|Thomas & Associates, Inc. Places Three Specialists with Artnet
Thomas and Associates, Inc., is pleased to announce the placement of
three positions at Artnet Auctions: two Specialist positions in Photography and
a part-time Specialist in Prints. Miles Barth, Bree Hughes and Rebecca
Lax all began work for Artnet this February, increasing ArtNet Auction's
ever-growing reputation for professional expertise, market knowledge and client
Mile Barth is past Founding Curator for the Permanent Collection at the
International Center of Photography, and whose subsequent positions included
Curator of Photography at the Rubin Museum of Art and Director of Publications
at the Cygnet Foundation. An article on Miles Barth's joining Artnet
Auctions appears in the journal Photograph, and can be read here: http://photographmag.com/newsandreviews/view/170.
Bree Hughes's past experience includes time at Sotheby's and at the Madison
Museum of Contemporary Art, in Wisconsin where she was Registrar. Rebecca
Lax is a celebrated prints specialist whose employment history includes an
Assistant Directorship at Galerie Lelong and an ongoing consultant role at the
LeRoy Neiman Center for Print Studies, where she previously served as the
Director of Finance. We are delighted to have placed these outstanding
arts & culture professionals with one of our most rapidly expanding auction
house clients and to work again with Artnet Auctions.
"I always turn to Thomas and Associates when looking for new talent my
team. They have always provided me with very quality candidates, from
mid-level to executives. They listen to my requirements and their
candidates always match them. In my opinion, they are the very top in
international art world recruiting."
Robin Roche, Vice President, Artnet Auctions
Geri Thomas at the Irish Museums Association's Annual Conference this
President Geri Thomas is delighted to be participating in the Irish
Museums Association's upcoming Annual Conference, February 22-24, 2013, taking
place at the majestic Kilkenny Castle under the aegis of the Butler Gallery,
Dublin's preeminent contemporary art space. The Conference theme this
year is "The Porous Museum: Making Connections, Building Partnerships," an
exploration of the national and international relationships that continue to
strengthen cultural institutions in Ireland and globally. Topics will include
enhancing links and networks to academia and partner institutions; professional
development pathways; and promoting public access and audience
Geri will be joining numerous distinguished arts & culture leaders
at the conference, including Anne O' Sullivan, Director of the Butler Gallery
and Ireland's Commissioner for the Venice Biennale; Brian Kennedy, Director of
The Toledo Museum of Art; and Sean Rainbird, Director of the National Gallery
of Ireland. Geri's presentation, "Professional Development:
The Best New Old Thing," explores staff development initiatives that recognize
the need for museum workers to reach their fullest potential at all stages of
their careers, and that enhance the quality of service to the museum's
Geri will also be visiting numerous museums, galleries and cultural
organizations during her stay and in our next newsletter she will expand upon
her impressions of the conference and of current trends and concerns in
Ireland's arts & culture industry. Stay tuned!
Hiring Do's and Don'ts
Getting Past the Resume: Tips for Employers
At Thomas & Associates, Inc., we believe that a well-written resume
is the lynchpin of every job search and that prospective employers are correct
to hold each applicant's resume to a high standard in terms of legibility,
clarity and grammar. Yet there are often important reasons to "get past"
a resume that has apparent discrepancies, such as gaps between employment, and
titles that do not appear to reflect experience (an "Associate" where
experience would suggest "Senior Director," for example). In these cases
it's important to meet with the person to determine their capabilities and
experience, and to put aside pre-conceived notions of the "ideal resume."
Below are some common "red flag" issues for resumes and ways to address them
during an interview.
Gaps in professional experience: the most common reason for these gaps
is family obligations. It's important to note that it is illegal in most states
to ask questions of an applicant that are related to family and other personal
matters; a simple question addressing the reason for the gap may be met with
"for personal (or family) reasons" and should be accepted as such. Be
aware that gaps may also be due to the applicant taking time off to pursue
post-graduate education or other special training, and check the dates for any
such study before leaping to conclusions.
Different titles: it's not uncommon in the arts & culture industry
for a professional to assume many roles under a single title, and sometimes
that title appears to be more junior than what the employer is seeking to
fill. It's singularly true of arts & culture businesses that there is
very little standard agreement as to what certain titles signify: a "Gallery
Director" may be little more than a basic administrative assistant to a
high-powered owner, whereas an "Associate" at a larger gallery or auction house
may exceed his or her role many times over.
The desire for professional advancement and recognition of
accomplishments is a primary motivator for career change and an applicant who,
for example, may be fulfilling the role of Registrar under the title of Art
Handler may be motivated to move on in part due to a desire to see their
position match their skill set. Check skills listed on the resume against
your job description before deciding that an applicant is not at the
appropriate level for the available position.
Appearance of a "job-hopper" leaving after two years, for
example: like many other organizations and businesses in the current economy,
arts & culture businesses and non-profits have faced and continue to face
major challenges. Reasons for brief periods of employment can be far-ranging:
downsizing, changes in corporate or institutional structure, the closing of a
business or department (or its acquisition or incorporation into another
business or department), the owner retires, etc.
In addition, a job may simply not turn out to be what the employee
thought it was in terms of responsibilities, possibility of advancement or
remuneration (this also may be behind a discrepancy in title), or an untenable
work environment. Furthermore, what appears to be a brief stay with an
employer may reflect consulting or project-based work (again, check the resume
to see if this is clarified). If the capabilities of the applicant are
outstanding, their references substantial, and the initial dialogue is
positive, the appearance of an erratic employment history can be addressed
point by point during an interview.