Category Archives: Youth Services

by Emily@HiringLibrarians | 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 is in the Midwest, and has 85 staff members.

The Successful Candidate: 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

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

Tagged as Interview, coverletter, Hiring, Librarian, Job hunting, LinkedIn, Midwestern United States, library school, La Crosse Public Library

by Emily@HiringLibrarians | April 22, 2013 · 8:00 am

Talk to Library Schools and Professors That May Know Good Candidates

This interview is with Meagan Schiebel, otherwise known as Miss Meg. She will graduate from the SLIS program at UW-Madison in May with a concentration in public libraries and youth services. Miss Meg works as a storytime librarian and has a summer LTE job in the children’s department of a public library. She has been looking for a new position for less than six months, in public libraries and other youth services positions, at the entry level and requiring at least two years of experience. Here is how she describes her experience with internships/volunteering:

I did a 120 hour practicum during the summer in a children’s department of a local public library. This included planning storytimes for all ages and book clubs for elementary age children, collection development and management, readers’ advisory, and helping with special events.

I also have done a 40 hour reference practicum at both an adult reference desk and a children’s reference desk.

Currently I work as a storytime librarian and do 1 storytime weekly at a local public library.

Meg enjoys spending time outside, weather permitting, and exploring the area on her bicycle. She is in a city/town in the Midwestern US, and is willing to move anywhere. Check out her new website, Miss Meg’s Storytime , or learn more about her via LinkedIn

What are the top three things you’re looking for in a job?

The ability to be creative
New experiences
Professional development opportunities

Where do you look for open positions?

INALJ
ALA listserv
local state library listserv

Do you expect to see salary range listed in a job ad?

√ Yes, and it’s a red flag when it’s not

What’s your routine for preparing an application packet? How much time do you spend on it?

I start out by looking up the library’s website and the wikipedia page for the town (since I’m looking nationally). If I still want to apply after looking up that information I start by making a cover letter. I have a couple templates that I use for cover letters that I usually combine and tweak to make a new cover letter. I use the language in the job description to help me make a cover letter that is specifically for that job. I usually end up spending about an hour.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ No

When would you like employers to contact you?

√ To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

How do you prefer to communicate with potential employers?

√ Phone for good news, email for bad news

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Meeting department members/potential co-workers

What do you think employers should do to get the best candidates to apply?

Outsource– talk to library schools and professors that may know good candidates for their position.

What should employers do to make the hiring process less painful?

Communication!!!

What do you think is the secret to getting hired?

Being yourself and being able to take your experiences and tell the hiring staff why that will help you be the best person for the job.

Do you have any comments, or are there any other questions you think we should add to this survey?

Maybe a “how far are you willing to travel” question (my answer would be anywhere!)

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!

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Filed under Public, Youth Services, Midwestern US, City/town, Job hunter's survey

Tagged as Public library, Job description, Job hunting, Education for librarianship, LinkedIn, Midwestern United States, Naomi House

by Emily@HiringLibrarians | 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?

We 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

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

The 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

Here 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

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

When 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

At 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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Filed under Cataloging/Technical Services, Public Services/Reference, Youth Services, Adult Services, Further Questions

Tagged as Interview, Librarian, Public library, Search Committee, La Crosse Wisconsin, library interview, Loyola University New Orleans, Petra Mauerhoff

by Emily@HiringLibrarians | February 15, 2013 · 8:00 am

Further Answers: Any other advice for someone preparing to be off work for a while?

This is the final post in a series of three about extended leaves of absence.

Here is what happened: a reader who is about to leave work due to the incipient arrival of twin babies wrote in to ask if people who hire librarians could give some advice to people in her situation. I thought that this was the sort of thing where the experiences of people who had been in similar situations might be even more helpful, so I collected some respondents from various listservs and the ALA Think Tank Facebook group, and am now presenting them for your edification.

This week I asked people who had returned to work after a multi-year absence:

Any other advice for someone preparing to be off work for a while?

The one thing that I wish I had done, which I didn’t do for financial reasons, was keep up my professional memberships when I was on leave. I would definitely do that if I had a “do-over” because I think it speaks to your professionalism to do so.

- Kathy Jarombek, Leave of six years.
Prior title: Department Head for Children’s Services, New Canaan;
Current title: Director of Youth Services and Member of the 2014 Newbery Committee, Perrot Memorial Library

I would advise anyone planning on taking some time off of librarianship to read! Our profession changes so quickly and the best thing you can do to prepare yourself for future employment is to stay up-to-date on library trends, practices and research.
- Veronica Arellano Douglas, Leave of two years.
Prior title: Psychology & Social Work Librarian at the University of Houston;
Current title: Reference & Instruction Librarian at St. Mary’s College of Maryland

Don’t discount the skills learned from being a stay at home parent. I feel that it has made me better at time management and juggling multiple responsibilities at work. Although I didn’t have prior work experience in doing storytime, having children was good preparation for my new role!
- Aimee Haley, Leave of three and a half years.
Prior title: Librarian (Public Library);
Current title: Librarian (Public Library)

I think it helps to remain active in the profession in some way while you are home raising children…even if you’re just going into libraries and schmoozing with librarians. And there are so many ways to stay involved through list-serves, chats, online courses, etc. Many more opportunities than were available back in the dark ages when I was staying home.

One of our children’s librarians is about to go on maternity leave and I tried to convince her to work for us just one night a week and/or one weekend a month, but she wasn’t interested. We would have held her job for her if she’d been able to do that, but now we’ll just have to say goodbye and good luck. I can certainly understand her not wanting to make the commitment to our library when she’s embarking on a demanding and unpredictable new chapter of her life, but I think it is a mistake if she wants to go back to work when her children are older. (Maybe she doesn’t want to…) I know I would be more interested in a prospective employee who found ways to keep her hand in. The job market is quite different than it was twenty-some years ago.
- Miriam Lang Budin, Leave of eleven years.
Prior title: Children’s Librarian, Larchmont Public Library;
Current title: Head of Children’s Services, Chappaqua Library

Maintain and expand your network. Visit a local library and make friends with people who are already working there. Tell them you’re a librarian and ask what’s going on in the library. Also maintain your old network, even if you think you won’t go back to your old library system. For me this meant keeping up with emails from the Eureka! Leadership Institute and keeping track of former colleagues on Linked In and Facebook.

