What are the top three things you look for in a candidate?
1. Strong customer service skills –we are very small, so we don’t have the division of labor that larger libraries do. Everyone does reference and everyone does circ, so they absolutely must be capable of maintaining a positive relationship with patrons.
2. Strong technical skills, including library software, troubleshooting, and even a little cataloging.
3. The interest in developing teaching/training programs, and the ability to perform them.
Do you have any instant dealbreakers, either in the application packet or the interview process?
Lack of interest or bad attitude about working with the public. We’ve had staffers in the past who see public-facing work as beneath them, and that absolutely does not work for us. Our library Dean works hands on with patrons, and so does everyone else.
What are you tired of seeing on resumes/in cover letters?
General statements that you are a “hard worker” or “good teacher.” I like to see concrete projects, accomplishments, statistics, etc.
How many pages should a cover letter be?
√ As many as it takes, but shorter is better
How many pages should a resume/CV be?
√ As many as it takes, but keep it short and sweet
Do you have a preferred format for application documents?
√ No preference, as long as I can open it
Should a resume/CV have an Objective statement?
If applications are emailed, how should the cover letter be submitted?
√ I don’t care
What’s the best way to win you over in an interview?
I like people to be honest and open. You can easily tell if someone is simply parroting their prepared notes for an interview; preparation is good, but I want to see you think on your feet as well. Reference specific accomplishments and specific scenarios you’ve experienced.
What are some of the most common mistakes people make in an interview?
I’ve been really turned off by over-aggressive candidates (those who call multiple times after applying or after an interview, when they’ve been given a clear schedule for the next steps).
How has hiring changed at your organization since you’ve been in on the process?
We’ve become much better at vetting candidates by having them interview with multiple people (not necessarily several interviews, but having, for example, two people sit on the phone screen and two different people sit in an in-person). Having multiple views on each candidate helps weed people who are inappropriate for our culture.
Anything else you’d like to let job-seekers know?