Category Archives: Adult Services

by | April 12, 2013 · 8:00 am

Further Questions: When and how should candidates check-in after an interview (if at all)?

This week’s question is related to last week’s, but about a later stage of the process. I asked people who hire librarians:

When and how should candidates check-in after an interview (if at all)? Have you ever told someone you’d get back to them by a certain time, and then not been able to do so?

Cathi AllowayWe give interviewed candidates an approximate decision date, but encourage them to call us if the date passes and they have not heard from us. I explain that deadlines are sometimes compromised because we sometimes need additional approvals from the library board or local government officials that may be delayed. We will also tell really good candidates that if they get an offer from somewhere else while they are waiting to hear from us, to feel free to call about it so we can work with them as they make their important decision.

- Catherine Alloway, Director, Schlow Centre Region Library

Laurie PhillipsOther than sending a thank you email, I don’t know if it would help to check in. I have had people send follow-up materials that were mentioned during the interview. Yes, there may be a reason why the final decision is delayed (the Dean is out, the Provost’s office hasn’t given us the final go-ahead, a committee member is ill), but in general, we meet to decide as soon after the final candidate as possible. A candidate should find out what the interview schedule is while they are interviewing (are they first, last, what is the schedule). That way they should know when to expect to hear. Otherwise, if the committee is still bringing in candidates, we’re fairly busy with that and may not have a lot of time to respond. Keep in mind, I cannot notify the unsuccessful candidates until I have an absolute yes from the successful candidate. At that point, I write emails to the unsuccessful candidates who visited campus. I have asked job seekers if they prefer email to a phone call and have been told that they prefer email because they don’t have an awkward conversation with me and don’t get their hopes up when I call.

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

I agree with some of the posters from last week. I don’t think that an applicant should “check in” once they have submitted an application, unless they have forgotten to include something, they really want the search committee to know about.  The only other time may be when they are being considered for another position, but they prefer yours and really want/need to know if they are being actively considered, so that they can make a decision.  I have to admit that it is a tad annoying to me as a potential employer or search committee chair to receive phone calls, especially repeated calls from the same person.   I understand from many years of doing this, that the search process can take a long time, and it is frustrating for a candidate to be left hanging.  But the cogs move pretty slowly in academia sometimes, often due to conflicting schedules for meetings, and/or large candidate pools.  I’m afraid that I think it is best to just wait out the process, unless one of the two reasons above are the case.  I don’t mean to sound hard about this, because I, like most people, have been on both sides of the process.  However, everyone needs to remember that search committees want to finish their work and select a candidate as soon as possible too.  None of us is trying to cause hardships for candidates. Once the candidates get a job and serve on a search committee, I think they will better understand why the searches can often take an inordinate amount of time, as frustrating as that can be.

- Sharon Britton, Library Director, BGSU – Firelands

Marleah AugustineI think it’s best if candidates let at least a week go by. Sometimes the interview process is not even finished and I get calls from candidates. I appreciate their eagerness, but I just don’t have anything I can tell them at that point.
I’ve always (knock on wood) been able to get back to people on time.
- Marleah Augustine, Adult Department Librarian at Hays Public Library
Manya ShorrIn my current situation, I’d rather people don’t check in at all within the first two-three weeks after the interview. I know it’s extremely frustrating to wait for a response and that it seems like nothing is happening, but I ask applicants to trust that things are moving forward. There are a myriad of things that could be happening behind the scenes. For example: a panel member may have gone on vacation right after the interview (recently happened here..with two panelists), we may be calling references (do you know how hard it can be to connect with references?), you may be our second choice and we’re waiting to hear if the first person accepts the position (in fact, we may be flying them out here to visit before offering them the position). I’m aware that it feels like torture and it is never our intention to make applicants suffer, but there are protocols in place that we have to follow. So, please, be patient. I promise we have not forgotten about you and we will be in touch soon.
- Manya Shorr, Senior Manager, Branch Services, Omaha Public Library

Randall SchroederI have never had that situation, but if I did miss a promised deadline a quick e-mail asking what is the status of the search would not be received poorly.

One reason that this situation has not been my experience is if I give candidates a ballpark idea of when they will hear back, it is usually a simple matter to send out an e-mail explaining, in general, what the delay is about. If I am down to a few on-campus interviews, it is no hardship to send out a couple of e-mails. If it is more global than that, our new HR software allows me to send out group e-mails quite readily.

My general feeling is that people’s imaginations will come up with much worse explanations in the absence of information. It will save all us much anxiety if I can give candidates an honest answer about the timeline when possible.

In short, I want my candidates, especially my finalists, to feel valued. Why start off a potential collegial working relationship with preventable hard feelings?

- 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 email me at hiringlibrariansATgmail.

Thank YOU for reading!

Tall and tan and young and lovely, the comment from Ipanema gets posted

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by | March 29, 2013 · 8:00 am

Further Questions: Who has input on hiring decisions at your organization?

This week I have another question suggested by a reader.  I asked people who hire librarians:

Who has input on hiring decisions at your organization? (e.g the hiring manager, the person’s potential department members, an external committee, etc.) We often hear that it’s important to be polite to everyone you meet when going in for an interview – do you solicit feedback from non-interviewing staff members?

Laurie PhillipsWe have a search committee, which will generally include those librarians and staff who will work directly with the new hire. We try to keep it small – no more than 4 people. Our policy is to also include one person outside of the person’s general area. The committee has the most input and makes a recommendation to the Dean and Associate Dean, who will have met with the person and reviewed applications of top candidates. We also invite everyone in the library to attend the person’s onsite presentation and we have a small group who are not members of the search committee take the candidate to lunch. We gather feedback from everyone who had contact with the candidate, but obviously, the search committee makes the decision to recommend a candidate to the Dean for hire.

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

Emilie Smart

In our system, we operate a little differently in branches as opposed to the main library.  Hiring decisions for branches are made by the branch manager and the branch dept head with input from the branch services liaison and division coordinator.  At the main library,  senior departmental staff and the division coordinator make the decisions.  It is important to be polite to everyone you meet in the interview process.  It’s also important to listen in the interview.
When we conclude each interview we tell the candidate that he or she will be hearing from us once we have completed interviewing all candidates.  We also tell them that we may not be able to complete the process in a timely manner (through no fault of our own) and that they may need to be patient for a week or so, but we WILL get back with them.  I don’t mind it when a candidate calls after a week to inquire, but I have had candidates who called every other day.  I always tell candidates the first time they call what the status of the interviews is and that we will call them when we are finished.  If they call me back again, I generally take them off the consideration list.  If they can’t be patient, how can they help frustrated patrons?

