enthusiasm for the job.

If the interviewer expects you to be good you will sense their favourable

attitude and be encouraged to try even harder to present your strengths.

Think Positively

It is surprising how many people prepare themselves to fail the interview.

They create barriers before they start by saying things such as Im too

old/young, Im too

experienced/inexperienced, Im male/female and theyll want a

woman/man for the job etc.

You should remember that you have obtained the interview on

the strength of your CV/application. The interviewer is already awareof your details, so dont be too concerned on these issues.

Background Information

Before attending an interview it is important that you find out as much as

possible about the job concerned; you may be able to obtain more

details from the Personnel Department. You also need to find out as

much as possible about the company - its background, the range of

services it provides, its policies on staffing, promotion and so on. You

should be able to get brochures and leaflets about most museums and

galleries.


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It is very valuable to show the interviewer that you have taken the trouble

to find out about the place where you hope to work and it suggests that

you are organised and have initiative. It also puts you in a much better

position to decide whether or not the job is for you.

Prepare possible questions/answers and practise them.

The better you prepare and practise your answers, the better you willperform on the day. We use different parts of our brain for thinking and

talking, and that is why it is important to practise your answers out loud.

This could be with a friend or relative, or even in the bath or in a quiet

room by yourself. You will find that you will give a much better

impression at interview, and will clearly show the interviewer that you

have really thought about the job and what you have to offer. Keep

asking yourself those open-ended questions that interviewers use:

How...?, Why...?, What..? etc.

Prepare your own questions for the interviewer

It is important that you do not freeze when the interviewer says and

have you any questions for me?

Try to think of a list of questions before the interview. Some of them may

well be answered during the interview - and if this is the case dont ask

them just because they are on your list! Asking questions shows that

you have thought about the job and demonstrates an intelligent and

enquiring mind.

The more you prepare beforehand the better your chances of

success. This could be your future at stake - so do take that little

extra time and trouble that will enable you to perform with

confidence and do well on the day.

Impressing at interviews

How to create a favourable first impression

The interviewer has already formed some impression of you from your

application form or curriculum vitae. This is probably a favourable

impression as you have been invited for an interview. However, there is

no substitute for face-to-face contact which can either confirm or

contradict the impression already created.

You have a short time in which to make a positive impression on

someone. You can increase your chances of doing this by following a

few basic rules.

Be on time

Allow plenty of time for your journey and aim to arrive a few minutes

before your appointment time. This will give you the chance to compose

yourself and find out where the reception and cloakroom are.

It is important to check times and routes of trains or buses beforehand.

If at all possible do a dummy run the day before. Dont work to such a

tight travelling schedule that you put yourself under undue pressure. It is

far better to arrive in plenty of time and be relaxed, than to be dead on

time or later and anxious. You need to save all of your energy for the

interview.


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Be well presented

Many people will argue that you should not be assessed on how you

look but on who you are and what you can contribute. However, in

practice appearance does matter. Many employers are fairly

conservative and it is in your interest to look smart. If you take trouble

over your appearance, it gives the impression to employers that you are

serious about the job and that it is important to you. It may also helpthe employer to see you in the job.

Here are some basic rules for dress:

Dress to suit yourself - style and colour - rather than high fashion

Be traditional rather than avant-garde

Theories suggest dark colours are more powerful than lighter ones

Get a good haircut

Wear good shoes and keep them clean

If you buy a new outfit, practise wearing it before the interview

Dress to the accepted style of the profession or job

Be friendly

Try to be as relaxed as possible in the circumstances! Greet the

interviewer with a friendly smile and a firm, not vice-like handshake.

Dont smoke unless invited to. Remember that some interviewers may

be nervous too, and will welcome talking to a relaxed, friendly person.

Remember also that many trained interviewers will try to help you to

relax as they realise what a nerve-racking process interviews can be.

Body language

Ensure that you try to display positive signals. Do look at the interviewer

directly. Avoiding eye contact can give the impression that you are not

being entirely honest. Sit comfortably but do not slouch. Dont fiddle

with things such as your hair, money in your pockets or your earrings.