Keep an eye on what professional organizations are doing. Follow listservs, attend networking events if you have flexibility with childcare, keep your membership up to date and flip through American Libraries orChildren and Libraries when they arrive.

Volunteer doing something you enjoy, even if it’s not directly related to your previous career (extra points for volunteering doing something that IS related, but it’s not necessary). You’ll do a better job, develop skills and probably get a good reference if you’re jazzed about what you’re doing.

Start an online presence. A good old-fashioned blog did it for me, but consider starting a group on Facebook in your area of interest, a Pinterest board, or Twitter account that you update regularly.

Serve on a committee or a board in a professional, service or non-profit organization. This can be library related or not. There are so many benefits to this; learn about board governance, network, develop programs or policy, work with other motivated individuals for a good cause etc. Meetings are often in the evening or virtual, and most boards or committees welcome new members.

Most importantly: DON’T ASSUME THAT A LIBRARIAN CAN ONLY WORK IN A LIBRARY. You may have to shift your expectations for what your ideal job is, but librarians skills are in high demand in many different places, especially in start-up land. Reach out to organizations who are working on products, services or tools in areas that you are interested in and ask to speak with them about what they’re doing. (I got a consulting gig that way! It works!)

- Cen Campbell, Leave of two years, and gradually adding more part-time projects bit by bit.
Prior title: Teen Services Coordinator/Youth Services Librarian, Stanislaus County Library;
Current title: Children’s Librarian/Digital Services Consultant, LittleeLit.com, Mountain View Library, Santa Clara County Library District

I think the main take away that I would pass along is to stay connected, stay in touch, maintain professional memberships, and do something while you are away. In addition to the project and the leave replacement, I also wrote book reviews and volunteered in the library and classroom at my kids’ school, which were especially relevant given the position I left and returned to. I would imagine staying connected is even easier today than it was then (pre ubiquitous Internet and email!). And be open to opportunities or contacts that might seem tangential or not obviously super-relevant; you never know what can come of them. Part time work evenings and weekends can help you keep your awareness and skills from getting too rusty, as does taking courses, or going to conferences.

- Ann Glannon, Leave of eight years.
Prior title: Curriculum Resources Librarian (college library);
Returned to work as: Curriculum Resources Librarian (college library) – same position

I would take complete advantage of all of the social networking media available to keep on top of trends and literature. But just by raising little kids yourself, you learn a LOT about kids—child development, different styles, different kinds of parenting, too. You will bring something new to the job by having that experience and paying attention.

- Susan Dove Lempke, Leave of ten years.
Prior title: Children’s Librarian I, Chicago Public Library
Current title: Assistant Library Director for Youth, Programming and Technology, Niles, IL

Any experience that can be used for a resume is valuable. I volunteered in my children’s school library, helped run the book fair and became the webmaster for the PTO website. I also kept my association membership active, that way I could kept abreast of what was happening in the field and stay connected. There are some great professional blogs out there as well.

- Jeanette Lundgren, Leave of nine years from LIS (five spent working in the tech industry)
Prior to leaving LIS: Information Center Specialist, American Society of Training & Development (ASTD)
Re-Entry position: Reference Librarian, Hudson public library
Current title: Systems Librarian, Becker College

Volunteer in your community. Serving on town boards is a *wonderful* learning experience. If you’re taking time off to be with your children enjoy them! They are young for a very short time, but you can work your whole life. At the end of the day no one ever says they wished they had worked more and spent less time with their children. Write if you can – it clarifies your thinking. Pursue what interests you and what you love.

- Cara Barlow, Leave of sixteen years
Prior title: State Aid Specialist, Massachusetts Board of Library Commissioners
Current title: Supervisor, Music, Art & Media Department, Nashua Public Library

Keep up with the library world as you can, think about how activities you do while staying home can translate to the work place (organizational skills needed with kids, participating in public library events as a parent and selecting books as a parent–these are good if you want to go into/back into children’s services).

-Anonymous, leave of eighteen months and counting

Prior title: Evening Services Coordinator at a University Library

And as a bonus, here is some final advice from a person who hires librarians, Mac Elrod:

Subscribe to and read the e0lists in your field, e.g., for cataloguers Autocat, RDA-L, and Bibframe.

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

I’d like to say thank you again to everyone above for sharing their stories, time, and insight. If you’d like to share your own experience in the comments below, or your questions, they are open and waiting for you.

Thank YOU for reading!

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Filed under Academic, Further Answers, Public Services/Reference, Youth Services

Tagged as American Library Association, leave of absence, Librarian, libraries, Library and Information Science, Library science, maternity leave, New York City, Professional development, Public library, School Library Journal

by Emily@HiringLibrarians | February 8, 2013 · 8:00 am

Further Answers: What happened when you decided to return to the workforce?

This is a companion post to this week’s Further Questions, and the second post in a series of three about extended leaves of absence. Here is what happened: a reader who is about to leave work due to the incipient arrival of twin babies wrote in to ask if people who hire librarians could give some advice to people in her situation. I thought that this was the sort of thing where the experiences of people who had been in similar situations might be even more helpful, so I collected some respondents from various listservs and the ALA Think Tank Facebook group, and am now presenting them for your edification.

This week I asked people who had returned to work after a multi-year absence:

What happened when you decided to return to the workforce? How did you frame your absence? How long did it take to get rehired? Was the position you found similar to the one you had before you left?