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

Marge Loch-WoutersThe manager in a department has primary responsibility for hiring decisions and initial selection of our interview pool. We always use a team for interviews made up primarily of other managers at our library. There may also be other staffers involved. The interview team then meets to compare notes and make a recommendation to the manager. But that person ultimately has the final say.

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

Petra Mauerhoff, CEO, Shortgrass Library SystemHere at Shortgrass all the hiring is done by our management team. We do all interviews as a team (of three) if possible and then make a decision together. Depending on the position we then let the manager who will be directly supervising the position be the one to extend the offer.
Generally, most non-interviewing staff members don’t even meet the candidates, due to the lay-out of the building. Often the Executive Assistant will be the first one to make contact as people walk in the door and if there was anything remarkable (lack of friendliness, etc) about the candidate, I trust she would mention it to me.

- Petra Mauerhoff, CEO, Shortgrass Library System

On most academic search committees on which I’ve served and/or chaired, those who have input into the actual decision as to who is hired is somewhat restricted.  The “restricted” group usually includes the members of the search committee, the Dean or other “official” of the college , and the department head of the department in which the new person will work.  However, I have always solicited feedback from anyone who has been invited to interview the candidate one on one,  in a small group, or a larger group as when a presentation is required.  That feedback isn’t always in the final decision category. But it could be if many people provide similar, or the same,  pros or cons about a candidate.  In that case, I would hope that the search committee or other final decision maker would take that feedback into consideration.  Being polite to everyone a candidate meets on an interview should be pro forma, whether or not the candidate thinks that the people he/she meets has input into the hiring process. If a candidate can’t be polite to everyone for one or two days,  and it is noticed, that candidate should not be the one selected for the position IMO.

- Sharon Britton, Library Director, BGSU – Firelands

Samantha Thompson-Franklin

At my library, candidates are introduced to all of the library staff (we are a small staff) and are asked to make a presentation that includes the entire library staff as well as members of the search committee. My library director solicits feedback from all members of the library staff on their view of the candidate(s). In some cases it has confirmed whether the person should or should not be hired for the job.

- Samantha Thompson-Franklin, Associate Professor/Collections & Acquisitions Librarian, Lewis-Clark State College Library

Marleah AugustineWhen hiring support staff, in our library, the decision rests with the department head. When both the youth and adult departments are hiring at the same time, the two department heads sometimes interview candidates together, but the individual department head is the one who makes the final decision.
In some cases, front desk staff members will have an initial impression of a candidate, and I do take that into consideration. It’s not a dealbreaker, but it’s nice to hear what kind of interaction the candidate had and whether it was positive or negative.
- Marleah Augustine, Adult Department Librarian at Hays Public Library
Colleen HarrisAt our library, all librarian presentations are open to all staff and library faculty, as is the meet & greet, and the candidate spends time with various folks both in and outside their home department. We solicit feedback from everyone in our organization who was able to spend time with the candidate; that information is usually collected via a survey where folks have open-answer slots to comment on the person’s qualifications, skillset, and whether they are an acceptable candidate.
- Head of Access Services & Assistant Professor at University of Tennessee Chattanooga’s Lupton Library

Thank you as always to our contributors for their time and insight.  If you’re interested in participating in this feature, email me at hiringlibrariansATgmail.com.

Thank YOU for reading!

I won’t dance in a club like this. All the girls are comments and the beer tastes just like comments.

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by | March 28, 2013 · 8:00 am

Hired Librarians: Prepare, Prepare, Prepare

Elisabeth Doucett, whose book, What They Don’t Teach You In Library School, was featured on Author’s Corner about a month ago, suggested today’s post. Ms. Doucett recently hired a librarian who 

did the absolute best job I’ve ever seen to prepare for that interview

Today I’m pleased to be able to bring you an interview with a successful candidate and the librarian who hired her: Sarah Brown, the new Manager of Adult Services at Curtis Memorial Library, and Liz Doucett, the Library Director.  Curtis Memorial is a public library in Brunswick, Maine, with 21.6 FTEs (11 full-time and 26 part -time staff members.)
Curtis Memorial Library, Brunswick, ME
Note: I’d like to be able to turn Hired Librarians into a regular feature, so if you’re part of a recent hiree/hiring manager pair who’d be willing to be interviewed, please contact me.  Or please pass along this request!

The Successful Candidate: Sarah Brown

Sarah Brown
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 Kentucky School of Library and Information Science in 1996 and have over 15 years’ experience as a professional librarian. First, in an academic library at Pikeville College, in rural eastern Kentucky, in which I supervised the creation of a medical library for a new osteopathic medical school.

My second professional position was with the Tippecanoe County Public Library in Indiana. I was a reference and adult services librarian for over 10 years, working at a branch location that was a joint public/community college library and serving as Interim Branch Manager in 2003.

My current position is that of Adult Services Manager at Curtis Memorial Library in Brunswick Maine.

Why did this job pique your interest?

I had wanted to relocate to Maine for many years and I was on the lookout for the perfect combination of location, library and community. Curtis Library is a fantastic library whose mission and vision spoke to me. Their new Strategic Plan showed that they were community focused and proactively working on meeting 21st century community needs.

The position of Adult Services Manager was a good fit for me. I had a strong background in reference and adult services and, anticipating a move to a management level position, I had sought out management and leadership training opportunities. I was confident that with my enthusiasm, experience and skills that I would be an asset to CML and to the service area.

How many pages was your resume? Cover letter?

My resume was way too long! It was 6 pages, plus a cover letter and a page of references.

What research did you do before submitting your application?

I wanted to make sure that this was a library and community that I wanted to work in so I did research on both. For the library I looked at its mission, vision, values, strategic plan, Youtube videos, website, blog, newspaper articles, and several years’ worth of newsletters and annual reports. I also researched the staff using Google, LinkedIn, and Twitter.

For the community I looked at the town web site, the Master Plan for Downtown Brunswick, the Mid Coast Chamber of Commerce, Brunswick Downtown Association, and the local newspaper.

What did you wear?

I wore a gray pantsuit.

Can you describe your process in preparing for the interview?

You know how hard you study for the GRE or a Master’s program cumulative exam? I would say that I studied twice as hard for this interview. I was very excited about this position! In addition to reading and rereading (and maybe rereading once more) the library and community documents listed above, I had a 20 page document with sample questions, answers and behavioral examples. Topics included work experience, strengths and weaknesses, management and leadership style, conflict management, teamwork, customer service, flexibility, challenges and opportunities in adult services, and the future of libraries and librarians. Additionally, I made sure I was current on professional issues by reading professional journals, industry reports, and state library discussion lists.