Listen to what the interviewer is saying - dont try and jump in. What we

say with our bodies is very powerful, and you may increase your

likelihood of success by ensuring that you give out positive non-verbal

clues.

The major ones are:

smiling often

nodding the head when the interviewer is speaking

leaning forward while listening and when replying

maintaining a high level of eye contact

all of which deliver a positive message to the interviewer that you are

interested in what is being said, without being either too anxious or too

relaxed.

Be positive

- about yourself and your achievements. Even jobs or situations in which

you feel you were not highly successful can, with a bit of thought, be put

in a positive light. It shows a certain amount of strength in being able to

admit that you made a mistake and learned from it.


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Remember that the interview is a two-way process. Although you are

selling yourself, you are not the only one under scrutiny. The interviewer

is looking at you to see if you have the relevant qualifications, experience

and personality, to fit with that particular environment.

You are looking at the interviewer and the surroundings to decide

whether or not you like what is on offer. Ask yourself: Is this really whatI want?.

Dealing with nerves

Interviews are inherently stressful but there are measures you can take

to avoid your anxiety overwhelming you. If you can, expect and cope

with a moderate degree of nervousness as it will help keep you alert and

focused.

The best way to avoid high levels of anxiety is to get some idea about

what to expect and ways you can deal with it.

Eat lightly before an interview. Research has shown that proteins arebetter in this respect and that a heavy meal reduces your alertness.

Avoid too much caffeine which could raise your level of nervousness.

Deep breathing can be very calming before you enter the intervi ew room.

Remember that when you are nervous your breaths will shallow and be

fairly rapid.

Interview Questions

All interview questions will be based around the criteria listed in the Job

Specification as these are the criteria which the panel need to assess in

order to come to a decision. It is, therefore, a good idea to think of

examples of times when you have shown these skills or abilities in

preparation for the interview.

Types of Interview Questions

Open Questions

These questions are the usual questions you will face and are phrased in

such a way that a yes or no response cannot be given. They are usually

designed elicit full explanations and to assess your

technical/professional knowledge.

Behavioural Questions

These questions also require a full explanation and not a yes or no

answer and are based on the premise that an individuals future

behaviour in response to a given situation can be predicted, based on

how they have reacted to similar situations in the past. (Research has

shown that no matter how people try to change their behaviour for a work

situation, they would probably revert to their natural behaviour in a crisis.)


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Scenario Questions

These questions are very common and basically present you with a

theoretical scenario, and you will be asked to indicate how you would

deal with the situation, or what advice you would give. E.g. a member of

the public approached you in the museum and theyre not happy

because an exhibit donated by their grandmother, in her opinion, has not

been looked after by the museum.

Supplementary Questions

County Councils will usually produce a standard set of questions for

each set of interviews, and these will be asked of each and every

candidate to ensure fair treatment. However, if the panel feels that your

response does not give them all the information they need, they may

well ask supplementary questions designed to elicit the information they

want.

Typical interview questions

To be able to talk fluently and confidently at interview is regarded

positively by most selectors but this is not something that comes easily

to everyone. Preparation for an interview can help you to be more fluent

and appear more confident. When preparing answers to the questions

below note that they are only a guide to what you might be asked at an

interview; additional questions are also likely to be based on the

information you have given in yourapplication form or CV (for

example about your work experience).

Education & Leisure

1. What interests you most about your course?

2. Describe how you typically approach a project?3. If you could change your course in any way, what would you

change?

4. How would your tutor describe your work?

5. What are your leisure time activities?

Skills, Attributes and Potential

1. If we asked for a reference what would it say about you?

2. How would a friend describe you?

3. What is your major achievement?

4. How do you manage your day?

5. How do you get things done?6. What do you consider yourself good at doing?

7. What are your strengths?

8. What are your weaknesses?

9. Describe a difficult situation and what you did about it?

10. How well do you work in a team?

11. This position has a large amount of

stress/negotiation/teamwork/isolation/travel.

How will you cope with this?

12. How do you respond to stress?

13. What would you look for in a manager?

14. What would you look for in a subordinate?15. How do you/would you get the best out of people?


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16. What makes you think you can be successful with us?