I had always planned to go back to work full time when my youngest entered Kindergarten but, when the time came, neither my husband nor I were quite willing to give up the family time that we enjoyed. But we couldn’t afford the status quo either, so in 2000 I approached the head of Youth Services at the Ferguson and asked if I could work there part-time on a more regular basis. Since by this time she knew my work from the subbing and the storytimes – and since I had left the library on good terms in 1986 – she was able to hire me for 19 hrs/week. I worked at Ferguson 3 days a week from 9 to 2:30 and one evening a week – the other two days I kept my storytelling job at the Perrot. This way, I was able to work and still meet my children’s bus in the afternoon. The Ferguson also agreed to give me the summers off (except for the evenings when my husband could be with the kids), since there are school librarians who are willing to work extra hours in the summer. As far as “framing my absence” – well, they all knew me so they knew why I had been out of the workforce. But they also knew that I was still interested in my library career because I made a real effort to keep up with library friends and with the latest developments and, most importantly, with the books – because knowledge of books is so crucial for a Children’s Librarian. And I could be wrong, but I don’t think librarianship is the kind of career where taking time off to have kids is viewed as a sign of lack of commitment.

In 2004, my husband and I could see that my working part-time wasn’t going to put two kids through college and that we really needed to get some medical benefits – since my husband was self-employed, we had been buying our own and the rates kept going up. But my kids were still in elementary school so I didn’t think I wanted to work year round in a public library. I made the decision to go back to school part-time and get an education degree – keeping my job at the Ferguson, but giving up my job at the Perrot. In 2006, I got my degree and immediately found work with the Greenwich Public Schools as a School Library Media Specialist, which is a shortage area here in Connecticut. Both the head of Youth Services at Perrot and at the Ferguson gave me recommendations. My kids were both now in middle school and we were all on the same schedule. Then in 2009, the Director of Youth Services job at Perrot became vacant and the director here asked me if I would come back and head the department. By now, my kids were in high school and so I said yes. So I am basically back doing the same job I did in New Canaan – heading up a small but vibrant Youth Services Department in Connecticut.

So how long did it take me to get rehired initially? Not long at all – I think because I really made an effort to keep my hand in and to keep up with all my contacts in the library world. I think that the people who hired me felt as if I never really left the field and that I still saw myself as a children’s librarian – just one who was on an extended leave. As for the rest, I kind of made it up as I went along, taking on new opportunities when I felt the time was right for me and for my family. When I applied for the school job, although I was an unknown quantity as a school media specialist, my supervisor at Perrot gave me a reference and she knew the woman who hired me well since the school job was in the same town as the Perrot.

- Kathy Jarombek, Leave of six years.
Prior title: Department Head for Children’s Services, New Canaan;
Current title: Director of Youth Services and Member of the 2014 Newbery Committee, Perrot Memorial Library

I left a continuing appointment-track academic librarian job in 2009 and ended up getting a tenure-track academic librarian job again in 2011. The job I ended up getting after my absence was with the same library where I worked part-time in circulation and reference, which I know helped move my application up the pipeline. The people who hired me knew that my work gap was related to my husband’s relocation, my pregnancy, and a period of bereavement leave, so I didn’t have to frame my absence from the profession at all.

It felt good to have a CV that maintained my professional involvement in ALA and ACRL during a period of employment inactivity.

- Veronica Arellano Douglas, Leave of two years.
Prior title: Psychology & Social Work Librarian at the University of Houston;
Current title: Reference & Instruction Librarian at St. Mary’s College of Maryland

I had not planned to leave the workforce when I had the baby, so I knew that I wanted to go back eventually. I was happy to spend those years at home, but as my son approached preschool age I began the job search. I returned to work as a part time librarian six months after the search began. I work in a public library and had several years of experience in public libraries before my absence.
- Aimee Haley, Leave of three and a half years.
Prior title: Librarian (Public Library);
Current title: Librarian (Public Library)

I actually was contacted by libraries to come back to work before I’d intended to return. The first attempt (when my oldest was 15 months) was not a success. I was hired for a part-time position, was the only children’s librarian in the library, had no full-time staff devoted to the children’s room and felt that I was doing a half-assed job at work and at home. I resigned after six months (and promptly came down with mono!).

A few years later I worked about one weekend a month as a substitute reference librarian. I think that’s a good tactic for getting back into the workforce, as it updates your familiarity with new technologies and with the collection of wherever you’re working, but doesn’t demand much in the way of program planning and execution, collection maintenance and development and the other day-to-day or long-range duties of a full-time librarian.

When my youngest had just turned five another library asked me to fill in for one of their children’s librarians who had a serious illness. They were so anxious for help that they let me bring my five-year-old with me for two months on the couple of afternoons a week they needed me to work until he could go to a full-day day camp. That was a highly unusual arrangement! I increased my hours when the summer began, but was still part-time with no benefits.

When the youngest started full-day kindergarten I applied for the first full-time children’s librarian position that opened up in our county. I don’t know how many applicants I was up against or anything like that. I got the job. I would say that the position was comparable to the one I’d left when I went into labor with the first baby: the only children’s librarian in the children’s room of a public library.

- Miriam Lang Budin, Leave of eleven years.
Prior title: Children’s Librarian, Larchmont Public Library;
Current title: Head of Children’s Services, Chappaqua Library

I wasn’t even looking for a position when I saw a recruitment for an on-call librarian position open up in my neighborhood library 2 years after I’d quit my full time job, but I thought I’d give it a shot. In the interview I addressed the fact that I hadn’t been working full time since my son was born, but the combination of my strong resume from before I quit, and the initiative I’d shown developing and implementing Book Babies was enough to convince the library to hire me. I was also told later that one of the reasons they hired me was because I’d had experience working with adults and teens as well as kids, and was therefore more flexible when it came to working in different departments within the library.

Just after I started working in my new part time position I began a blog (LittleeLit.com) where I began to document my interest in incorporating digital media into children’s services and programming. Another very part-time position opened up at another local library system, and I was hired to begin piloting some technology-based children’s programs, which I also developed and documented. That work caught the attention of other library systems, library advocacy groups and children’s content developers, and I have been implementing programs, training staff and developing reading platforms ever since. I have since begun serving on the ALSC Children & Technology committee, I’ve presented at a number of different conferences and I’ve been hired by a number of different organizations to develop professional development materials for training children’s libraries in the use of emergent technology.