Compiling and studying these documents really helped me to evaluate myself as a candidate, think about the role and future of libraries, get to know the interviewing library, and concisely articulate how I might fit within, and be an asset to them.

What questions did you ask?

Based on my study of the library and of the community I had many specific as well as general questions for the interviewers: about the library, programming, partners, and the community.

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

I know that all of the candidates were very qualified for the position. I feel that I was chosen because I was passionate about the job, the community, the profession, and the amazing possibilities and potential facing libraries as we move into the future.

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?

Don’t be afraid to show your passion! I love being a librarian and I am passionate about libraries and librarianship. I was very excited about Curtis Library and the Brunswick community – and I wasn’t afraid to let that show during the interview process. Do your research on the interviewing library and the community. Be able to articulate why you want the job and what you can offer.

The Hiring Librarian: Liz Doucett

Liz Doucett

What stood out in this applicant’s cover letter?

Sarah’s cover letter was very clear and detailed as to a) how her experience made her qualified for the job at Curtis and b) the degree of passion and energy that she had for her profession. We wanted both experience and passion in the person who got this job so her clarity made it easy for us to include her in our pool of applicants. I would tell any applicant for a job make sure she does the same in a cover letter with a focus on being short, succinct and full of excitement about the opportunity.

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

Sarah met all of the required qualifications.

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?

Sarah probably had slightly less experience than some of the other candidates. However, her high degree of preparation compensated for any short-falls in experience.

What was the interview process like? 

We went through all of the resumes received (about 40) and picked out a pool of six candidates. The interview committee (three librarians plus the library’s assistant director and the manager of technical services) then conducted a group telephone interview with each candidate. The final three candidates were invited to the library. Each candidate interviewed again with the interview committee and I then interviewed each one individually. Additionally, the final candidates had bagels and coffee in a large group format with anyone on the staff interested in attending. The candidates were given tours of the library and then went out to lunch (informally) with 2 members of the interview committee. It was an exhausting process for the candidate and the interview committee but by the end it was very clear as to who we were going to hire.

What stood out in this applicant’s interview?

Sarah came to the interview amazingly well-prepared. She had researched the community of Brunswick and Curtis Library and the staff that worked here. She knew by name which staff person did what job in the library. She had ideas about what she would like to accomplish at Curtis. She understood our strategic goals and already had a sense of what she could contribute toward achieving those goals. I have always prided myself on being prepared for job interviews and I can honestly say that Sarah far surpassed any job interview I’ve ever done. On top of that she was very passionate about her work which is refreshing and exciting when you are interviewing for a senior position.

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

The interview committee was a little worried that we had so few concerns about Sarah’s abilities – we felt like we must be missing something! Happily, Sarah has lived up to our expectations and continues to be a hire for the library of which we are all proud.

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?

When you interview for a job, I would suggest the following:

  1. Prepare, prepare, prepare. Look at every piece of information you can find about the library AND the community in which it is situated. A prepared candidate is very impressive.
  2. Practice answering sample interview questions out loud. You don’t want to memorize an answer but you do want to hear yourself speak out loud. It will help you figure out the topics which you are comfortable discussing and those about which you are less articulate.
  3. Come to an interview with suggestions and ideas. They might not be “right” for the library but they demonstrate that you are willing to put in time and energy and thinking into get this job.
  4. Don’t be afraid to tell interviewers why you want this job. Passion goes a long way in terms of convincing interviewers that you are the right candidate for the job.
  5. When you get to the end of an interview, don’t be afraid to ask the interviewer if you have addressed all of their questions and concerns. You don’t want to leave the interview without having done everything you can can to get that job!

Just to reiterate: 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!

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by | February 8, 2013 · 8:00 am

Further Questions: Are Gaps in a Resume Really a Red Flag?

This week we have the second in a set of reader questions. This person is preparing to leave work for an extended period of time, due to the incipient arrival of twin babies. I’m asking questions of people who hire librarians, and I’m also running companion posts with people who have returned to work after an extended leave. Last week I asked for advice on staying professionally relevant during a leave of absence (and the companion post is here). This week’s question is: 

Are gaps in a resume really a red flag? Have you ever hired someone who has been unemployed for an extended period of time? If so, can you provide any details about how this person discussed his/her absence on a resume or cover letter, or in an interview?

J. McRee Elrod

No.  We don’t even check for gaps in dates.
For those prospective employers who do, one might insert something, e.g., “Rearing children.” That too takes skill and provides experience.
To cover a prison term, perhaps “Volunteer work in an institutional library”?
- J. McRee (Mac) Elrod, Special Libraries Catalouging

Marleah Augustine

Gaps in a resume are not necessarily a red flag, but it is nice to have some sort of explanation as to how that time spent. A simple mention in a cover letter about taking time off for family, travel, education suffices.What gets my attention more as a red flag is if an applicant has had many many jobs that were held for only a short time, and again in that case a short explanation usually takes care of any concern on my part. It’s not a dealbreaker outright.
- Marleah Augustine, Adult Department Librarian at Hays Public Library

Marge Loch-Wouters

Gaps are a red flag if the applicant doesn’t address them in some way in the cover letter (out of the country; position cut during budget cuts; raising a family; unemployed due to the recession). If I don’t see anything it makes me wonder whether the candidate was fired or let go for some reason. This concern is allayed if a reference from the manager at the last place of employment is included.I have hired someone with a substantial gap – she wrote in her cover letter and discussed at her interview that she was raising a family and was now ready to come back into the job market. That person was ready and she was a great addition to our staff and has gone on to an excellent career.
- Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library
Manya ShorrThe term “red flag” has a negative connotation that doesn’t express how I react when I see an extended leave on a resume. I notice it, but it doesn’t make me question whether the person is qualified. What it does it create a space to have a conversation about the leave. In other words, it would absolutely not preclude me from wanting to interview a qualified person. That said, I think the applicant should come to the interview prepared to talk about how they stayed current in the library world while they were on leave (or how they’ve caught up since they’ve been back). Best practices in public libraries seem to change frequently and the last thing an applicant should do is talk about an outdated program, policy or practice. A leave is fine but falling behind is not.
- Manya Shorr, Senior Manager, Branch Services, Omaha Public Library

Terry Ann LawlerNo.  Unless you were fired from your last job and did absolutely nothing for the last year.  I think over all experience in the fields which I need are more important than a gap in employment   I have, several times, hired people who had gaps in their resume.  People will usually explain a gap in some way, like that they started a family, went back to school, took care of an aging or sick family member, etc.

