MUSEUM STUDIES

Postgraduate Diploma/Masters Degree

A Jobhunter’s
Guide
University of Leicester, Department of Museum Studies
A Job Hunter’s Guide

A Job Hunter’s 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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University of Leicester, Department of Museum Studies
A Job Hunter’s Guide

Introduction
This guide has been written as a useful source of information and advice
for students on the University of Leicester’s 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 and
employers. 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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University of Leicester, Department of Museum Studies
A Job Hunter’s Guide

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 any
contacts 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. Don’t 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. Don’t 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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University of Leicester, Department of Museum Studies
A Job Hunter’s Guide

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 haven’t 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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A Job Hunter’s Guide

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 can’t arrange this then at least get a friend to
read through them to make sure they are easy to follow and to look
out 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 isn’t 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; or
b) 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 Skills
for 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. Don’t 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 to
decide 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 the
job 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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A Job Hunter’s Guide

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 reader’s attention. You can also use it to explain special
circumstances or draw attention to a particular aspect of your
experience. 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 employer’s name and address underneath on the left hand side;
• The date;
• Dear Mr or Ms Employer (or if you don’t 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 or Yours faithfully if you
don’t. (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 for
the 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 Proficient
Built 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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A Job Hunter’s Guide

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 interviewer

It 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 ‘I’m too
old/young’, ‘I’m too
experienced/inexperienced’, ‘I’m male/female and they’ll 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 aware
of your details, so don’t 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 will
perform 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 intervi ewers 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 don’t 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. Don’t 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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A Job Hunter’s Guide

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 help
the 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.
Don’t 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. Don’t fiddle
with things such as your hair, money in your pockets or your earrings.
Listen to what the interviewer is saying - don’t 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 what
I 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 are
better 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 individual’s 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 they’re 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 your application 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 don’t 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 Council’s
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 their
ideal 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 you’ve 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 don’t 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 don’t, 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 the

first 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 workplace
by 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. Don’t answer anything
personal that you don’t 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 Council’s 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 doesn’t 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 be

followed, 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 don’t 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 isn’t. 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 panel’s

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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 you’ve 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.

Don’t rush your answers. If you don’t 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 you’ve 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 inside
knowledge 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
don’t want them to contact any of your referees unless/until you are
offered a position. The size or reputation of the organisation doesn’t
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 don’t 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 are
going, having decided that you want to be part of them, looking the
part and feeling confident with yourself for that job, then that’s 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 won’t appoint anyone if they haven’t
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 that
interviewers 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 can’t 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 don’t 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 haven’t done
any paid work. To compensate for a lack of experience in a certain
area, you must be well versed in the related theory and issues.

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Further Sources of Information

Careers Service Resources
The 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: careers@le.ac.uk
Tel: 0116 252 2004 (Information Desk)

Professional Organisations

Museums Association
42 Clerkenwell Close
London
EC1R 0PA
0207 250 1836
Tel: 0207 608 2933
www.museumsassociation.org.uk
E-Mail: katie@museumsassociation.org

MLA
16 Queen Anne’s Gate
London
SW1H 9AA
Tel: 0207 273 1444
www.resource.gov.uk

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University of Leicester, Department of Museum Studies
A Job Hunter’s Guide

Gill Grigg
Careers Adviser, University of Leicester Careers Service
Revised January 2001

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 Department of Museum Studies
University of Leicesater
103/105 Princess Rd East
Leicester
LE1 7LG

Tel: +44(0) 116 252 3963

Email: museumstudies@le.ac.uk
Web: le.ac.uk/museumstudies

The course material is and remains the property of the University (and must be
immediately returned to the University upon request at any time) and is either
the copyright of the University or of third parties who have licensed the University
to make use of it. The course material is for the private study of the student to
whom it is sent and any unauthorised use, copying or resale is not permitted.
Unauthorised use may result in the course being terminated.

The course material was created in the academic year 2002/2003.