NEVER in a million years could I have foreseen though that I’d someday be an “expert” in the use of technology with children in public libraries, but the time that I took off gave me some perspective on the nature of my job. When I returned to the workforce, I had a more objective view of the services that libraries offer, and that they need to begin offering. There was no one developing the kind of guidelines and content that I was looking for, so I began to do it myself. Now I enjoy the flexibility of choosing the projects I work on, having a flexible schedule to hang out with my son when he needs it, and knowing that I’m helping to build a community of knowledge that can guide the development of best practices for the future when most of the content we deal with in libraries is digital (yes, even with children). I don’t think I would have started walking this career path had I NOT taken the time off and then had to be creative about getting back in.

- Cen Campbell, Leave of two years, and gradually adding more part-time projects bit by bit.
Prior title: Teen Services Coordinator/Youth Services Librarian, Stanislaus County Library;
Current title: Children’s Librarian/Digital Services Consultant, LittleeLit.com, Mountain View Library, Santa Clara County Library District

I went back to work initially working a couple of evenings a week and every other weekend for a suburban library, and by the time they needed a new head of youth services, I was ready to come back to work part time. It all worked out extremely nicely for me!

- Susan Dove Lempke, Leave of ten years.
Prior title: Children’s Librarian I, Chicago Public Library
Current title: Assistant Library Director for Youth, Programming and Technology, Niles, IL

I started to worry about the length of time I had been away from the workforce and knew that the longer I was out, the more difficult it would be to find a full-time job when I wanted one. After being out for about five years I decided to apply for a part-time Reference Librarian position at a public library. I sent out a few applications and did get an interview at about the third job I applied for. I was honest about why I hasn’t been working. I had been working as a software developer and been laid off about the same time we started a family. While I hold my MLS, I hadn’t worked in the library field since graduate school, about 10 years prior. It took a few months to get an interview and I was offered the position. The position was entry-level and very different from where I had been working when I left. I went from there to a part-time Reference Librarian job at Becker College in 2006, a job that could grow with me and offer more hours. This year I accepted a full-time 10 month position as the Systems Librarian.

- Jeanette Lundgren, Leave of nine years from LIS (five spent working in the tech industry)
Prior to leaving LIS: Information Center Specialist, American Society of Training & Development (ASTD)
Re-Entry position: Reference Librarian, Hudson public library
Current title: Systems Librarian, Becker College

I have been working as a librarian for almost seventeen years. Back in 2004, while working full-time as Electronic Resources Librarian at the Monroe Township Public Library and serving as vice president/president elect of the NJLA Reference section, I became pregnant with my first child. After the birth of my daughter, Natalie, I stepped down to part-time employment so I could spend time with my daughter, while keeping my hands in the profession. A few months after my daughter, Natalie was born, I assumed my role as president of Reference Section, emailing my members and potential speakers with a lively baby in the room. I was fortunate to have an incredibly helpful and supportive vice president who I could rely on to pick up the slack when I could not find childcare. I also attended a few meetings and planning sessions with Natalie when she was a few months old. My employer was supportive of my choice to stay home for a few months before returning to work part-time. They allowed me to complete some tasks from home to keep thing running. Since they were so flexible with me, I made sure that I returned every email and completed each assignment as quickly as I could.

- Theresa Agostinelli, Leave from full time work of seven and a half years and counting
Prior title: Electronic Resources Librarian, Monroe Township Public Library
Current title: Instructional/Educational Services Librarian, Monroe Township Public Library

I decided to return full-time to the workforce when my oldest daughter (who was 16 years old at the time) told me that she wanted to graduate high school and get her cosmetology license. I needed to find a full-time job in order to pay for her drivers ed, to help her with a car and to pay the school tuition. I graduated Anna in Spring of 2012 and she’ll start her licensing program in Fall of 2013.

I was truthful with everyone who I interviewed with for the part-time and full-time jobs, though I downplayed or didn’t mention that I homeschooled my daughters – even just a few years ago (it’s better now) there was a stigma surrounding homeschooling your children.

I told interviewers that I made the decision to stay home with my children when they were young, but that (when applying for part-time work) I felt ready to begin re-entering the library profession. When I was searching for my full-time job I told them that I my oldest daughter had graduated from high school early and I was looking for full-time work to help her pay for what she wanted to do next – cosmetology school. I also emphasized that I was looking for new challenges and would love to work for them.

I found a full-time job within weeks. The position I have now was posted a few days after I started searching. I interviewed and was offered it within two weeks. It was at a library where I had filled in for a reference librarian’s maternity leave and medical leave, so they knew me.

My current position isn’t like any other library position I’ve had before, but my time working on boards, in small-town politics, on the newspaper and homeschooling my children along with my BFA in fine art, my MLS and library experience gave me skills that made me a good fit for the position – they needed someone with an arts background, with connections in the local arts community, who had communication skills, people skills, could build community and was comfortable thinking outside of the box.
Cara Barlow, Leave of sixteen years
Prior title: State Aid Specialist, Massachusetts Board of Library Commissioners
Current title: Supervisor, Music, Art & Media Department, Nashua Public Library

I have applied for jobs periodically in the last year and a half–we toy with me going back to work now and then. In my most recent job applications, I both emphasized the professional experiences I had before my gap, and talked about what I’ve done to stay relevant.

-Anonymous, leave of eighteen months and counting

Prior title: Evening Services Coordinator at a University Library

Thank YOU for reading!

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Filed under Academic, Further Answers, Public Services/Reference, Youth Services

Tagged as American Library Association, Connecticut, Employment, Greenwich Public Schools, leave of absence, Librarian, libraries, Library and Information Science, Library science, maternity leave, New York City, Professional development, Public library, School Library Journal, University of Houston

by Emily@HiringLibrarians | · 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?

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

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

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

The 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

No. 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!