I  have seen this addressed in the cover letters, which, I think is appropriate.  I think it is not important to give too many facts about a gap, but it is important to address it in some short way.  Maybe a line or two to state why there is a gap and to state how you have kept professionally relevant during that gap. If you spend too much time explaining yourself, you take up valuable page real estate that could be used to talk about your awesome skills.
I think the same goes for a resume.  If you have a chronological based resume (although I would recommend you don’t), you could address the gap with its own date and a brief explanation.  For example:
Nov 1994- Aug 1999 – Electronic Resources Librarian, XXX State Library
Aug 1999-Feb 2000 – Long Term Relative Home Care
Mar 2000- Present – Cashier, Barnes and Noble Book Store
Again, I don’t think it is as important to explain a gap in employment as it is to highlight your skill sets and why you are the right person for the job.  Don’t lie about it, but don’t over stress something you can’t change. Focus on what is positive about you and your employment history and what you learned during that down time.
- Terry Lawler, Assistant Manager and Children’s Librarian, Palo Verde Branch, Phoenix Public Library
Thank you as always to our contributors for their time and insight.

If you’re interested in participating in this feature, please email me at hiringlibrariansATgmail.

And thanks to YOU for reading! 

Alice the camel has TWO comments.

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by | September 14, 2012 · 8:00 am

Further Questions: How Long Did it Take to Get Your First Library Job?

This week I asked people who hire librarians:

How long did it take for you to get your first professional, full-time job in the library field? Would you please tell us a little bit about your search for that job?

Marleah AugustineMy situation is somewhat unique. I had been working at a public library in a part-time position for two years when our director retired and my boss, the adult department librarian, was hired as the new director. He knew that I was currently working on my MLIS, and he knew that I was married and my family was in this area and I could probably be talked into not moving off to the big city like I had originally planned (ha!). He encouraged me to apply for the position; I did, and after about a month of the application and interview process, I was hired as the adult department librarian.

So, I ended up starting my “search” sooner than expected, and it was a much different process than I expected. I had the benefit of having first-hand experience working with the new director, and I knew all of the current staff and procedures/processes that already existed. I knew the negative areas of the library that could use improvement, and I spoke about those things in my interview.

While my experience is quite specialized to my situation, I think it’s good for new graduates or job searchers to be flexible. Even if you know what your post-graduation plans are, be aware of situations that come up prior to graduation – some libraries may be willing to hire you even though you haven’t completed your degree yet, as was the case for me. Additionally, know your environment and, if you are already working in a library setting in some capacity, ask your supervisor questions. Know what kinds of changes could be made in the future. All of this information is indispensable and can be helpful even if you are interviewing at a different library. It shows that you are attentive and aware of the field.

- Marleah Augustine, Adult Department Librarian at Hays Public Library

I began my job search during a time when budgets and staffing were in crisis, as now. It took three years for me to get a full-time professional position.  After searching for almost a year I was offered a nonprofessional position in a library and took that job.  I worked in that position for a little over a year and was offered the first professional opening at that location. It is easier to get a job if you have a job. I am convinced of that. And experience, any kind of experience helps –  not only on the résumé but also in doing the job better and more effectively when you do get it!

- Dusty Gres, Director, Ohoopee Regional Library System

Laurie PhillipsI graduated with my MLS in May 1990 and started my first professional, full-time job as a librarian about a month later. I think I started applying for jobs in January of that year because I knew that the academic process was much slower. There were a couple of jobs that I targeted and I interviewed at one very prestigious university and, when I didn’t get that job, I applied for about 10 jobs in a day. That was probably in March. My academic library management class closely monitored my progress and critiqued my cover letters and my interviews (and interviewers!) when I returned, so that was fun.

At any rate, Loyola was closer to the end of their application period and they decided to accelerate things. Of the applicant pool, there were only two of us who fit exactly what they were looking for. The other person dropped out because he wanted to live closer to family in Texas, so they decided to bring me in for an interview without any preliminary interviews.

I knew very little about Loyola, but a friend of mine from junior year abroad went here so I called her and she said I should at least come for the interview. If they hadn’t liked me in the interview, they would have gone back to the pool and done phone interviews, etc., but they did like me, so they offered me the job and it was pretty quick and they wanted a decision. I decided to take a chance on coming here to New Orleans (from Pennsylvania, by myself) and 22 years and a few promotions later, I’m still here and still loving my (very different) job.

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

Marge Loch-WoutersI got my MLS in the mid-70s and jobs were tough to get. Those darn “Greatest Generation” people were closing up the job market by refusing to retire and step aside for all us young turks! Really, not kidding. Many of my graduating class took jobs all over the country and far, far away (waves sadly). Others left the library field and developed careers in other areas because of the library job scarcity (freaks out- wow, their pay ended up waaaay better!).

I always considered myself one of the lucky ones because I got a job in state – as a para-professional. I used the job listings at our graduate school and in professional journals. This was all before email, listservs and websites. I saw the job opening listed at my SLIS for a para-professional full-time job in my area of concentration – children’s services. I applied for and got that in-state job within a month of graduation. I was also hoping that I might get lucky and that a full time professional position might open up there. And it did!  Seven months after I started in the Children’s Department a professional librarian job opened up. I applied, got it and never looked back.

I launched my career here at La Crosse, oh so long ago, and in a fun twist of fate, returned four years ago to a place I hope to finish my career at. Ain’t life funny?

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

J. McRee ElrodWhen I graduated from library school, there were requests from libraries seeking librarians on file at the library school.  I had the position lined up before graduation.  How times have changed.

Subsequent jobs came through networking, sometimes at library conferences.

- J. McRee (Mac) Elrod, Special Libraries Catalouging

Emilie SmartIt took me 10 months to get a FT librarian position after I graduated –
and that one was temporary.  It was 12 months before I got a permanent FT
job.

After I graduated from library school, I put in my application to work in
the East Baton Rouge Parish Library system — the system I will soon be
retiring from.  I graduated at the end of the summer and there were no
openings at EBR.  The Dean of the Library School got me a temporary PT job
creating a library for the administration of a local hospital and that
took me through the fall.  In the spring, finding I was still unemployed,
she offered me a fellowship to go back to library school to do
post-graduate work.  I also got a Graduate Assistantship.  During the
spring semester, two of my fellow post-grads got jobs in the EBR system (I
was very sad), but I continued on through the end of the semester as a
student.  During the summer semester, there was some turnover in the
university library and I was offered a FT job in the Reference Dept.  It
was temporary, contract work for the summer, but it was professional level
and the pay was real money, so I took it.

