Author Archives: Emily@HiringLibrarians

by | May 24, 2013 · 8:00 am

Further Questions: Does Personal Branding Help?

Each month the ALA New Members Round Table launches a discussion on the NMRT-L listserv.  Discussions have been on topics such as interview preparation, getting published, and now this month, branding.  Inspired by that discussion, this week I asked people who hire librarians:
Personal branding has become one of the tools recommended by those dispensing job hunting advice.  
Have you ever hired a librarian who uses this strategy – developing and managing a personal brand in order to shape the image he or she presents on the job hunt and professionally? Do you have any thoughts about this trend?
(If you want to read more about branding before answering this question, there’s a recent-ish American Libraries article here.)

Marge Loch-WoutersI have not really had anyone come in with a particular personal brand for jobs we have hired for. I will say a lot of people develop brands as they go along in the job or their career.  When I am teaching MLIS students or mentoring younger librarians, I encourage them to develop areas of expertise and then blog, use tumblr or engage on social networks promoting their chops. I think social media makes it easier to put your message out there consistently. While you can’t always control your “brand’ you can show people the skills you have, how you approach a problem or other areas of mightiness by being out there and upfront!

- Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library

Gina MillsapHere’s my take on personal branding.  It’s a balancing act.  What I’m looking for is a librarian who first and foremost wants to work at not just any library, but the Topeka and Shawnee County Public Library.  She has done her homework and can make the case that she is the perfect fit for us because of her education, skill set, expertise, interests and drive. And we’re the perfect fit for her because we are strategic, innovative and driven to serve our local community, making it a better place to live, work and learn, and oh, yeah, be the best damn library in the country!  If the brand helps her establish her identity as that, great.  There’s potentially an opportunity to see what that person can do vs relying on traditional resumes and other information that in the final analysis may raise more questions than deliver knowledge about a candidate.

Here’s a cautionary note.  If the personal branding process is focused on establishing her professional reputation regardless of where she works, rather than what it can do to enhance the library’s brand, I’ll think twice before considering her as a candidate.  We’ve developed a bit of a cult of personality or celebrity in the library world.  While it can clearly build the reputation of and professional opportunities for the individual, I’m not sure it always serves the interests of libraries. And not everyone who writes knowledgeably about topics actually has solid experience in the field.

Business guru Tom Peters, author of In Search of Excellence, coined the phrase “personal brand” in 1997.  I remembered reading an article he wrote called The Brand Called You.   I went back and read it again. I don’t agree with everything he says.  But what jumps out at me is  that essentially, if you’re branding you, it should be to reveal your character, your values and your value to the organization.  Here’s what he says, “No matter what you’re doing today, there are four things you’ve got to measure yourself against. First, you’ve got to be a great teammate and a supportive colleague. Second, you’ve got to be an exceptional expert at something that has real value. Third, you’ve got to be a broad-gauged visionary — a leader, a teacher, a farsighted “imagineer.” Fourth, you’ve got to be a businessperson — you’ve got to be obsessed with pragmatic outcomes.” I’d hire that person.

So, that’s my two cents.  There’s nothing wrong with developing a personal brand, but it needs to be done right and for the right reasons.

Please note:  I used the pronoun “she” because I get tired of writing s/he, but no gender-bias intended!  :-)

- Gina Millsap, Chief Executive Officer, Topeka and Shawnee County Public Library

Emilie SmartIf I have hired a librarian who is personally branded, I’m not aware of it.  I’ve never interviewed anyone who had a personal logo (other than a photograph of themselves) nor has anyone in an interview presented or mentioned anything pertaining to a personal brand.  Perhaps I just missed it?  I polled a couple of my freshly minted librarians asking if they had a personal “brand” and they looked at me with confusement  (yes, I know it’s confusion but I like “confusement” — it’s amusing.).
The trend of “personal branding” as described in the article sounds like a rehashing of common sense approaches to professionalism.  I guess professionalism has achieved brand status!  Whatever it takes…
- Emilie Smart, Division Coordinator of Reference Services & Computer Services at East Baton Rouge Parish Library
Thanks, as always, to the people who hire librarians for their time and insight.
What do you think about branding?  If you’ve got opinions, you’re welcome to share them below, but I also encourage you to join the NMRT listserv (I think you may do so without being a NMRT member) and participate in the discussion there.

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by | May 23, 2013 · 8:00 am

Researcher’s Corner: What are the Qualifications for an Entry-Level Music Librarian?

I’m pleased to introduce another guest post by Joe Clark, who described his research into nine years of job postings on the Music Library Association Job List and identified job trends for us here.

This post delves more deeply into the specific qualifications desired in entry-level positions.  While his research is specific to music librarians, I think there are wider implications for entry-level expectations across disciplines.

Please do click through and read his more formal account of this research, which was published last March in the journal of the Music Library Association. Notes is open access, so the entire article is available online here for free.

So you graduate with your M.L.I.S. degree ready to land your first professional job, but realize that institutions are asking for skills and experiences you didn’t learn in graduate school. Now what?