17. What do you think you can bring to this position/company?

Occupational Awareness

1. What do you see as the pros and cons of this career?

2. What will you look forward to most in this job?3. What do you know about our organisation?

4. In your view, what are the major problems/opportunities facing this

company/industry/sector?

Miscellaneous Questions

1. What sort of support/training/induction would you like for this job?

2. Do you have any questions for us?

3. What will you do if you dont get this job?

4. What else have you applied for?

5. Where do you see yourself in five years time?

Some possible museum/gallery interview questions

1. What museum/gallery exhibitions have you been to recently and

liked or disliked and why?

2. What approaches might you use to make our exhibitions more

accessible to young children?

3. What kind of information might you use to help you compile an

exhibitions programme for next year?

4. What do you think are the main challenges facing museums today?

5. What issues would you consider when deciding whether or not to

tour an exhibition?

6. How would you approach the marketing of an exhibition aimed at

teenagers?

7. In what circumstances do you think interactive exhibits are most

appropriate?

8. Describe the activity that you enjoyed most during your recent

museum work placement.

9. What do you think are the two most important skills or attributes

that we are looking for in the person who is offered this post?

10. How has your postgraduate course made you a more suitable

candidate for a job at this museum?

11. Describe your experience of working with the public and say how

this might be important.

12. Why have you chosen this profession and how do you see yourself

progressing in the future?


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Hot tips from Leicestershire Museums

Service

On a visit to the Department of Museum Studies in 1998, Heather

Broughton from Leicestershire Museums Service shared her knowledge

and experience of interviewing for museum posts in local authorities.Accompanied by an experienced colleague from the County Councils

Personnel Department, she provided the following information which is

packed full of information and advice for job applicants!

The application and interview system

Relationship between questions and Job Specification

The application form is extremely important, because you will be

assessed on this information during the course of the interview. The

questions you are asked will also relate to aspects of the Job

Specification which describes the qualities the panel wish to find in theirideal candidate.

It is necessary to review the job criteria and try to identify some

examples of when you have demonstrated these skills and abilities. For

example, when youve undertaken a task or project that has involved

liaising with a variety of organisations or using interpersonal skills. This

may not necessarily be in a work based environment. Write it all down,

practice it and remember it, but dont learn it rigidly. It is highly unlikely

that a question that you are asked at interview will be one that you have

rehearsed - it will be a variation on that question.

Written tests and presentations

Quite often the interview process will involve a written test or

presentation. Normally you are told about written tests on the day, but

these are usually job related. Presentation titles are normally given in

advance so that you can prepare. Most organisations will advise you as

to the availability of OHPs etc., but if they dont, ring and ask.

If you are given a subject with which you are not entirely familiar then

ring up and ask about it. Sometimes this is an initiative test to see if

you will phone the organisation. Recently, candidates from all over the

country were asked to give a presentation on the developments at

Snibston Discovery Park. Part of the test was for them to ring the

museum and get the information they needed for the presentation.

Assessment systems

These vary. Some systems mark candidates out of 10 against a set of

criteria, but Leicestershire County Council uses a graded system. The

Job Specification is broken down into categories such as Experience

and Skills, Communication Skills, Personal Attributes etc.

Candidates are assigned a grade reflecting whether they:

a) Exceed the essential and desirable requirements of the Specification

b) Meet all essential criteria and many of the desirable criteria

c) Meet the essential criteria only

d) Fail to meet all of the essential criteria

e) Fail to meet many of the essential criteria


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At the end of the interview, each panel member will individually award

marks to the candidates and on the basis of these grades the interview

panel will then decide who is the best candidate. It is usually very easy

to make a decision, but if this is impossible, further interviews or

psychometric tests may be arranged.

It is often said that an individual can decide on a good candidate in thefirst 30 seconds of an interview, so it is important that at that point you

stay focused.

Equal Opportunities

What is Equal Opportunities?