The end of the summer semester found me negotiating with the Library
School to get both my fellowship and assistantship back since my job was
over and I had no prospects yet.  Just before agreement was reached, I
received a call from EBRPL and interviewed for a job as Teen Librarian at
a community branch.  I was offered the job and accepted.  That was 19
years ago and I haven’t looked back.

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

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 email me at hiringlibrariansATgmail.

What about you?  How long have you been looking?

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Filed under Academic, Adult Services, Further Questions, Public

by | August 10, 2012 · 8:00 am

Further Questions: What are the most important “tech skills”?

This week I have another question from a reader.  I asked people who hire librarians:

Everyone says it’s important for candidates to have “tech skills”. Can you please explain what, exactly, tech skills are?  I realize it varies depending on position, but what would you say are the most important programs and proficiencies for candidates, and why?

“Tech skills.” OK – I expect anyone I hire at any level (clerk to professional) to know the vocabulary of computers – that is, words like icon, program, mouse, hard drive, disk, thumb drive, monitor, cable, etc. so they can explain to the repair person more than just “the little girl in the corner isn’t coming up.” (Oh yes. Exactly)

I expect anyone I hire at any level to know basic mouse use, keyboarding (don’t have to be fast but should not “hunt and peck”), how to set up and use an email program, how to use a word processing program to write, find and print documents; and familiarity enough with using computers to learn the online catalog and circulation system, change the printer paper, turn on and turn off the equipment properly, and know to look to see if it is plugged in when it won’t turn on.

Then, for the professional staff, all should be able to learn our ILS system and have the technical skills sufficient to teach it to others as well as the technical skills to do basic computer upkeep – download and install upgrades, keep the security system updated, and basic computer installation (taking it out of the box, plugging in all the parts, and making it work). Also the skills and background knowledge to easily learn and teach the operation of other equipment as necessary – microfilm machines, digital projectors, fax machines, etc., and explain to a patron how to download an audiobook or an eBook from our collection.

If we start talking a special technology person, it gets very intense up to taking apart and fixing, but basic “tech skills.” There you have it.

And if we want to talk tech skills in the generic – it doesn’t hurt knowing how to plunge a toilet or change a light bulb – just saying.

- Dusty Snipes Grès, Director, Ohoopee Regional Library System

Tech skills for my public library mean two things. 1) What we used to call BI back in the day. Especially for public service librarians, I don’t want to hire anyone who would not have the sufficient skills to understand and to train the users in basic computer skills (how to set up email, how to look for a job, how to use software, basic search strategies). 2) Any librarian or library staff member needs to be able to troubleshoot minor software issues and to understand and follow the instructions of our IT staff when troubleshooting and repairing over the telephone. Where I have worked in the past, getting timely service from IT may be impossible. I don’t want our public computers to sit idle any longer than necessary.

- Melanie Lightbody, Director of Libraries, Butte County

Laurie PhillipsAs you say, the exact skills and the level of expectation will vary depending on the position but there are some good general rules of thumb where technology and libraries are concerned. What we mean is that the person should have the ability to learn and adapt to changes in technology quickly and easily. For tech services, I need people who are willing and able to use software to track and analyze data. Using Excel or similar software to be able to show trends and analysis is crucial. And, as I mentioned, you need to be able to quickly adjust when software is upgraded or changed. You also need to be comfortable enough with technology and software that you can demonstrate it to faculty and students and troubleshoot their problems. At the very least, you should be proficient in using Office, but then there are so many other possibilities to understand and learn – system software, vendor websites, presentation software such as Camtasia, web authoring software, and on and on. Catalogers should be comfortable with how systems use data to interact with one another. Not that you need to know every kind of software, but you should be completely comfortable with learning and adopting new software and technology.

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

For reference positions, I would think Web searching would be very important.  Familiarity with ILS and OPAC selection and use is important.  For cataloguers, familiarity with online resources (such as the Library of Congress online catalogue and authorities, MARC21, and OCLC) are a priority.  How to use MARCReport and other automated aids is helpful.  Ability to program would be a plus.

- J. McRee (Mac) Elrod, Special Libraries Catalouging

Emilie SmartTech skills vary by department I’m sure, but the absolute minimum required to work in the Reference dept at my library are:

Proficiency in MS Office applications (extra points for Access proficiency).  In other words, know how to format a document, change its font, insert an image; understand how a spreadsheet works, plug in a formula, sort by various schemes; create a birthday card or a newsletter; create a basic powerpoint presentation.  We assist patrons with these skills every day.

Be able to write basic html code from scratch (no Dreamweaver or other html editor).  This includes inserting URLs and images, creating tables, creating ordered and unordered lists.  You wouldn’t believe how many times I’ve asked an interviewee if they know how to write basic html and they tell me, “I know how to use Dreamweaver…”   Yeah, but can you clean up the mess you made with it?  We maintain a lot of library website real estate and staff must have a basic knowledge of html in order to do this efficiently and effectively.  But even if you never have to actually write code, it helps to speak the same language as the webmaster.

Understand the basic workings of a computer.  Understand basic computer terminology.  Understand files — what they are and where they live on the computer.  Understand how to save, copy, drag…  We instruct patrons daily.

Understand basic internet functions:  upload, download, social media in all its varieties, forums, email, texting, RSS…  Know what an embed code is and where to put it.  We help patrons with this all the time and we use all of these things ourselves.  A basic understanding is essential.

Know how to edit an image, i.e., resize or crop at the very least.  See above.

Know what ebooks are and how to access/use them.  Familiarity with a variety of devices is great too.  We have Overdrive; our patrons have every device on the planet — and don’t know how to use them.  Staff MUST be able to help them out.

Know how to search a database whether you’ve used it or not and be able to recognize or describe features that you expect to see in a database (saved searches, permalinks, citation assistance, etc.).  We have loads of databases covering the entire Dewey range and we often have to instruct patrons on how to use databases that we don’t use regularly.  It helps if you know how databases work, how they are organized, and what features to look for.

Know how to get on a wireless connection.   Know how to set up a projector to use with a computer.  Know how to skype.  Know how to use a smartphone and/or tablet.  Things we do on a regular basis for outreach, programs, reference…

Basically, the more you know about computers, software and the internet, the better.

