Relate Past Accomplishments to What You Would Do in the New Position

This anonymous interview is with a librarian who is a hiring manager at a special library with 0-10 staff members.

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

–How well s/he meets the requirements/expectations for the position.

–How I think s/he will work with and complement the other members of my staff.

–That s/he is flexible.

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

Numerous spelling and grammatical mistakes in the application. If there is one or two–that happens–we are all human, but several implies a lack of attention to detail and thoroughness.

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

Nothing jumps to mind.

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

I have seen several resumes that don’t include graduation dates, which I think people should be forthcoming about.

How many pages should a cover letter be?

√ Only one

How many pages should a resume/CV be?

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

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

Answering the questions thoroughly, but without being long-winded or rambling. Providing concrete examples when asked for them.

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

Focusing too much on accomplishments or duties in past jobs without showing how you would apply these skills to the position you are applying for.  Not researching or learning a bit about the organization prior to the interview.

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

There hasn’t really been any change since I’ve been involved in the process.

1 Comment

Filed under 0-10 staff members, Original Survey, Special

One response to “Relate Past Accomplishments to What You Would Do in the New Position

  1. Pingback: Hiring Librarians: Now We Are One | Hiring Librarians

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