A firm understanding of the skills, knowledge, and experiences that employers want will give you a leg up in a tight job market. Not only does music librarianship require subject-specific knowledge, but sub-fields within music librarianship differ in required and desired abilities and experiences.

The Study

I examined all of the position announcements on the Music Library Association’s Placement Service Job List from 2008 through 2011 and identified those open to entry-level librarians. I then classed each position into one of five types: 1) public service, 2) cataloging, 3) administrative, 4) hybrid, or 5) archival. Hybrid positions involve work in both public and technical services, while administrative librarians might run a small library as well as catalog, provide reference, and supervise staff and budgets.

I recorded the required and desired traits, abilities, knowledge, and experience for each position by job type, and then compiled the data. I also totaled the numbers for all of the music library positions, which provided a broad picture of what employers wanted in music librarianship entry-level hires. I broke traits sought into the following categories: education, personal attributes, social attributes, experience, general knowledge, skills and abilities (KSAs), and technological KSAs.

Results

Most of the entry-level music librarianship positions were in academic librarianship (95%). Twenty-eight percent of the vacancies were in public services, while the remaining four job types comprised between 17 and 19 percent of the advertisements.

As I examined all of the entry-level positions, it became quite clear what employers wanted in terms of education (other than the M.L.I.S. degree, which was a prerequisite for all of the jobs): 72% of positions required or preferred an undergraduate degree in music or the equivalent, and 40% desired a second graduate degree in music. Some public service and archival posts sought completion of music/arts library classes, while 27% of cataloging vacancies required cataloging coursework. A course in archival/preservation techniques was listed in 10% of all vacancies, and this figure was over half for jobs in archival environments.

The most commonly listed personal attributes included organizational skills/ability to prioritize, self-motivation, and flexibility/ability to handle multiple demands. Aptitude for scholarly production and professional development and analytical/problem solving skills appeared less frequently.

Excellent written and oral skills was the most commonly listed trait and the top social attribute. Other required or preferred social attributes included collaborative skills and a strong commitment to public services.

Previous library experience was desired in 42% of the listings, and appeared most commonly in administrative positions and least frequently in public service jobs. Experience with specific skills were also sought; cataloging was required or preferred in 36% of the announcements, and 30% wanted experience in reference and instruction.

The most common general KSA was reading knowledge of foreign languages, required for 25% and preferred for 19% of the jobs. Many of the other general KSAs were specific to the job responsibilities; for example, knowledge of AACR2, LCSH, and MARC21 was needed for positions that involved cataloging (including archive and hybrid posts).

Conclusions

In conclusion, institutions are looking for more than just an M.L.I.S.; they seek well-rounded individuals who can effectively communicate, collaborates, prioritizes, values excellent services, and self-motivates. These skills are in addition to subject expertise, which is highly valued in music librarianship. One should keep in mind that search committee members may want to see other qualifications not mentioned in advertisements.

The entire article, “What Employers Want: Entry-Level Qualifications for Music Librarians,” was published in the March 2013 issue of Notes (69:3), pages 472-493. All preferred and required qualifications for each job type that appeared in more than 8% of the announcements are detailed in the original article.  Feel free to contact me with questions or comments.

Joe Clark

Joe Clark is the Head of the Performing Arts Library at Kent State University. He has published articles in Notes: Quarterly Journal of the Music Library Association, Fontes Artis Musicae, Serials Review, Journal of Library Innovation and The Journal of Academic Librarianship. His research interests include employment trends in music librarianship, collection management, library administration, and American music. He is currently the Placement Officer for the Music Library Association.

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by | May 22, 2013 · 8:00 am

It Was an AWFUL Shirt, We Still Hired the Person

interview outfit
This anonymous interview is with an Academic librarian who has been a hiring manager and a member of a hiring or search committee. This librarian works at a library with 10-50 staff members in an Urban area in the Northeastern US

What Candidates Should Wear

Should the candidate wear a suit to the interview?

√ Probably, yes (but it’s ok if the candidate wears something a little less formal)

An outfit with a coordinated blazer and trousers:

√ Counts as a suit

Bare arms are inappropriate in an interview, even in the summer.

√ False

If a woman wears a skirt to an interview, should she also wear pantyhose?

√ No, but it’s not a dealbreaker

Women should wear make-up to an interview:

√ I don’t care, as long as it’s not over-the-top

Is there anything a candidate might wear that would cause them to be instantly out of the running? If you have any funny stories about horrifying interview outfits, we’d love to hear them.

No Jeans allowed, I think I’d have a problem with anything frayed as well. If you are going to wear cotton or linen, make sure it’s ironed, if it looks like it was pulled from a dirty hamper I think you can’t even take care of your clothes, how are you going to take care at your job?

Do you expect different levels of formality of dress, depending on the position you’re hiring for?

