This anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has not been hired within the last two months, and has been looking for a new position for Six months to a year. This person is looking in Special libraries,mAny organization where I can do research. at the following levels: Requiring at least two years of experience This job hunter is in a suburban area in the Southern US, and is not willing to move.
What are the top three things you’re looking for in a job?
Working in a position where I’m excited about coming to work every day.
Opportunities to learn and grow in the organization.
Stability.
Where do you look for open positions?
ALA Joblist, listservs, LinkedIn, INALJ, association websites, Indeed.com.
Do you expect to see salary range listed in a job ad?
√ No (even if I might think it *should* be)
What’s your routine for preparing an application packet? How much time do you spend on it?
Make a list of the qualifications and desired skills that I meet; Review my resume to make any changes to tailor it to the job I’m applying for; Draft cover letter. Review everything multiple times. Average time spent is 4 hours.
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
√ 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)?
√ Tour of facility
√ Meeting department members/potential co-workers
What do you think employers should do to get the best candidates to apply?
Be flexible if a candidate shows potential when said candidate may not tick every item on the checklist. Sometimes the desired skills are ten pages long and it seems unrealistic that any one person will possess each and every skill.
What should employers do to make the hiring process less painful?
Communicate better with candidates. I think most of us realize that the job market is extremely competitive and that there are many candidates applying for a fewer amount of positions. However, it is completely discouraging when one doesn’t hear anything, or during the interview process, delays aren’t communicated. No one likes being left in limbo for weeks or months on end. If the hiring process is extended, notify candidates of extension. And if at all possible, provide feedback as to why a person is not selected or moving forward. It’s understandable that some places have strict HR policies to limit communication about this type of thing but it would be nice to know the reason why someone isn’t selected. It would also be helpful to streamline the application process so that a candidate is not spending additional time filling out an online application which asks for the same information provided in a resume which is submitted. It’s duplicative and a huge waste of time when one is already spending 3-4 hours on the process.
For some context, take a look at the most recently published summary of responses.
Are you hunting for a new LIS job? Take the survey! http://tinyurl.com/hiringlibJOBHUNTERsurvey
This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!
Hiring Librarians 