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Filed under Adult Services, Cataloging/Technical Services, Further Questions, Other Organization or Library Type, Public, Youth Services

Tagged as Canada, coverletter, Employment, Hiring, Interview, La Crosse Wisconsin, Librarian, libraries, Library, Library and Information Science, library technology, Mac, Public library

by Emily@HiringLibrarians | February 1, 2013 · 8:00 am

Further Answers: What did you do to stay professionally relevant during your leave?

This is a companion post to this week’s Further Questions. Here is what happened: a reader who is about to leave work due to the incipient arrival of twin babies wrote in to ask if people who hire librarians could give some advice to people in her situation. I thought that this was the sort of thing where the experiences of people who had been in similar situations might be even more helpful, so I collected some respondents from various listservs and the ALA Think Tank Facebook group, and am now presenting them for your edification.

This week I asked people who had returned to work after a multi-year absence:

What did you do to stay professionally relevant during your leave?

I was fortunate in that, being a children’s librarian, I had a ready-made excuse to visit places where I could “network” since I had a child (and then two) of my own. I signed my children up for storytimes, I kept up with the new picture books, I talked to the librarians. I already was good friends with the children’s librarian in Old Greenwich and I asked her to feed me books for older readers so that I could “keep up” with the latest in children’s literature. I always made sure that I read the Newbery winner and honor books each year. I introduced myself to the new head of Youth Services at the Ferguson Library, with my children in tow – and since I knew that the Ferguson often hired subs, I told her that I was available during the winter months if she needed someone to come in and work (my husband has a landscape design business and winter is a slow time for him here in the Northeast). In this way, I was able to keep my hand in working the children’s reference desk once in a while and, more importantly, keeping my name and face out there. I was very active in the storytelling community here in Connecticut before kids and I so I did a little freelance storytelling as well – and got a babysitter for a couple of hours when I had a job. Then, in 1999 when my youngest was 4 and in preschool five mornings a week, I let it be known to my library friends that I was willing to do toddler and preschool storytimes during the morning hours, as long as I could be done to pick my son up at noon. The Perrot Library in Old Greenwich immediately hired me to do Two Year Old Storytime two mornings a week and the Ferguson Library hired me to do a morning of storytimes in one of their branches.

- Kathy Jarombek, Leave of six years.
Prior title: Department Head for Children’s Services, New Canaan;
Current title: Director of Youth Services and Member of the 2014 Newbery Committee, Perrot Memorial Library

To stay connected to librarianship during my leave from professional practice, I worked a few hours over the weekend at a college library circulation desk and did one evening reference shift each week during the academic school year. I also volunteered at my local public library and a charter school media center. I didn’t do all of these things at once! I realize that not everyone on leave has time to do this, especially those at home with infants or small children, or those who are caretakers for relatives, but if you have just a few hours in the evening or on a weekend you might want to consider a very part-time gig or volunteering.

I renewed my ALA membership and continued serving on various ACRL committees, which I felt was crucial for maintaining ties to the profession.

I also started my own blog about librarianship to help motivate me to stay up-to-date on trends and research in libraries and librarianship. Because I was no longer a practicing librarian I didn’t have professional experiences to draw upon for my blog. So I focused on reading the library-related literature (journals, blogs, books, etc.) and making connections between my part-time work and what I’d previously experienced as a professional librarian. I would highly recommend writing or starting a blog to anyone taking some time off.
- Veronica Arellano Douglas, Leave of two years.
Prior title: Psychology & Social Work Librarian at the University of Houston;
Current title: Reference & Instruction Librarian at St. Mary’s College of Maryland

The first year, I didn’t do very much. My husband took a job that moved us out of state when I was halfway through my pregnancy. Between the move and the new baby it was a bit overwhelming to say the least. Gradually I started attending training classes, joined the state chapter’s library association, and kept up my ALA membership. The ALA offers a good rate for librarians that are not currently employed. Joining the local state’s listserv provided insight into the local job climate.
- Aimee Haley, Leave of three and a half years.
Prior title: Librarian (Public Library);
Current title: Librarian (Public Library)

I am sure it was helpful in terms of my re-employment prospects that I’ve always been a children’s librarian. My first child was born in 1983 and my third in 1989.

To stay relevant professionally during my maternity leave I reviewed children’s books for School Library Journal and Kirkus (as I’d been doing before I had children.)

I also devised a program for parents (which they attended with their babies) called “Baby Booktalks” during which I introduced a substantial number of books which my own baby (later babies, plural) enjoyed having read to them. This was beginning in 1983 when it was not so widely acknowledged that babies loved to be read to. It was even before the explosion of board book publication, so there were fewer books for very young babies available. I took this program to many libraries in Westchester County and New York City over the next five years or so.

I was lucky enough to be asked to serve on the Caldecott Calendar Committee of ALSC in 1983-84 and then later the Caldecott Award Committee itself (1989) and both those opportunities were exciting and rewarding professionally.

And, of course, I used public libraries unceasingly the entire time I was home with the kids.
- Miriam Lang Budin, Leave of eleven years.
Prior title: Children’s Librarian, Larchmont Public Library;
Current title: Head of Children’s Services, Chappaqua Library

By the time my son was 3 months old I had a serious case of cabin fever, and I really missed being a children’s librarian. I had been attending prenatal and then post-natal classes at a local non-profit organization called Blossom Birth Services and I had gotten to know the director and the organization pretty well. I approached them with an idea for a weekly Book Babies storytime that I could lead on a volunteer basis and keep my little boy with me while I did it. The program is still going; I lead it for 3 years and it has now been taken over by one of my regulars now that I’m busier. Volunteering gave me positive references, a fresh resume, new storytelling tricks and the confidence that came from knowing that my professional skills were not getting rusty.