√ Yes, the higher the position, the more formal I expect the candidate to dress

Which jewelry may candidates wear: (Please select all that are acceptable)

√ Single, simple necklace, bracelet, and/or ring
√ A few simple necklaces, bracelets, and/or rings
√ Arty or more elaborate necklaces, bracelets, or rings
√ Earrings
√ Multiple Ear Piercings

Which hair colors are acceptable for candidates:

√ Natural colors (black, brown, red, blonde, gray)

The way a candidate dresses should:

√ Be fairly neutral

How does what a candidate wears affect your hiring decision?

Unless they looked really bad I don’t think it affects my decision. I remember a time when a person we were hiring was wearing a gold lamé type shirt with her suit. It was an AWFUL shirt, we still hired the person.

What This Library Wears

How do you dress when you are going to conduct an interview?

I usually wear a dress or a suit.

On a scale of one (too dressed up for my workplace) to five (too casual), khakis and a polo shirt are:

3

What’s the dress code at your library/organization?

√ Business casual

Are there any specific items of clothing, etc. that are forbidden by your dress code? (Please check all that apply)

√ Jeans
√ Flip flops
√ Tank tops
√ Sneakers/trainers

This survey was co-authored by Jill of Librarian Hire Fashion – submit your interview outfit to her blog!

Photo: interview outfit by Flickr user k_hargrav, via Creative Commons License

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by | May 21, 2013 · 8:00 am

Hired Librarians: Who doesn’t want a “…technically savvy and customer-focused librarian!”

This post continues the feature Hired Librarians, wherein we hear from both a successful candidate and the librarian that hired her.  This post features Catisha Benjamin, the new Digital Acquisitions/Collections Development Librarian at Jones eGlobal Library, and Scott Wiebensohn, Manager of Library Services, the hiring librarian.  

Jones eGlobal Library

Jones eGlobal Library is a special library, located in Centennial, Colorado but with clients all over the world.  It has 13 staff members, and it’s growing.

The Successful Candidate: Catisha Benjamin

Catisha Benjamin

Where are you in your career? When did you graduate, and how many years of experience do you have?

I graduated from the University of Denver August of 2006 with over 5 years of experience I am currently a Digital Acquisitions/Collections Development Librarian, working to create and enhance K-12 digital libraries. For the past three years I have been employed in the elementary and secondary field, which prepared me for my positions I currently hold. I have also been employed as a university librarian; my first job as a librarian out of library school.

Why did this job pique your interest?

I have built libraries since I started my profession and felt it would be a challenge to assist in building K-12 libraries in a digital format. Something new and different, but exciting!

How many pages was your resume? Cover letter?

My resume including my cover letter is now 5 pages.

What research did you do before submitting your application?

I researched the background of Jones eGlobal and the library. I was already a contract librarian for Jones as well (Education Doctoral Librarian for Jones International University) and asked my former supervisor about the position. Always make sure you network!

What did you wear?

I wore black slacks, a red blouse, a black jacket, and black boots.

Can you describe your process in preparing for the interview?

I researched Jones eGlobal Library and researched library interviewee questions.

What questions did you ask?

What are you looking for in a candidate?
What are the challenges in the position?

Why do you think you were hired? What set you apart from other candidates?

My K-12 background assisted in my hiring process and my library of science degree. I was exactly what they were looking for.

Is there anything else you want to tell my readers about why you were chosen? Or any general job hunting advice you want to dispense?

Make sure to let everyone in your circle know you are looking for a job. They may have a lead for a job. Also make sure you do your homework and research the company before you go to your interview. Interviewers love to see when applicants want to find out more about their company or point out facts about the company.

The Hiring Librarian: Scott Wiebensohn

scott wiebensohn
What stood out in this applicant’s cover letter?

We were looking for a unique individual with a blended background. This position functions as the primary resource for K-12 collection development and digital content curation. Her cover letter demonstrated that she had the ability to choose from an array of e-books, periodicals, and online resources that would strengthen our library and better our users’ experience. Who doesn’t want a “…technically savvy and customer-focused librarian!”

Did she meet all of the required qualifications listed in the job ad? How many of the desired qualifications did she meet?

Interesting question as I don’t know if a candidate ever truly meets all of the qualifications for a specific job posting. What a hiring team must determine is if the candidate does not meet all of the qualifications can he/she learn the basic and more complex tasks expected. Catisha met a high majority of the qualifications otherwise we would not have interviewed her for our opening. There is only so much someone can write down on paper, thus the traditional need to interview face to face.

In comparison to the rest of the pool, did the applicant have more, less, or about the same years of experience? What about for the other people you interviewed?

I can honestly answer that this candidate had more experience than the majority of the candidate pool. In comparison to the others we interviewed it was plus or minus a year or two.

What was the interview process like?

It was a two round process. The first was an interview with the HR representative who prescreened candidates to determine if they truly met the basic qualifications and if there were any immediate red flags. Then the candidate interviewed in person with the librarian team for about 45 minutes. Following this interview was a conversation with the research and development team and the company President. A discussion followed and a candidate was chosen.

What stood out in this applicant’s interview?

Not only did she have the desired skill set and applicable work experience. she was hungry for the job and had three years of work experience with one of our sister institutions. She also had a contagious smile and a warm personality.

