Institutions - Survey: Career Challenges & Hiring Practices in the Art Sector

This survey aims to better understand hiring practices in the arts sector.

It covers topics across 7 short sections, including:

✅ Hiring challenges and pain points ✅ Application materials and interview practices ✅ Diversity, equity and inclusion considerations ✅ Emerging trends and evolving needs in recruitment

Your responses will contribute to a report with insights around:

Barriers and challenges candidates face throughout the hiring process.
Best practices and recommendations for fairer recruitment
Making hiring processes clearer and smoother for both organizations and art workers

100% Anonymous

All responses are anonymous. No personally identifiable information will be shared.

Estimated time to complete: ~15 minutes

Note: In this survey, diversity refers to the inclusion of people from a wide range of backgrounds, identities, and lived experiences, particularly those historically underrepresented in the arts and cultural sector. This includes, but is not limited to, race, ethnicity, gender, disability, sexuality, socio-economic background, and educational access

Street Address Line 2

City

Country

1–56–1516–5050+

Rarely (every few years)Occasionally (once a year)Regularly (2–5 hires per year)Frequently (6+ hires per year)

Less than $10,000 (≈ €9,400 / £7,900 / ¥1,500,000)$10,000–$50,000 (≈ €9,400–€47,000 / £7,900–£39,500 / ¥1,500,000–¥7,500,000)$50,000–$100,000 (≈ €47,000–€94,000 / £39,500–£79,000 / ¥7,500,000–¥15,000,000)More than $100,000 (≈ €94,000+ / £79,000+ / ¥15,000,000+)Prefer not to say

Posting on industry specific platforms (e.g. Callforcurators.com)Posting on the organization's social mediaGeneral job boards (e.g. Indeed, LinkedIn)Personal networks and referralsRecruitment agencies or headhuntersDirect outreach to promising candidatesOther (please specify)

To reach new and diverse candidates or collaboratorsTo comply with institutional or funding transparency requirementsTo formalize a collaboration already in developmentTo strengthen public visibility of the organizationOther (please specify)

Finding qualified candidatesAttracting diverse candidatesCompetition with other organizations for top talentLimited organizational budget for salariesRetaining professionals long-termLimited candidate mobility (e.g. relocation challenges)Lengthy or resource-intensive recruitment processesOther (please specify)

Fixed salary scales or pay gradesBased on candidate’s prior experience and qualificationsAligned with industry benchmarks or salary surveysDetermined by organizational budget limitationsOther (please specify)

Salaries are not negotiable for most rolesSalaries are negotiable only within a fixed rangeSalaries are negotiable depending on experience, role or seniorityWe expect candidates to negotiate and build this into offersNegotiation is discouraged and impacts the hiring process negativelyUnsure / prefer not to say

CV: Optimal CV lengthCV: Relevant experience clearly highlightedCV: Clear structure and formattingCover letter: Optimal lengthCover letter: Clear structure and formattingAdditional materials: Curatorial portfolioAdditional materials: Writing samplesAdditional materials: Website and online presence

Generic applications not tailored to the roleFailing to highlight how experience/skills are relevant to the roleUnclear, incomplete or poorly structured CVs / portfoliosNot following application instructions (e.g. missing materials, word limits, formats)Difficulty articulating curatorial approach, methodology or project outcomes in cover lettersClear use of AI tools for application writingOther (please specify)

Please rank the following in terms of their relevance in the hiring process:

1 is Not relevant, 5 is Extremely relevant

Clear understanding of the organization's mission and activitiesStrong communication and presentation skillsKnowledge of the art sector and current trendsEvidence of teamwork and collaborationGood interpersonal skillsOther (please specify)

Research the organization's past projects, partnerships and developmentsUnderstand the organization’s audiences and stakeholdersBe ready to demonstrate past projects' impact (e.g. community engagement, visitor numbers)Bring ideas for future contributions (e.g. unique perspective, projects, programs)Prepare thoughtful questions about the role and organizationOther (please specify)

Posting to diverse networks in the industry (e.g. Museums Detox, Museum as Muck)Call for underrepresented candidates directly in the advert bodyPaid internships for under-represented graduatesDiverse interview panelsGuaranteed interview schemes for underrepresented applicants who meet minimum criteriaNone of the aboveNone of the above but we are currently developing/testing some of theseOther (please specify)

Not knowing where or how to reach more diverse candidatesNot understanding what the application barriers are for more diverse candidatesLack of internal resources for outreach or trainingLack of experience in writing applications to engage and attract for diverse candidatesGeographical location (e.g. expensive urban centers)Other (please specify)

Job listings are written and formatted using accessible language and designApplication forms include a section for candidates to share access needsFlexibility in application formats (e.g. video or voice note instead of written application)Access support is provided when needed during interviews (e.g. captioning, interpreters, assistive technology, remote interviews)We do not accommodate candidates’ different access needsOther (please specify)

Lack of confidence and training in providing access support through recruitmentBudget and time restraintsTeam capacityFixed recruitment processes that are difficult to adaptI don't know

Digital literacy/tech skillsAdaptability to remote or hybrid workCross-cultural competenciesProject managementFundraising or partnership-buildingAudience engagement and public programmingDifferent lived experiences to bring in different expertise and knowledgeDeep understanding of social and climate justiceOther (please specify)

There is a clear, structured pathway for advancementAdvancement is possible but informal or inconsistentCareer progression is limited due to organizational size or structureThere are few or no advancement opportunitiesUnsure / prefer not to say

Application writingFirst-round interviewsFinal interviews or selection panelsReference checks and final decisions

Less than 1 month1–3 months3–6 monthsMore than 6 months

Toward More Transparent Hiring in the Art Sector: A Survey for Art Organizations

100% Anonymous

Required field:

Section A: About Your Organization

Section B: Hiring Strategies & Challenges

Section C: Application Materials & Interviews

Please rank the following in terms of their relevance in the hiring process:

Section D: Interviews

Section E: Diversity & Access in Hiring Practices

Section F: Trends & Evolving Needs

Section G: The Hiring Process

Last things...