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

Marge Loch-WoutersIf it’s a generalist position (adult reference; children’s reference), we like to see people who are proficient in the Microsoft office suite; understand and can use Adobe; aren’t afraid to drive a computer around; understand wikis; can upload files; read blogs or have a blog; are proficient and aware of social media as it relates to libraries and can open a printer, pull out the cartridge and replace it.  Bonus points if the candidates have used ipads/itouch/iphone/kindles and nooks. We have tech support in other positions in the library.  For the generalist, our expectation is that we don’t have to teach or encourage them to know what are essentially “basics” for us.

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

I agree with your reader in that which technology skills are needed can vary quite widely with the type of job and organisation – from online subscription database sources for a private sector business researcher, to library management systems at a public library, Moodle/Blackboard or other VLE systems in academia or MS Sharepoint or other content management or EDRM systems to manage records or an intranet.
Something that is becoming a necessary skill in common across lots of different roles and environments are web2.0 and social media skills.  Whether used for internal communication, organising workflow or sharing files, or for external advocacy and marketing, facility with these technologies is rapidly becoming a core ability.
Over time, there will probably be other systems and technologies becoming common place, so I would say the most vital skill of all is the confidence and curiosity to experiment and play with these as they arrive, so that librarians remain at the forefront of information handing and can best help their patrons.
- Nicola Franklin, Director, The Library Career Centre Ltd.
 

Terry Ann LawlerIf we are totally honest with ourselves, sometimes even WE don’t really know what we mean by ‘tech skills’.  For example, sometimes, it just means ‘can you move a mouse and navigate google?’

Usually, what I mean is that I want someone who has more than the average ‘checkmyfacebookandemailtentimesaday’ person.  I need someone who isn’t afraid to troubleshoot a printing problem, who can replace a CPU and who already knows how to search a database including advanced searching.  You probably don’t have to know where a sound card plugs in, but it would be nice.  It grueling to start a new employee and find out that they can’t navigate basic computer systems and are afraid to click anything for fear of breaking the computer.  It is very hard on my staff and myself to train a new employee in basic computer skills at the same time as we are training them in building safety, copy-write, library policies, ILL, etc. 

I also, usually, mean that I want someone who can work in MS Word and Excel and other popular software programs at more than a basic level so that they can help customers with their resumes or other issues.  And, I want someone who has some knowledge of Internet resources that are helpful.  Most college graduates today can do these things.  If you find that you can’t, you should probably take a class or two.  In fact, there may be some for free at your local library;)

I don’t normally put tech skills into my hiring matrix criteria unless I’m down to being the only person in the building who can replace a monitor.   However, when it is mentioned on a resume, that perks up my eyes.  If you have tech skills, or have taken classes or are certified, I highly recommend putting that in your resume in the skills section.  Even if you aren’t using the exact same computer systems and software, I can at least see that you have the ability to learn those things and you probably know enough to carry you through new systems.

- Terry Lawler, Assistant Manager and Children’s Librarian, Palo Verde Branch, Phoenix Public Library

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 email me at hiringlibrariansATgmail.com.

Thank YOU for reading! And I encourage you to try here that after-reading breath freshener, the com-mint.

*Edited 8/10/2012 11:15 AM PST to add response from T. Lawler.

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by | August 3, 2012 · 8:00 am

Further Questions: What does “or equivalent” mean?

This week’s question is again inspired  by a reader.  Thanks to this and all of the rest of you readers for being inspiring!

I asked people who hire librarians:

Broadly,what does “or equivalent” really mean in a job announcement?  And more specifically, could a paraprofessional position ever stand in for librarian experience, if it included some librarian duties such as staffing the reference desk?  Can you describe any instances where someone with “equivalent” experience was hired at your organization?

Laurie PhillipsI don’t know that we have ever used “or equivalent” in a job announcement. I can’t think where I would use that. That said, yes, pre-professional experience can absolutely stand in for professional experience. If we are hiring for what is essentially an entry-level tenure-track library faculty position, we do not expect a person to come in with professional experience. In our most recent ad, we asked for “a minimum of one year of experience with acquisitions, collection development, or publishing.” Here we’re looking for someone to show that they’re interested enough in this portion of our field to have worked in it and gained some knowledge, but not necessarily as a librarian. In fact, we interviewed a few people who had years of experience in the field as professional, but they were not otherwise a good fit.

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

 

Petra MauerhoffI don’t have a concrete definition of what equivalent experience means, but yes, I have internally promoted and would consider hiring candidates even without ANY library related education. In one situation, the person had been working in the field for over 20 years and in other situations, based on the extremely rural location, we had little or no chance of finding a candidate with library related education.
And yes, I believe that in many situations a candidate with a library tech degree could be as suitable for a position as a librarian.
In my current situation, our bibliographic services department has several library technicians, but also staff without formal library education.
Any type of education, whether at the paraprofessional or the post secondary level will only take you so far. In the end it comes down to your attitude and your adaptability, and whether or not I feel that you will be able to grow with us. I would always hire for “fit” over education. We can teach you what you need to know, for the most part.
- Petra Mauerhoff, CEO, Shortgrass Library System
In job announcements in the UK, the phrase ‘or equivalent’ is most often used when specifying educational qualifications, for example if the advert calls for “a Masters in Librarianship or equivalent”.  In this context, ‘or equivalent’ can be taken to mean an equivalent qualification (eg Masters in Information Science, Archives Management or Records Management) or sometimes to mean someone with one or two year’s work experience in place of a formal qualification.
Paraprofessional experience, for example as a Library or Information Assistant, is quite often acceptable as library experience, and has become more so as the numbers of library staff has tended to fall in many organisations and so paraprofessional team members have tended to be engaged in more duties that were formerly restricted to qualified librarians.
As a recruiter I have sometimes put forward candidates who had good quality experience but not a qualification that was being called for – some organisations have been open to this while others have been more rigid and insisted upon the qualification itself.  In my view it is always worth making an application if you can meet most of the other criteria for the post and can demonstrate how your experience is applicable to the requirements of the job.
- Nicola Franklin, Director, The Library Career Centre Ltd.

Marge Loch-WoutersWhen we say “or equivalent” when we are actively searching, we would certainly entertain applications from paraprofessionals as well as professionals in completely different professions (teachers; recreation directors; social workers, etc). A candidate can never assume what the pool of candidates might be for a position they are interested in. Sometimes, non-MLIS candidates with strong resumes and cover letters rise to the top in the process; sometimes the pool is small and we are more willing to look at non-MLIS candidates and sometimes a candidate has an outstanding reputation and we know they could make a great addition to the staff.