Were there any flags or questions you had about this person’s abilities, and how did they resolve them?

We are not a typical library in that we have library users circulating throughout our building. Everything is based on a digital platform within a corporate business setting. Conveying this work environment to each of the candidates was a must and Catisha fully understood because of her prior work with our sister company. So the question was in a straightforward manner and answered clearly and concisely.

Is there anything else you want to tell my readers about why this candidate was chosen? Or any general job hunting advice you want to dispense?

The entire eGlobal Library team is truly delighted to have added Catisha to our library. Even in the short two weeks that she has been with us, she has expressed an eagerness to tackle a variety of level of projects. My best advice is that you have to put yourself in a situation to be mobile. It is also quite helpful to think outside of the box, be strategic, and apply for jobs that are at a level to push you to succeed!

If you’re part of a recent hiree/hiring manager pair who’d be willing to be interviewed for this feature, please contact me.  Or please pass along this request!
Thanks so much to Elisabeth Doucett for suggesting this series. Check out her blog, The Irreverent Librarian

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by | May 18, 2013 · 8:00 am

People DO Make Assumptions Based on Appearance

Hot Summer Interview Outfit by Flickr User nfotxnThis anonymous interview is with an Academic librarian who has been a member of a hiring or search committee. This librarian works at a library with 10-50 staff members in a Suburban area in the Northeastern US.

What Candidates Should Wear

Should the candidate wear a suit to the interview?

√ Yes, absolutely! It shows respect and professionalism

An outfit with a coordinated blazer and trousers:

√ Counts as a suit

Bare arms are inappropriate in an interview, even in the summer.

√ True

If a woman wears a skirt to an interview, should she also wear pantyhose?

√ Other: Not necessarily. Modern summer fashion is usually fine w/o hose, but a dress shoe should be worn regardless.

Women should wear make-up to an interview:

√ I don’t care, as long as it’s not over-the-top

Is there anything a candidate might wear that would cause them to be instantly out of the running? If you have any funny stories about horrifying interview outfits, we’d love to hear them.

A generally slovenly appearance makes me wonder immediately about their work habits, attention to detail, and general reliability. I.e. wrinkled clothes, clothes that are far too casual, etc.

Can you share any stories about how a candidate nailed the proper interview outfit, especially if your organization does not expect suits?

Simple is best. A suit is great but these are all excellent:
- a nice, sheath dress with a sweater,
- pants and a sharp (pressed) blouse,
- pressed trousers, button down shirt, tie and sweater vest
- GOOD shoes – this is a must

Do you expect different levels of formality of dress, depending on the position you’re hiring for?

√ No

Which jewelry may candidates wear: (Please select all that are acceptable)

√ Single, simple necklace, bracelet, and/or ring
√ Arty or more elaborate necklaces, bracelets, or rings
√ Earrings
√ Multiple Ear Piercings

Which hair colors are acceptable for candidates:

√ Natural colors (black, brown, red, blonde, gray)

The way a candidate dresses should:

√ Be fairly neutral

How does what a candidate wears affect your hiring decision?

Clothes tell a great deal about your personality and people DO make assumptions based on appearance. So instead of letting the clothes speak for you – they should be neat, professional, and neutral, so your words, accomplishments, and demeanor take center stage.

What This Library Wears

How do you dress when you are going to conduct an interview?

Business professional. Not a suit, but dress trousers, blouse or sweater, or a dress.

On a scale of one (too dressed up for my workplace) to five (too casual), khakis and a polo shirt are:

4

What’s the dress code at your library/organization?

√ Business casual

Librarians at your organization wear: (Please check all that apply)

√ Name tags

This survey was co-authored by Jill of Librarian Hire Fashion – submit your interview outfit to her blog!

Photo: Hot Summer Interview Outfit by Flickr User nfotxn via Creative Commons License

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by | May 16, 2013 · 8:00 am

Nothing Like That

Gussin Up by Flickr user yugenro

This anonymous interview is with an Academic librarian who has been a hiring manager and a member of a hiring or search committee. This librarian works at a library with 10-50 staff members in an Urban area in the Northeastern US.

What Candidates Should Wear

Should the candidate wear a suit to the interview?

√ Probably, yes (but it’s ok if the candidate wears something a little less formal

An outfit with a coordinated blazer and trousers:

√ Is totally different

Bare arms are inappropriate in an interview, even in the summer.

√ False

If a woman wears a skirt to an interview, should she also wear pantyhose?

√ Other: Panyhose, tights or bare legs all are fine.

Women should wear make-up to an interview:

√ I don’t care what’s on the face, it’s what’s in the brain that counts

Is there anything a candidate might wear that would cause them to be instantly out of the running? If you have any funny stories about horrifying interview outfits, we’d love to hear them.

Something you would wear to a club on a Saturday night (ie anything too flashy) inappropriate.

