Don’t insist on a single “right” way to process every applicant

Goose hunting in Klamath County, Oregon, OSU Special Collections via Flickr CommonsThis 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 A year to 18 months. This person is looking in Academic library, Archives, Library vendor/service provider, Public library, School library, Special library at the Entry level and for positions Requiring at least two years of experience. This job hunter is in a City/Town in the Western US and is willing to move To a specific area.

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

I’m looking within a geographically-targeted area for paraprofessional library openings that I feel match my qualifications. I want to be physically active on the job (i.e. shelving returns) and be able to walk or bike to work. In my ideal job, supervisors and colleagues would have collaborative relationships, and expectations would be communicated explicitly.

Where do you look for open positions? (e.g. ALA Joblist, professional listserv, LinkedIn)

Potential employers’ websites, professional listservs, ALA Joblist, LinkedIn

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

√ Yes

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

I compose a cover letter for each position I apply to. I incorporate the job description’s language when describing my qualifications and addressing ways that I will contribute to the employer’s diverse workplace.

The application process for many library jobs is through a shared portal (i.e. NeoGov), which streamlines attaching certain files that are associated with my profile – letters of reference, degree and certificate, unofficial transcripts.

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

√ Other: Invite me for an interview and offer me the job

How do you prefer to communicate with potential employers?

√ Email

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
√ The interview itself–how it’s conducted, the people i meet, etc.

√ Clear understanding of responsibilities

√ Potential relationship with supervisor and colleagues

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

Look at barriers to hiring and employment and be open to solutions that eliminate those barriers. For example, to attract long-distance applicants, consider video interviews. Don’t insist on a single “right” way to process every applicant, or assume that everyone will perform essential functions in exactly the same way.

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

Look beyond superficial impressions that an applicant might present, recognizing that the job-application structure does not duplicate the work environment.

What do you think is the secret to getting hired?

I hope the most significant factor is possessing the desired skills. A successful interview should establish the abilities of the job applicant. Beyond that, I think a lot depends upon the mindset and attitudes that have been brought together. Work and management styles, values held, even the other person’s “likability.”

Are you hunting for a new LIS job? Take the survey!

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 Academic, Archives, Job hunter's survey, Public, School, Special, Western US

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