We have hired adult and children’s reference librarians and a circulation manager over the years who have had outstanding strengths.  My favorite part is that many have gone on to get their degree and now work far and wide. The strength of one’s experience, commitment to the profession, understanding of the larger vision and picture of librarianship can make a difference. And finally, even with a very tight job market,  you never know until you have tried.

- Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library
I am accustomed to “equivalent” be used in relation to training, e.g., British library training plus a university degree being accepted in lieu of an ALA accredited degree.  I would accept paraprofessional experience incataloguing.
- J. McRee (Mac) Elrod, Special Libraries Catalouging

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 email me at hiringlibrariansATgmail.com.

Thank YOU for reading! If you like reading, you might also like commenting.  You’re very welcome to try it out here.

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by | June 26, 2012 · 8:00 am

Find a Trusted Mentor that You Can do Practice Interviews with to Get Real Feedback

Mitchell Library, opening ceremony, 8th March, 1910, by unknown photographerThis anonymous interview is with public librarian who has been a hiring manager and a member of a hiring committee at a library with 50-100 staff members.

What are the top three things you look for in a candidate?

1) Emotional intelligence (self-awareness, kindness, humor)
2) Customer Service Orientation
3) Engagement– with the profession, with the world.  Awake, and participating in life.

Do you have any instant dealbreakers, either in the application packet or the interview process?

Badmouthing a former boss.  I’m amazed at how many people do this.  Or badmouthing anyone for that matter.  If you’re badmouthing someone in an interview I will assume there will come a time when you are badmouthing me, or a colleague, or the library.  No hire!

What are you tired of seeing on resumes/in cover letters?

Objectives.  No more objectives.  I assume your objective is to get a job.  Extra loss of points for saying your objective is to be a children’s librarian when you’re applying for an adult services job.

Is there anything that people don’t put on their resumes that you wish they did?

No, not as a rule

How many pages should a cover letter be?

√ Only one!

How many pages should a resume/CV be?

√ As many as it takes, but keep it short and sweet

Do you have a preferred format for application documents?

√ No preference, as long as I can open it

Should a resume/CV have an Objective statement?

√ No

If applications are emailed, how should the cover letter be submitted?

√ Both as an attachment and in the body of the email

What’s the best way to win you over in an interview?

Sense of humor, eye contact, kindness, self-awareness (ability to speak intelligently and honestly about strengths and weaknesses)

What are some of the most common mistakes people make in an interview?

See: badmouthing boss
Dressing sloppily
Interrupting, not listening

How has hiring changed at your organization since you’ve been in on the process?

It hasn’t changed very much.

Anything else you’d like to let job-seekers know?

Find a trusted mentor that you can do practice interviews with to get real feedback.  Be open to what you hear.  Never send out a resume cover letter without having someone proofread it for grammar and style.

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by | June 1, 2012 · 8:00 am

Further Questions: Can You Explain What “Fit” Is?

This week I asked people who hire librarians to define the most amorphous of candidate qualifications.  My question was:

Can you explain what “fit” is and why it is important in hiring a new employee?

Barbara Stripling“Fit” can be defined in a couple of ways, and both are important in determining how well a candidate will flourish in a particular work environment.  First, fit applies to the candidate’s qualifications for the job.  Does the applicant have the educational background, skills, and (sometimes) experiences that will enable him or her to quickly get up to speed in the new job?  If, for example, you are hiring someone to plan youth programming, but the candidate has no training in children’s or young adult services, then you have to think carefully about whether the candidate has the flexibility and drive to learn quickly and adapt previous training or experiences to youth services.  If the candidate has not pursued children’s services because he or she doesn’t like to work with children, then that lack of “fit” will spell disaster for all concerned.

The second instance of “fit” is tougher to define and even harder to discern during the interview process.  A candidate must fit comfortably into the culture of the organization.  I have found that, by asking candidates questions that get to the heart of their beliefs and passions (e.g., Why does this position appeal to you?  What do you hope to accomplish in this position?), I am usually able to tell if a candidate would feel comfortable with the underlying vision and culture of the organization.  This aspect of fit is essential, because every person in an organization makes decisions constantly (about how to respond to a patron or solve a problem or just perform a task).  If those decisions are guided by an intrinsic set of beliefs that match the organizational culture, then the new employee will be able to contribute successfully to the whole organization.

- Barbara Stripling, 2013-2014 ALA President, Asst. Professor of Practice at Syracuse University iSchool, Former Hirer of School Librarians

Petra MauerhoffA good “fit” means that a candidate will be able to comfortably be part of an organization’s culture. Ideally, good “fit” means that personality conflicts are kept to a minimum and the adjustment period for the new member of the team is quick and easy. It also means that the new team member is easily able to represent the mission, vision and values or an organization and that the existing team is comfortable with having him/her on board.
Of course it also means that the skill set of the new team member fits with the skill set required for the position and the flexibility to adapt to each position’s special circumstances.
- Petra Mauerhoff, CEO, Shortgrass Library System

Marleah Augustine“Fit” definitely comes into play when I am considering applicants. An applicant’s qualifications and experience must show that they are suitable for the position here at the library – in some cases, previous employment does not show any organizational or customer service experience, both of which I am primarily looking for with applicants. If their job experience does not “fit” with what I’m looking for, I’m not likely to interview them. I also have to consider how well applicants will fit with existing staff. This is pretty touchy, since some of this deals with personality, but it is still an important factor. Sometimes in an interview, you just get a vibe from the applicant and you can tell whether they would fit in with staff or not – and of course, this can be misinterpreted and you may end up being surprised by someone you didn’t expect or hiring someone who doesn’t fit at all. All in all, I think “fit” is a lot like obscenity – you know it when you see it!

- Marleah Augustine, Adult Department Librarian at Hays Public Library

Terry Ann LawlerFit is tough to describe because it might change according to staffing levels, current staff member abilities, and ‘holes’.  Here’s an example, I might have a whole staff of crotchety old timers who hate change and are overly negative (I don’t! Just an example!) and when I’m hiring I am looking, of course, for someone who is positive, creative and likes change.  But, the ‘fit’ part is when I’m also looking for someone who everyone else will also like.  So, in this example, I might pick someone who is of similar age or temperament to the overall group so that their positivity will be viewed as energizing rather than threatening.  If i picked someone too young they might be treated derisively or thief ideas be dismissed because if their inexperience.  This is an overly broad example of something that can be very subtle and difficult to view as a hiring manager.  In another situation I might be looking for someone very young with a more low key attitude.   Needless to say, if you don’t get the job because of ‘fit’ you might have really not liked that job anyway.  In most cases, it is very acceptable to call and ask for feedback from the HR department.