Which jewelry may candidates wear: (Please select all that are acceptable)

√ Single, simple necklace, bracelet, and/or ring
√ A few simple necklaces, bracelets, and/or rings
√ All of the simple necklaces, bracelets, and rings he or she can load on
√ Arty or more elaborate necklaces, bracelets, or rings
√ Nose Ring (nostril)
√ Eyebrow Ring, Monroe piercing, septum piercing, or other face piercing
√ Earrings
√ Multiple Ear Piercings
√ Large gauge ear jewelry (stretched ears)

Which hair colors are acceptable for candidates:

√ All of them, even pink

The way a candidate dresses should:

√ Be fairly neutral

How does what a candidate wears affect your hiring decision?

I would like to think it doesn’t. Unless it is as stated above, flashy, clubby type of dressing. That would indicate someone who does not use best judgement.

What This Library Wears

How do you dress when you are going to conduct an interview?

Business Casual

On a scale of one (too dressed up for my workplace) to five (too casual), khakis and a polo shirt are:

3

What’s the dress code at your library/organization?

√ Casual

Are there any specific items of clothing, etc. that are forbidden by your dress code? (Please check all that apply)

√ Tank tops

Librarians at your organization wear: (Please check all that apply)

√ Other: Nothing like that.

Do you have any other comments?

This survey was co-authored by Jill of Librarian Hire Fashion – submit your interview outfit to her blog!

Photo: Gussin Up by Flickr user yugenro via Creative Commons License

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by | May 15, 2013 · 8:00 am

The Web is Made of Links, or I Know Where You Came From

WordPress provides a list of referrers, as part of its Blog Stats page. I love looking at how people get here.  I think, “People are talking about the blog on the internets!” It’s very exciting.  It’s also great to see what they are saying, both when it’s an opinion about the blog, and when the blog is presented as part of the context of someone’s job hunting experience. So here is a post about some of my referrers, in the spirit of both vanity and reciprocity. This is part one, because this post is long enough already, and I’m not even close to being finished with the list.

The majority of traffic to this blog comes through search engines, closely followed by the anonymous gates of Twitter and Facebook.

Following that, I Need A Library Job has sent a lot of you here, as has LinkedIn – in particular this post in the group Librarians in the Job Market.

Hack Library School, in addition to collaborating on our Library School Career Center Series, has mentioned us in several great posts about library employment:

Tips for Your Job or Internship Application

Avoiding the lull after the storm – Reflections on the ending of library school and the job hunt

Congratulations! Now Get a Job

LISNews helped me gather participants for a surveys here and here, and Ask A Manager also helped me get off the ground by introducing me here.

American Libraries Live has linked to posts on a few occasions, for example here and here, as has the ALA_JobLIST newsletter.

LISCareer was kind enough to publish a piece I wrote a few months after starting Hiring Librarians, and I also posted an excerpt from their book, which they talk about on their site.  Both links send people here weekly if not daily.

One thing I think it totally awesome is that Librarian Hire Fashion was inspired by this blog, and Jill’s linking and discussion sends readers here regularly as well.

Tumblr sends fewer people here than Facebook and Twitter, but one thing I prefer is that I can more often see the specific thing that has driven traffic.  Sometimes I can see a link where a specific profile has shared or reblogged a post, such as Library Journal, but other times people are just browsing a tag, such as mlis, library job, librarian, librarians, or library school, and so those Tumblr tag pages show up as links in as well. Reddit is another online community which allows for specific links.  There are three such conversations here, here, and here.  LiveJournal has also sent many of you here.  Sometimes I can see the specific link (as part of the advice on applying for jobs here) and sometimes I can’t.  Pinterest has also sent people here via pins such as this one and this one.

Fairly soon after this blog first started, mental_floss’ Miss Kathleen linked here, and that post sent quite a few of you over.

Being in the blogroll on the History of News Libraries site is a traffic driver, particularly I think when people have gone there to look at job postings.

American Libraries’ article on Toughing It Out in a Tight Job Market thrilled me not only because I got to see the blog’s name in print, but because the online version of the article sent some of you here.  And, you know, good advice and all that.

Michael Adrian, whose profile pic makes Ottawa look FREEZING cold, blogged twice about Hiring Librarians, here and here.

New Jersey Librarians may have arrived here after reading about it on the NJ-SLA Jobs Blog.

Library School career pages and blogs also link here: Wayne State, Drexel iSchool, University of North Carolina Greensboro.

Hiring Librarians is also on the Resources page of Library JobLine.  Another LIS Career site, Library Jobs in California, wrote a post about us.

The sites of contributing Hiring Librarians, namely Sue Hill’s Recruitment Agency and The Library Career Center send some of you here.

The BeerBrarian (one of my favorite types of Brarian), linked here in his post about the search to fill a position at his library, and then was kind enough to do a survey interview.

Kate Tkacik linked here in a Library Journal BackTalk article about how tough the job search is for recent grads.  Don’t I know it!

