This anonymous interview is with someone who has been a hiring manager and a member of a hiring committee at a Special Library with 0-10 staff members. When asked if s/he was a librarian, this person chose “it’s complicated.”
What are the top three things you look for in a candidate?
Do you have any instant dealbreakers, either in the application packet or the interview process?
Personality – Library work is about building relationships. As an employer the most important thing to me is “”fit””. In our corporate library, I need to see a candidates soft skills and visualize how they would fit into our group – not the other library staff, but the closed client group that makes up our organization.
What are you tired of seeing on resumes/in cover letters?
I rarely interview people who send their resume electronically and can’t format a word document; understand that there is metadata and their resume should be pdf.
Is there anything that people don’t put on their resumes that you wish they did?
People should include some evidence that they have researched the company and its leaders.
How many pages should a cover letter be?
√ Two is ok, but no more
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?
Should a resume/CV have an Objective statement?
√ I don’t care
If applications are emailed, how should the cover letter be submitted?
√ As an attachment only
What’s the best way to win you over in an interview?
Personality. I hope that candidates show that they can be outgoing, interested, and engaged.
Don’t cross your arms and show closed body language.
What are some of the most common mistakes people make in an interview?
Not asking lots of questions.
How has hiring changed at your organization since you’ve been in on the process?
Anything else you’d like to let job-seekers know?
Don’t worry about experience; follow up with phone calls if you haven’t heard from us; smile.