- Terry Lawler, Assistant Manager and Children’s Librarian, Palo Verde Branch, Phoenix Public Library

We have no such concept.  I hope such a concept is not used to hinder minority and new immigrant employment.

- J. McRee (Mac) Elrod, Special Libraries Catalouging

Colleen Harris“Fit” is hard to define and easy to notice when it’s really right. Essentially, ‘fit’ is a measurement of how well a candidate’s goals, personality, energy, communication style, and general self-presentation mesh with those of the hiring organization and with the position they’re looking to fill. (For instance, interviewing for an instruction librarian position and mentioning that you hate being in the classroom or interacting with the public indicates poor fit between applicant and job; on the other hand, a candidate who declares their desire for transparency and coordination may find a more restrictive, hierarchical library is not a good fit for them.)

More and more I see libraries attempting to address fit in their job ads, either through using a playful tone in the ad that might warn off more serious folks (or vice versa), or noting the desire for an ‘energetic’ candidate, or one who “demonstrates enthusiasm for X” in their required and desired qualifications, which is an attempt to get at the fit question.

As to why it’s important in hiring a new employee, hiring a person is like a shorter-term marriage commitment. There are responsibilities and mutual dependencies that happen between a staff member and an organization, and if the fit is poor, much like a poor match in a marriage, it can make both parties miserable. An assessment of fit is trying to get at whether the hiree will be happy in the organizational environment. I’d note that the best organizations will craft specific questions regarding fit and won’t leave it to impressions or assumptions; interviewees should do the same. (For instance, if cooperation and teamwork are important to you, have some prepared questions that subtly get at whether the institution is very siloed, which might mean it is not a good fit for you.)

I’ll add that “fit” is hard to get at. Many academic libraries get three tries at measuring applicants on this – in the cover letter, the phone interview, and the in-person interview. Even then, it’s an amorphous concept and can lead to HR troubles. Many of the libraries I’ve worked for (academic libraries at public universities) design their candidate rubrics that the hiring committee uses to address fit in terms of the job description and qualifications, which reduces the possibility for assumption and discrimination. (This way, if they note they want an energetic and enthusiastic person, and a candidate sleepwalks through the interview, they’re being fair in giving that candidate a low score for that requirement.)

- Colleen  S. Harris, Head of Access Services & Assistant Professor, Lupton Library,University of Tennessee at Chattanooga

Laurie PhillipsFit means that you will work well in the type of organization that is hiring and that you mesh well with the people there and the work style and ethic and the philosophy of the organization. I know that’s long and complex but it is a complex concept. We are a happily team-based organization where almost everything we do is with others or for others. We would not hire someone who could not work well with groups. If something seems off about how the person interacts with us as a team, that’s a red flag. It’s especially important that the person can relate well to both faculty and staff colleagues, as well as teaching faculty and students. Excellent communication skills are a must. We are a “pitch in and do it” kind of organization so if someone seems reluctant to work in that environment, they’re not a good fit. We expect people to take leadership, even in entry level positions, and to grow and thrive in the organization. We ask very specific questions of both candidates and their references to get a sense of how the person would fit in and work in our organization. I hope that also explains why it’s important!

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

Thank you as always to the above for their time and insight.  If you’re someone who hires librarians and you would like to share your opinion in this segment (or otherwise), please email me at hiringlibrariansATgmail.com.

And thank you for reading!  Comments are always open, in order to make it easier for you to comment.

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Filed under Academic, Adult Services, Cataloging/Technical Services, Further Questions, Instruction, Other Organization or Library Type, Public, Public Services/Reference, School

by | April 20, 2012 · 8:00 am

Customer Service Experience Outside the Library World Can Make Your Resume Stand Out

Herbert Putnam and Family, ca. 1900This anonymous interview is with a public librarian who has been a hiring manager and a member of a hiring committee at a library with more than 200 staff members.
What are the top three things you look for in a candidate?

1. Positive attitude – is the candidate upbeat and generally optimistic in tone and self-presentation?
2. Customer/Patron focus – does the candidate examine situations through the customer’s eyes?
3. Flexible/Adaptable – does the candidate have a demonstrated ability to incorporate new information and adjust to new situations?

Do you have any instant dealbreakers, either in the application packet or the interview process?

Teen/Adult librarians who say they “don’t work with children” or anyone who says they “don’t work with teens.” I hire for a public library, and while a staff member may have a focus area, there will come a day when she will be asked to work outside of that focus area.  I need to know that’s not going to be a problem.

Also, the question “why do you want this job” is not a time for the candidate to tell me why the job works well for her.  Rather, it’s a time for her to show me that she’s done her homework and can drum up some enthusiasm for the particulars of this position or this system.  While not a dealbreaker necessarily, answering incorrectly is lost opportunity to stand out in my eyes.

What are you tired of seeing on resumes/in cover letters?

Career objectives.  They’re redundant at best, and at worst list an objective that’s not a match for the available position.

Is there anything that people don’t put on their resumes that you wish they did?

Particularly for newer graduates, customer service experience outside the library world can make your resume stand out.  Waitstaff, bartenders, and baristas have all proven to be strong candidates, as have folks with experience in daycare and camp situations.

How many pages should a cover letter be?

√ Only one!

How many pages should a resume/CV be?

√ As many as it takes, but keep it short and sweet

Do you have a preferred format for application documents?

√ .pdf

Should a resume/CV have an Objective statement?

√ No

If applications are emailed, how should the cover letter be submitted?

√ I don’t care

What’s the best way to win you over in an interview?

Do your homework.  Show me that you’ve found something special about our system, our community or our program that excites you.  We love working here – would you love to work here too?

What are some of the most common mistakes people make in an interview?

First, not doing their homework.  At minimum, you should look at the library’s website read the most recent annual report.  You don’t need to memorize anything, but you should be aware of major projects and initiatives in place.
Second, talking about what you “won’t” do.  Particularly in this economy, I can’t afford to hire someone who isn’t willing to jump in wherever she’s needed.  Toddlers may scare you (and you can say that), but I need to know you’re willing to feel the fear and sing “Peter Cottontail” anyway.

How has hiring changed at your organization since you’ve been in on the process?

We very rarely hire adult reference librarians any more.  Certainly in our branches, staff focused on reference is something we can no longer afford.  Rather, our professional staff in the branch consists of a supervising librarian (who is responsible for adult programming) and one or two youth librarians.

This librarian has also completed the survey “What Should Candidates Wear?”: 

http://hiringlibrarians.com/2012/11/15/religious-signifiers-are-a-different-story-and-completely-acceptable


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