One blog about a successful job search that sends people here is Robin Camille Davis‘

Some people have linked in when talking about upcoming presentations, such as Alexandra Carter and John Dupuis at Confessions of a Science Librarian

For a great paisley photo, and some thoughtful analysis, take a look at The Interview and You, on LLOPS

Probably the most random link in is from a community called Makeup Alley. Or maybe not that random, given that they’re linking to the interview outfit survey, and I’m sure there are plenty of Makeup-wearing librarians.  They talk about Hiring Librarians on Ravelry too, but I buy into the knitting librarian stereotype, so that one doesn’t seem so out of left field. And LibraryThing seems very appropriate.

I find a lot of the photos I use here on the Flickr Commons.  For a while, I was writing a comment on the photo to tell the owning institution where I’d used it and say thank you.  Those comments link back in sometimes, which was only part of my purpose in commenting.

This blog has been used as a citation at least twice, once by Alyssa Vincent on In the Library with the Lead Pipe, and once by Raymond Wang in an APALA article.

People using Scoop.It sometimes like to scoop Hiring Librarians articles, namely Africa Hands at the LIS Career Information resource,  Library Collaboration, Professional Development of Librarians, K-12 School Libraries, and The Information Professional.

I’ve gotten to interview several candidates for library association boards, and they’ve often linked to the interview on their campaign sites.  For example: Courtney Young, Gina Millsap.

Sally Pewhairangi has linked into the site more than once on her blog Finding Heroes.  I really like it when she links in, because then she includes my Twitter account when she tweets a list of “library heroes.”

I love the title of this wiki: Help for Librarians.  They link in here.

Ok, will talk about more later.

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by | May 14, 2013 · 8:00 am

Hired Librarians: A Strong Sense of Who I Was and What I Wanted to Do

Here is our next installment in the feature Hired Librarians, where I interview a successful candidate and the librarian that hired her.  This post features Recent Hire, Youth Librarian Brooke Rasche, and Hiring Librarian Marge Loch-Wouters, who is  the Youth Services Coordinator at La Crosse Public Library and a regular contributor to Further Questions.  

La Crosse Public Library

La Crosse Public Library is in the Midwest, and has 85 staff members.

The Successful Candidate: Brooke Rasche

Brooke Rasche

Where are you in your career? When did you graduate, and how many years of experience do you have?

I am still very new to the library world. I graduated in 2011 from Indiana University. I had a job offer before I completed my degree and moved to Virginia right after I graduated. I worked as a Children’s Librarian for about 10 months before I was promoted to Children’s Coordinator for the library system. Then, I applied and was chosen for this job in early 2013.

Why did this job pique your interest?

I was very homesick and really wanted relocate back to the Midwest. However, I also wanted to make sure that I was going into a library where I really fit and I didn’t just apply for everything out there. I wanted to find a library that shared my vision and passions for youth services. This job fit every aspect I was looking for.

How many pages was your resume? Cover letter?

Then were both one page.

What research did you do before submitting your application?

When I was in graduate school I took the “apply to everything” approach. While this worked in my favor and I found a job, I didn’t want to make the same mistake twice. I looked at information about the city and the surrounding area. I made sure I could afford to live in the city with the salary they were offering. I checked the library website and looked at every department’s page. I also went through probably years of blog posts on both Marge’s blog and another coworker’s blog Sarah Bryce. Librarians are very honest in their blogs and I wanted to make sure I had a good feel for the work culture before I threw my hat in the ring.

What did you wear?

I wore a black skirt suit and heels. I would always prefer to be overdressed than under, so I was happy with my decision.

Can you describe your process in preparing for the interview?

The interview process was a long one– about 3 months from start to finish. So I was very invested in getting this job by the time the in-person interview happened. I was also traveling over 1000 miles on my dime, so I wanted to give myself the best possible chance I could.

I went through Marge’s blog and read as much as I could about the library and her philosophies. It was also a great opportunity for me to find out things that really mattered to Marge as a manager and as a youth services advocate. I also went though Sara Bryce’s blog and found out about all of the programs that were being done for school age children. I wanted to make sure I went into the interview with knowledge about the programming being offered for all ages.

Then, I made a portfolio that highlighted some of my previous library work. I also included 4 sample programs I thought would be successful with their service population. Since I was only going to be in front of the hiring committee for an hour, I wanted to make sure they left with a strong sense of who I was and what I wanted to do.

What questions did you ask?

I asked questions about the community and library culture.

I also asked “What is your favorite thing about this library? What is the most challenging thing about working in this library?” This question is one of the easiest ways to find out how the hiring committee really feels about their job.

Why do you think you were hired? What set you apart from other candidates?

I think it was my passion and overall flexibility. I was willing to move 1,000 miles and told them specific reasons why. I am very open to change and new experiences and I think it really came through in my interview.

Plus, I am a very outgoing person. I know it is hard for people who are more introverted, but you have to be as outgoing as possible in your interview, especially if you are looking to work with children. The hiring committee is looking for someone to represent their specific department and the library as a whole, so you need to prove that you are going to be a good choice for them.

Is there anything else you want to tell my readers about why you were chosen? Or any general job hunting advice you want to dispense?