- Cen Campbell, Leave of two years, and gradually adding more part-time projects bit by bit.
Prior title: Teen Services Coordinator/Youth Services Librarian, Stanislaus County Library;
Current title: Children’s Librarian/Digital Services Consultant, LittleeLit.com, Mountain View Library, Santa Clara County Library District

I was fortunate to live in Chicago and to have worked for five years for the Chicago Public Library. I had made some good relationships, so when there was consulting work to do (like make presentations in library branches about their “preschool boxes” or to come up with booklists for a particular project) they called on me. It made me feel better about myself, and it also forced me to keep up with the field.

I also did some networking so that companies like Scott Foresman knew I was available to do consulting work, so I had a number of projects with them. The pace of work was extremely uneven, but it all helped me stay relevant. As a result of the writing jobs I had done, I was contacted by the editor of the Bulletin of the Center for Children’s Books when they needed a reviewer, and I have continued to work as a children’s book reviewer ever since. These days, you can do some of the same things by blogging regularly—look at Betsy Bird (Fuse 8)—but it does take a lot of commitment to build a voice.

I also volunteered in my sons’ school in their library—I helped them weed their collection (“Someday, man may land on the moon!”) and helped them with automation. It’s great real-world experience, and helps keep you up to date with kids and with teachers.

- Susan Dove Lempke, Leave of ten years.
Prior title: Children’s Librarian I, Chicago Public Library
Current title: Assistant Library Director for Youth, Programming and Technology, Niles, IL

Any experience that can be used for a resume is valuable. I volunteered in my children’s school library, helped run the book fair and became the webmaster for the PTO website. I also kept my association membership active, that way I could kept abreast of what was happening in the field and stay connected. There are some great professional blogs out there as well.

- Jeanette Lundgren, Leave of nine years from LIS (five spent working in the tech industry)
Prior to leaving LIS: Information Center Specialist, American Society of Training & Development (ASTD)
Re-Entry position: Reference Librarian, Hudson public library
Current title: Systems Librarian, Becker College

Professional Associations: You may want to consider continuing or adding professional memberships. Sections and committees are always looking for people to help out. If you cannot attend physical meetings, some groups conduct virtual meetings. Look for newsletters that you can contribute articles to. Maybe you can help by making phone calls or updating the website or wiki? There is always work to be done you just need to let people know that you are willing to help. Keep you eye out for conference submission dates. You may want to share your knowledge by presenting as part of a panel or poster session. Staying involved will keep you happy and allow you to maintain and grow your professional network.

Online Classes: Since I have an interest in web design, I enrolled in online courses through my local community college, including CSS and PHP. I had to pay to take these classes but there are tons of free learning opportunities out there. Take a look at offerings from your local public library. My county library system offers access to Lynda.com for blocks of time. This resource offers video tutorials for technical topics including programming, image editing, and web design. My place of work and local library offer free online adult education courses through Universal Class. If you have access to this site, check it out. Course offerings range from Feng Shui to Basic Parenting 101. Free training can be found on sites such as GLC Learn Free or even You Tube.

Facebook: I joined WordPress and Librarians, a Facebook group, a little over a year ago and have been blown away by the level of support provided by its members. It is so helpful to go back into the archives and locate information in any WordPress question I can think of. I have also asked questions of the group and received responses within seconds. My experience with WordPress & Librarians led me to form Technology Training & Librarians. The group has members from across the country, sharing skills and resources. Asking questions of the group will help you to expand your knowledge, while answering questions is a great way to help others while enhancing your professional reputation.

Online Magazines and Websites: Many magazines offer free access to articles through their websites. Current articles on a variety of topics are always available through EbscoHost and other online subscriptions. One great resource is the American Libraries website at http://americanlibrariesmagazine.org/. Click on “Archives” to view articles from past and present issues.

Blogs: Subscribe to library and non-library blogs through Google Reader or other subscription services. With the popularity of Facebook and Twitter, it is easy to forget about blogs, but following your favorites through RSS feeds is a fast and easy way to stay informed. Different sites, including EduBlogs put out a list of the best library blogs each year and can provide some good starting points for you.

Twitter: The first step is to find some librarians to follow that tweet about your interests. Then find a few to follow that tweet about topics beyond your interests. If I cannot attend a conference, I will often locate the hash tag to find out what was discussed, as well as read the reactions of attendees. This is also a great way to find links to conference handouts, presentations, audio, and video. If you are having trouble finding librarians to follow, the section of Library Success: A Best Practices Wiki can help you get started. You can also use the Twitter search feature to find people to follow. Perform a search on a topic that interests you and then start following the person with the most interesting tweets.

Listservs: Listserv memberships are a great way to learn about free webinars and services that other libraries are offering to their users. Members often ask for advice and this is a great opportunity for you to share your knowledge and expand your network. Do not limit your memberships to local organizations. It is always interesting to hear what people are doing in other parts of the country or even the world.

Webinars: The number of free webinars out there is amazing. Nobody has to know that you are home with two babies while you are listening. Webinar archives can often be accessed if you are unable to attend at the time that are originally offered. You may take advantage of webinars through your local consortium but free webinars are also available from other parts of the country or even the world.

Volunteer Work/ Part-Time Employment: After the birth of my first daughter, I became involved in my local Mom’s Club where I volunteered a great deal of my time. Maybe you have a talent that you could apply towards teaching an adult education class or a program once a week at your local library? Maybe you can volunteer your time at your child’s school? You may want to consider something tangible that will eliminate gaps in your resume. There are options out there that do not require a large time commitment.

Conclusion: My intention was not to overwhelm. I have listed several options here but you do not have to do everything all at once. Have fun and keep learning!

- Theresa Agostinelli, Leave from full time work of seven and a half years and counting
Prior title: Electronic Resources Librarian, Monroe Township Public Library
Current title: Instructional/Educational Services Librarian, Monroe Township Public Library

I left the full-time library world for 16 years, so there was a lot of time for me to do things. < g >.