Legislation such as the Race Discrimination and Sex Discrimination

Acts formally outlawed issues such as race and gender being a

consideration in terms of recruitment, promotion, access to training,

employment conditions and general treatment. As a result, many

employers took the decision to formalise this legislation in the workplaceby incorporating it into their policies. Within Leicestershire County

Council the E.O. policy now also covers other factors including working

towards a workforce which reflects the ethnic mix of the local

community.

Role within the interview process

Such policy statements mean that any individual has the right to be

assessed on the basis of their skills, experience and ability to do the job

and these are the only factors that can be taken into account when you

are being considered for a position within the organisation. Gender, race

and disability are not factors.

In practical terms this means that there are certain questions which you

should never ever be asked, and if you are asked, are under no obligation

to answer. For example, if female candidates are asked about their

future family plans - this is not relevant as to their ability to do the job.

These things can fase you and cause you difficulty at the time,

particularly if you are nervous and unsure. Dont answer anything

personal that you dont feel is relevant to the job.

Impact of the Disability Discrimination Act

The DDA became law in 1995 and its implications are that employers

have to be prepared to make reasonable adjustments in order to make

employing a disabled candidate possible, provided that they meet the

essential requirements for the position in the first instance.

The Interview

How the interview will proceed

The interview format very much depends on the organisation, but will

normally follow a set procedure. The County Councils procedure is as

follows:

Collection from Reception

Written test (if appropriate)


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Introduction of panel

During this, make yourself comfortable; your chair doesnt have to

stay where it is - move it if you are straining to see all the panel;

take off your jacket if you get too hot; ask for the curtains to be shut

if the sun is shining in your eyes.

Outline of interview format

The panel will go through the interview procedure and may ask if you

have any questions about it. The interview usually lasts about an

hour.

Brief outline of the work of the department and section where

the job is based

Interview questions - standard questions asked to all candidates

In local authorities there are rules and procedures that need to befollowed, so personnel officers make an important contribution to the

recruitment process. Interviewers on some panels, therefore, may

not know much about museum work, so it is important to

communicate well. You need to make a very positive impression on

your panel.

Brief outline of some of the more salient conditions of service

Questions from the candidate

Take this opportunity to ask questions!! If you dont you will appear

disinterested.

If the questions that you had planned have already been answered

during the interview, tell them what they were. At least then they

know that you did have some interest.

At this point some candidates bring out a long list of killer

questions, which relate to money, whether they get a mobile phone,

where their desk will be, etc., giving completely the wrong

impression about why they want the job. Relate your questions to

the professional elements of the job. Try not to ask questions that

are already answered in the information pack or where the answers

are easily sought elsewhere.

Details of expected response time

Some interviews will incorporate a short tour of the work areas and a

brief introduction to some of the staff members.

A lot of people see the interview as a one-way process, but it isnt. As

well as the panel deciding who it is they want to appoint, this is your

chance to find out if this is a job that you actually want. What an

organisation looks like on paper can be very different from the way it

operates in reality. It is a two-way process where you can talk to the

interviewers, ask them questions and clarify issues which are unclear.

Candidate presentation

The way you present yourself at interview is very important and as soon

as you walk into an interview you are being matched up to the panels


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expectations. Think about what the job is, what sort of work you will be

doing, how they might expect you to present yourself and dress

accordingly. Always dress smartly and look as though youve made the

effort.

During the interview try to remain calm and, although difficult, try not to

fidget, as it can be very distracting for the interviewers.

Dont rush your answers. If you dont understand a question ask the

interviewer to either repeat or rephrase it.

Other useful tips

If, in your letter inviting you for interview, you are offered the chance

to do something else as part of the process, e.g. a tour or site visit,

you must take it. Even if youve already worked there, it is still

important that you present yourself in the same way as all the other

candidates. If you go for an interview and you already have insideknowledge of the museum and they already know you, you still have

to sell yourself.

Within museum services there is often an open style of recruiting.

You will probably know, or get to know, who the other candidates

are. Some local authorities will request references from your current

employer before they interview you. You must specify clearly if you

dont want them to contact any of your referees unless/until you are

offered a position. The size or reputation of the organisation doesnt

necessarily dictate the quality of the recruitment process and how

informed you will be about the job and the organisation.

Recruitment may vary between local authority, national and

independent museums.