Do some research before you apply to every library job you see. Five minutes of googling the library/area could save you an hour of applying for a job you wouldn’t take anyway.

Also, if you are applying for a job that would require you to move- acknowledge it in the cover letter! I have moved over 1,000 miles for both of my professional jobs. I believe I made it past the initial review round because I specifically stated in the cover letter that I was looking to relocate to their area.

The Hiring Librarian: Marge Loch-Wouters

Marge Loch Wouters

What stood out in this applicant’s cover letter?

Brooke highlighted information that specifically related to our posting; she answered the playfulness of our ad with playfulness in her response and her cover letter didn’t repeat what was in the resume but rather added depth and clarity to that document. She also explained why she would be willing to move halfway across the country to work for us.

Did she meet all of the required qualifications listed in the job ad? How many of the desired qualifications did she meet?

Brooke hit every qualification. In addition to that, she brought some strength in other areas that indicated to me that she would be bringing us even more than we asked for in our ad.

In comparison to the rest of the pool, did the applicant have more, less, or about the same years of experience? 

She had one year of experience. This put her slightly ahead of the new grads but we had people with more experience also throwing their hats in the ring. I would say her experience put her at the slightly “ less” end of the spectrum.

What was the interview process like?

After our initial closing date we had 76 applicants,. We selected the top 20 to choose two of three essay questions to answer. From that pool, we selected 10 finalists for a Skype interview. After that step we decided on our final four to invite in for an interview with our panel. At that interview, the candidate answered questions, and had a tour of the department.

It took about three months.

What stood out in this applicant’s interview?

Brooke had researched the community; made a cogent case on why she would re-locate; blew us away with her command of the issues and knowledge about the service population; and laughed and talked easily. Since time with the public is such an important part of the job that really put her over the top.

Were there any flags or questions you had about this person’s abilities, and how did they resolve them?

No

Is there anything else you want to tell my readers about why this candidate was chosen? Or any general job hunting advice you want to dispense?

We had an extremely strong field of candidates. Brooke was able to “play’ in response to our playful ad and make the case that she had the experience we were looking for. She came to the interview prepared and articulate with a binder full of examples of her work that related to our job (and not just a collection of everything but just what was germane to our needs).

If you’re part of a recent hiree/hiring manager pair who’d be willing to be interviewed for this feature, please contact me.  Or please pass along this request!
Thanks so much to Elisabeth Doucett for suggesting this series. Check out her blog, The Irreverent Librarian

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Filed under 50-100 staff members, City/town, Hired Librarians, Midwestern US, Public, Youth Services

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by | May 10, 2013 · 8:00 am

Further Questions: Could You Hire Two Probationary Workers?

This week’s question is from Twitter (check out @HiringLib).  I asked people who hire librarians:

In filling a position, could you hire two probationary workers, maybe each half time, and then decide a couple months later who got the job?  Why or Why not?

Marleah AugustineWe do hire staff for a 6-month probationary period and do an evaluation at the end of that time. I would not hire two employees and make a decision later. I think that would cause conflicts and bad feelings between those two hires and possibly among the other staff. Additionally, having a half time job vs a full time job could affect salary levels and benefits, especially if these are state- or board-mandated. I also think it would look bad to the library board if the person hiring was not able to make a decision.

If I hired someone and it didn’t work out, I would reach out to the other person that I didn’t hire and see if they were still available.

- Marleah Augustine, Adult Department Librarian at Hays Public Library

Emilie SmartOur City will not allow us to hire 2 PT workers on probation and then choose which one to keep full time.  That being said, we can do a job share where we hire 2 PT people to share a FT job.  Both would be subject to our 6 month probationary period, but if we let one go, the other would still be part time.  We have not done this with new hires, though — only with permanent FT employees who requested that they be allowed to share the job (they both wanted to work part time and they worked in the same department).

- Emilie Smart, Division Coordinator of Reference Services & Computer Services at East Baton Rouge Parish Library

Dusty Snipes GresI think the answer should not  be based on could you hire but should you or would you?

For me, no. It seems a wishy-washy employment practice, at best, and as far as I am concerned would neither  bring out the best in either candidate, nor would it be fair to either candidate. Applying for a job is a stressful task. Having to compete in the workplace against another person takes the job to the level of a reality television show.  Make a decision. Allow the other candidate to continue to look or to take another position. If, after a reasonable probationary period, according to your personnel policy, the one you chose does not work out – see if the other is available or try again.

- Dusty Gres, Director, Ohoopee Regional Library System

I think there may be some HR issues in such a ‘contest’. I hope some people with more knowledge than I weigh in on that aspect. As I have said before, I hire people on a temp-perm basis through an agency to fill a position. I try them out to see if they will fit in with the rest of the staff and whether it takes them too long to learn the job. If a person doesn’t work out, it is the job of the agency to tell them and to get me someone new.

I also see a problem with the type of jobsharing your Tweep is suggesting. If people are job sharing, they would have to work together. Since it sounds like a competition for a job, I can see people sabotaging each other’s work, which would not benefit the organization.