When I first left work it was to take care of my infant daughter. I knew that I needed to have some professional activities to put on my resume for the time I was home with her. I wanted to keep building skills that would be useful in my professional life, but didn’t want to be committed to a rigid or full-time schedule – my baby was my priority, not work. I decided to search out volunteer opportunities and part time employment that would fit around my family commitments.When Anna was about 1.5 years old I ran for and was elected to my town library’s board or trustees. I served for six years, five of them as chair. During that time I also I wrote for my local paper as a part -time reporter and columnist, and ran for and was elected to the school board. Through these volunteer positions and part-time work I kept my hand in the library world, gained experience with boards, budgets, politics, and learned how to write clearly and on a deadline.

When my daughters were ages 6 and 8, they were increasingly unhappy with school and given my knowledge of child development and how schools worked (from serving on the board for four years at that time) I knew that things were not going to get better. My husband and I decided to pull Anna and Molly from school to homeschool them. My library experience proved invaluable to me as a homeschooling parent. I was already was confident that people could learn independently, outside of school, and I understood how to use the resources a library offered.

When Molly and Anna were 9 and 11 years old I began working as a reference librarian part-time. I took jobs that had evening and weekend hours so that my husband could be home with the girls. I did that for approximately five years.

- Cara Barlow, Leave of sixteen years

Prior title: State Aid Specialist, Massachusetts Board of Library Commissioners

Current title: Supervisor, Music, Art & Media Department, Nashua Public Library

Kept up library association memberships–for me, ALA and NCLA (North Carolina Library Association), and some years, YALSA; volunteered for 1 2-hour shift each week for NCknows, an NC virtual reference collaboration (I did this while employed, so it was easy to keep doing it from home); reading library blogs and magazines; submitted and had accepted one chapter to a library book publication

-Anonymous, leave of eighteen months and counting

Prior title: Evening Services Coordinator at a University Library

Thank YOU for reading!

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Filed under Academic, Further Answers, Public Services/Reference, Youth Services

by Emily@HiringLibrarians | December 14, 2012 · 8:00 am

Further Questions: How does the initial selection work?

Here’s the first in a series of six great questions posed by a reader.

This week I asked people who hire librarians:

Who does your first round of sorting/selecting applicants for interviews (a computer/an HR professional/you/someone else…)? Is there generally a fixed number of applicants selected for the initial round or does it depend on the position, the pool of applicants, or something else entirely?

Because librarians are faculty here, HR does not receive the applications. They are sent directly to the chair of the search committee. The search committee has a rubric by which the members evaluate the applications. Each application must have all of the required qualifications and usually one of the desired to be an A application. The committee meets to go through the applications one by one and assigns Yes, Maybe, and No to each application. The Yes applications are narrowed to the number of candidates who will be phone/Skype interviewed..

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

Hopefully I can share some insight into how this process works at the majority of staffing firms. Usually selection at a recruitment agency is a two stage process. The first selection occurrs when a candidate initially sends in their resume (by email or by uploading it via a web portal). This selection is usually carried out by a recruitment consultant scanning the resume (and cover letter/email, if there is one), to screen out anyone who clearly doesn’t have any library/records experience, qualification or relevance. I’ve had teachers, plumbers, and today a welder…

The second part of this stage, with many agencies, is a telephone screening call. Different agencies have different policies – some will register everyone who applies who has some relevant experience/qualification, while others will screen out any who don’t pass the telephone pre-screen – that would generally be candidates with poor communication skills but could also include those with unrealistic expectations (in terms of salary for their level of experience, for example) or who don’t meet other criteria the agency has decided to apply.

Once a candidate is registered with a staffing agency, the second selection takes place when a consultant has a job vacancy and searches through the database to find candidates who are a good match, in order to contact them to see if they are interested. That search is often an automated one, using either codes generated when the database file was created or keywords from within the CV/resume (or a combination of the two).

In order to make sure that your details are amongst those retrieved during this second selection process, it is important to make sure you include all the relevent keywords. For example putting “familiar with a range of online subscription sources” isn’t much help when a recruiter is searching their database for instances of the words ‘Factiva’ or ‘Lexis Nexis’!

I have noticed that many candidates leave recruiters and hirers to make assumptions from their resume – “I’ve worked for x years as a Librarian in y kind of organisation – so it’s obvious I can do inquiries, cataloguing, acquisitions, or whatever’. Well to the database search engine it isn’t obvious, and resumes like this rarely come up in searches. Consequently those candidates find they don’t often get calls about vacancies.

It is important to remember that a recruiter may interview 10-15 people a week, every week. After a few months it becomes impossible to remember all those people – so a database search is really the only practical way to make sure that more than 1 or 2 weeks most recent applicants get a chance. Making sure your resume is searchable, for the types of skills you want to use in your next job, is therefore very important.

- Nicola Franklin, Director, The Library Career Centre Ltd.

We’ve no HR department. I as director do the first contact. A quality control librarian does the final selection based on quality of sample records.

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

In our system, all applications go through our City HR office. When we put in a staffing requisition, HR pulls the appropriate applications, grades them (using unknown criteria), and sends us names. Sometimes they send us 5 names, sometimes 3 names — you never really know what you’re going to get. Sometimes (too often) they send us the same names over and over even though we’ve passed over the people multiple times.

We’re not really sure what drives the number of names we receive, nor do we fully understand the grading criteria that is used.

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

We are a fairly small shop (public library serving a 51K population). Each manager handles the initial sorting for positions they are hiring for. The process is adaptable depending on the number of applications the different managers receive for any job opening.

We usually have a huge pool of applicants for youth services jobs – the area I hire in. Once I have a top pool of fifteen to twenty-five candidates, I send them essay questions. This helps us narrow the pool further to 8-10 applicants. Some managers go directly to interviews. I usually have an additional Skype interview before final interviews to narrow the field to a final 4. It helps me get a first read on the candidate and helps me see how they will potentially fit with our existing team of five other professionals in the department. Our final interviews (and essay reading) is usually done with a team of interviewers (usually managers). By the end of this ordeal..oh, ahem, I mean process…we usually have found the match that works great for the library and the successful applicant!