Group discussions can be challenging. You dont have to say much,

but what you do say needs to be relevant. You are probably also

being watched if you are having lunch with other candidates and this

can be hard if you are trying to get your bearings, eat, make polite

conversation and impress at the same time. What really counts is

the one to one interview and this is your opportunity to impress and

put your case forward.

As long as you go for the interview having assessed the

organisation, having got your head round where you think they aregoing, having decided that you want to be part of them, looking the

part and feeling confident with yourself for that job, then thats as

much as you can do. The more you prepare, the higher your level of

self confidence will be and preparing yourself well is all that you can

hope to do.

The County Council has been striving to create a workforce that

reflects the ethnic make-up of the local community. It has a positive

discrimination policy where they wont appoint anyone if they havent

had enough applications from ethnic minority groups. It tries to

ensure that the jobs are as open as possible, that there is no

discrimination (direct or indirect) in the recruitment process and thatinterviewers are trained to avoid this. The ultimate aim for the

interview panel is to find the best person for the job.


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If you will be unavailable for interview on certain dates there will

usually be a space to indicate this on the application form. Where

possible, interviews are scheduled around dates of unavailability. If

the date is already set and you cant make it, there is no harm in

asking if you could be seen the day before or the day after, but you

must have a good reason, e.g. you will be abroad or taking an exam.

It is worthwhile asking for feedback from the interview panel if you

are unsuccessful at an interview (even if they dont invite you to do

this) so that you can identify how you might improve your

performance at future interviews.

And finally ...

Employers are essentially looking for commitment, keenness and

enthusiasm. People who apply in a routine or off-hand way will be

noticed for their lack of motivation.

Some candidates may need to have a sensible approach to working

with the public and have thought out how they would tackle visitors

and enquiries. This often requires a specific type of personality,

which should come across in the interview.

Some posts do require a level of experience in some areas. But

even if your experience is limited, your commitment can still come

across at interview. You must, however, demonstrate something

special in what you have done. Postgraduate students should at

least have done voluntary work in their vacations if they havent done

any paid work. To compensate for a lack of experience in a certainarea, you must be well versed in the related theory and issues.


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Further Sources of Information

Careers Service ResourcesThe following resources are available for reference in the Careers Service

Information Room, situated on the ground floor of College House on the

main campus.

Making Applications (AGCAS booklet)

How to write a Curriculum Vitae (London University Careers Service)

Looking Good on Paper (AGCAS video - 21 minutes)

Why ask me that? (AGCAS video - 22 minutes)

Going for Interviews (AGCAS booklet)

Great Answers To Tough Interview Questions (M.Yate)

Being Interviewed (J. Perrett)

Interviews Made Easy (M. Parkinson)Careers advisers are available every weekday to give help and advice on

CVs, application forms and other issues. Ask at the Information Desk

for more details or see our website:

www.le.ac.uk/careers

E-mail: [email protected]

Tel: 0116 252 2004 (Information Desk)

Professional Organisations

Museums Association

42 Clerkenwell Close

London

EC1R 0PA0207 250 1836

Tel: 0207 608 2933

www.museumsassociation.org.uk

E-Mail: [email protected]

16 Queen Annes Gate

London

SW1H 9AA

Tel: 0207 273 1444

www.resource.gov.uk


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The cours e m ater ial is an d rem ains the property of the Univers ity (and must beimmediately retur ned to the Univers ity upon requ est a t any time) and is eitherthe copyright of the Univers ity or of third parties who have licensed the Univers ityto make us e of it . The cours e ma terial is for the pr ivate s tudy of the s tudent towhom it is s ent and a ny unauthorised use , copying or resa le is not permitted.Unauthorised us e may result in the course be ing term inated.

The course mater ial was cre ated in the acade mic year 2002/2003.

Depar tme nt of Muse um Studies

University of Leicesater

103/105 Princess Rd Eas t

Leicester

LE1 7LG

Tel: +44(0) 116 252 3963

Email: museum studies @le.ac.uk

Web: le.ac.uk/museumstudies

Documents

University of Leicester’s Guide to Job Hunting