- Jaye Lapachet, Manager of Library Services, Coblentz, Patch, Duffy & Bass LLP

Laurie Phillips

We cannot do this. We do national searches for tenure-track faculty librarians. We couldn’t ask someone to move here for a half-time probationary position and it would jeopardize our ability to keep the tenure-track line. I would also think that this would be extremely awkward for the two people involved.

- Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

At my library, hiring is very tightly controlled by the Human Resources department at the City. Part time and full time are hired very differently, so this would never work for us. Part time staff are considered temporary employees (even if they work for the Library for 30 years). They have no guaranteed hours, no vacation/sick, and no benefits. They can be hired at the local branch level and the application tends to be pretty short. Full time staff is a totally different story and the hiring process is much more rigid. There is a probationary period.

Manya ShorrI think this is an interesting question, but I’ve never heard of a library doing something like this. To me, there are some troubling implications. We try to encourage applicants from around the country and I’m not sure why anyone would move to Omaha if this was the scenario. I also worry about the environment that this would create. Are these two people working side by side and potentially sabotaging each other’s work? How would this contribute towards a healthy team environment? I’m all for getting the right people in the right job, but if we want to trial new staff, we already have a probationary period. I see no reason to create a cage match to the death environment.

I am interested in talking about developing internal staff so that they can advance in the organization. This seems like an excellent way to trial staff for more responsibility.

- Manya Shorr, Senior Manager, Branch Services, Omaha Public Library

Randall SchroederThat is an interesting proposition. I would not be opposed to the idea but I wonder about how it would work out practically. If nothing else, it would probably be a hard sell to the Dean or Provost that the library reports to. Also, would the staff get habituated to the idea of having the resources of having two people even if only half time.

I worked at a college where two people shared one faculty position. It worked in their special situation because they were also married with young children. I recall one, however, saying that it seemed like it was two half-time people working 75 percent of the job each. It was great for the college, but they wondered if the college was taking advantage of them somewhat.

In your scenario, someone would put their lives on hold for a potentially unfavorable outcome, although I suppose the benefit would be getting some experience.

It would have to be very special circumstances, not the least of which being the unlikely event that one candidate could not be differentiated over the other.

- Randall Schroeder, Department Head of Public Services, Ferris Library for Information, Technology & Education

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please contact me.

Thank YOU for reading!  Hey! Been trying to reach you!  Hey!  Must be a comment between us…

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by | May 9, 2013 · 2:08 pm

Resource Round-Up: Prepping for Interviews

The Interview Questions Repository is TWO months old!

Here is your monthly reminder to help this resource grow by adding the questions you were asked at your recent library interview:

http://tinyurl.com/interviewquestionsform

or by sharing this link widely with your friends and colleagues.

If you are about to go on an interview, use the spreadsheet:

http://tinyurl.com/InterviewQuestionsRepository

to help you prepare.

Top tip: Switch the spreadsheet to list view, in order to be able to limit by answers – you can choose to only look at the phone interviews at public libraries, for example.

Bottom tip: For respondents, you should be able to edit your answers, if you think of something to add, etc.

You will also always be able to find these links in the sidebar to your right —>

Just to make this post a little more robust, I’ve also pulled together some links with advice on prepping for interviews.

To prep for your interview, you may also want to visit:

a modern hypatia’s Library job hunt quirks: the interview

Ask A Manager’s Interview Guide

Attempting Elegance’s  Questions to Ask Your Interviewers

Hiring Librarians’

Further Questions: Favorite Questions to Ask in an Interview

Keyword Search for Interview: http://hiringlibrarians.com/?s=interview

Researcher’s Corner: Evidence Based Strategies to Interview Success

Mr. Library Dude’s Nailing the Library Interview

That Elusive Archives Job’s Ten Part Series on Interviews

Interview part 1: the basics. 3/17/2010. The kinds of interviews done and nervousness.
Interview part 2: what to expect. 3/19/2010. Is travel paid for, how long is an interview, are presentations and informal meetings typical?
Interview part 3: what to wear, what to wear. 3/22/2010.
BTP: phone interview tips. 3/22/2010.
Interview part 4: So why do I matter anyway? 3/24/2010. The personality questions.
Interview part 5: oh, that old question. 3/26/2010. Some of the standard questions.
Interview part 6: some more old questions. 3/29/2010. Some of the standard questions.
Interview part 7: canned answers, not so canned questions. 3/31/2010. When to prepare answers, and some of the other questions interviewers might ask.
Interview part 8: turnabout is fair play. 4/2/2010. What to do with “do you have any questions for us?”
Interview part 9: good or bad, what makes it so. 4/5/2010.
Interview part 10: the public speaking thing. 4/7/2010. What to do with presentations.

UNC University Library: Sample Interview Questions

….and some classic advice back from before the Annoyed Librarian sold out: Dear Annoyed Librarian #11: Job Interview Tips

What did I miss?  Please share your favorite interview resources in the comments!

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