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

For me it depends upon the position and the pool of applicants. I do read every resume – even the ones on flowered, scented stationery printed using a fancy hard-to-read type font with my name spelled wrong on the cover letter.

If there are a lot of applicants I will submit to each one (if they meet the basic job requirements) a set of questions concerning the job, sort of a pre-interview. Then I will narrow the search from there and usually interview at least three. I have had occasions where the pool was so small that I called all applicants for an interview. If it is necessary I will do a first interview via web/online.

The last opening I had, 18 months ago, I had 3 applicants and only 2 met any of the job requirements. That was a shock! We ended up having the position taken away from us because we couldn’t fill it. We cannot convince folks that living 90 miles from the nearest mall doesn’t mean that life has come to an end.

- Dusty Gres, Director, Ohoopee Regional Library System

Any regular full time or part time position must go through HR first. There is no set limit of applicants who can be accepted. We’re a Merit system county. Everything is prescribed and by the book. Only those meeting the basic qualifications will progress. It is a very fair system, I think.

For extra help, it is a much more informal process. In fact, I’ve several times seen the progress from volunteer to extra help to regular employee.

- Melanie Lightbody, Director of Libraries, Butte County

I do the first round of sorting when I am doing the hiring. I usually go through the applications and narrow it down to those to contact for interviews. For each position, I like to have about five interviews. Sometimes every application looks great and I want to interview them all; sometimes the initial round of applications just isn’t enough and I leave the position open for a bit longer.

- Marleah Augustine, Adult Department Librarian at Hays Public Library

Usually *I* do the first round of looking through applicants, because they are usually addressed to my attention, but then I pass the whole stack on to the manager who will be supervising the position and s/he gets to pick candidates who will be interviewed. The number of candidates we decide to interview depends on the overall number of applications as well as the qualifications of the pool of applicants. If we are not sure if there is anyone who REALLY fits the position, we will interview a few more people to make sure we get the one who fits best.

- Petra Mauerhoff, CEO, Shortgrass Library System

In our academic library we have a search committee of 3-5 librarians. The management of the responses to the search is done by our campus Faculty Affairs office, which sends out the acknowledgements of apps, and the letters at the end of the process. The search committee draws up a list of criteria (based an on the position announcement), and a list of questions, based on the criteria. The questions and criteria have to be approved by Faculty Affairs before the search committee can get access to the applications. [Hint to applicants: read the position announcement carefully!]

The applications are reviewed by all members of the search committee individually, then we meet together to draw up our list of 6-10 semi-finalists (the number varies depending on the position and the number of qualified applications we receive). We typically do short phone interviews with the semi-finalists before narrowing our choices to 3 (rarely more) candidates to invite to campus for a day-long interview.

In the last few searches we’ve done, we have been blessed with strong pools of candidates. That can make it more difficult to sort through the apps to find the candidates who really stand out as having the specific skills and talents we are looking for (and maybe some we didn’t even know we needed!). Once the committee agrees on a candidate, and a back-up, we discuss our recommendations with the Dean, who will then make an offer.

There are a lot of talented librarians out there looking for work! We usually are really excited about the people we invite to campus, and it can often be a difficult decision to decide on the “right” one to whom to offer the job.

- Paula Hammett, Librarian at Sonoma State University

Our campus policy for all searches is to have all applications for a position be sent directly to our HR Dept. where they make sure that the applicant has submitted all of the required documents. The applications are then sent on to the chair of the search committee for review by the committees members. If an application is missing any required documents, then those applications will be flagged as incomplete, but the committee chair will still receive the application and the chair and the committee members are free to make their own decision on whether or not to review the application or wait until more documents are received and the application is complete. Each search committee makes its own decision as to how many applications they will select for an initial round of interviews (usually phone interviews initially). Sometimes it depends upon how many applications are received for a position, but usually the initial round of interviews will include about 7-8 applicants.

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

We are a medium sized library and when we post a good job (full-time with benefits) we will get between 30 and 40 applicants. The process for interviewing and hiring is slightly different for our lower level positions. Pages, substitutes and hourly employees are selected by the person who will directly supervise them.

We don’t have an “HR professional” on staff so the department managers and I conduct the interviews. Typically I let the direct supervisor or manager sort through the applications and pick out about 10 we might want to interview. As director, I then go through that smaller pool and identify those that we will interview. We do not have a set number of candidates we want to interview. It depends on the importance of the job and the size of the candidate pool.

In the case of full-time employees I participate equally with the manager of the department in the actual interview, but I make the final call on who will be offered the position. We work from a set list of questions so all candidates are asked the same questions and we take turn asking the questions. Generally we talk a bit about each candidate right after the interview, but do a more thorough review after all the interviews are completed.

- Christine Hage, Director, Rochester Hills 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! Are you feeling kind of zen? I hope you’ll leave a calmment.

6 Comments

Filed under Academic, Further Questions, Other Organization or Library Type, Public, Recruiters, Rural area, Youth Services

Tagged as application, candidates, factiva, Hiring, Human resources, Interview, Librarian, Special library

by Emily@HiringLibrarians | 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

As 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

Tech 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

If 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.

If 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 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.

2 Comments

Filed under Adult Services, Cataloging/Technical Services, Further Questions, Information Literacy Instruction, Public Services/Reference, Youth Services

Tagged as careers, E-book, Employment, HTML, Information technology, jobs, Mac, tech skills

by Emily@HiringLibrarians | 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?

I 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

I 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.

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

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Filed under Academic, Adult Services, Cataloging/Technical Services, Circulation, Further Questions, Paraprofessional, Public, Public Services/Reference, Special, Youth Services

Tagged as Employment, experience, Information Science, Librarian, Public library

Category Archives: Youth Services

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The Successful Candidate: Brooke Rasche

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Further Answers: Any other advice for someone preparing to be off work for a while?

Further Answers: What happened when you decided to return to the workforce?

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

Further Answers: What did you do to stay professionally relevant during your leave?

Further Questions: How does the initial selection work?

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

Further Questions: What does “or equivalent” mean?

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