This interview is with someone who hires for a:
√ Public Library
Title: Assistant library director
Titles hired include:
Librarian. Library supervisors. Library aides. Library generalist. Lots of stuff.
Who makes hiring decisions at your organization:
√ Other: Supervisor recommends, director has final approval.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Supplemental Questions
√ More than one round of interviews
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
Review job post and supplemental questions to make sure we are presenting job well/getting info we need. Post/promote. Review applications. Phone screen top 5-10. Interview with 2 people 3-5. Final interview with director, more casual meeting with more stuff 1 or maybe 2. Call references. Sent to HR for hire, background check, etc.
What are your instant dealbreakers?
1) Incomplete application. Blow off online application and say stuff like “see resume”.
2) Lots of errors. I once had a candidate spell their own name wrong (multiple spellings of their name in application process)
3) Application and resume don’t match. Say you have 5+ years of customer service, doesn’t translate to anything you listed.
4) People who say stuff like “I want to work in a quiet and calm library because I love to read.”
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
If you live far away, acknowledge that and say, “I want to relocate.” Sometimes I fear they don’t know where we are located. Or they just want any job, not this job. Or not this location. Do you WANT to live in this state?? Do you understand the cost of living here? Does this region of the country interest you? Why are you even applying?
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
They don’t come with questions for us. They haven’t even looked at our website to find out about us. Challenge me- ask why I like working here. Ask how we responded to COVID. Ask about our new building project. Ask about something that relates to the job. Ask to see your future work space. Ask me something!
Talking super negative about former employers. Think ahead about how you want to frame stuff. You know there will be some kind of questions that touches on your past work. If you don’t want to work for “a jerk”, try to ask questions that get to what matters to you. Ask what they do to try and help employees succeed. Ask what they do if an employee is struggling. Ask how they respect work /life balance. Interviewing is like dating. You don’t want to marry the wrong person as much as they don’t want to marry the wrong person.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We did for sure during COVID. And will for distance candidates for first round of interviews. They should still put in effort. Don’t wear a baseball cap and T-shirt (real example). I know it is not ideal or fair, but try to get a neutral background. Seeing a closed door right behind you is better than a messy kitchen. If we want a second interview we expect you to come in person. And I expect that you will be able to make an in person interview happen within a 2 week(ish) period. (See long distance applications issues above)
How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?
Work on tech skills. You don’t have to have a degree. You can learn excel from online stuff. Customer service experience is highly valued. If you have worked waiting tables you for sure can deal with someone fighting about a $0.10 fine. Don’t be afraid to lean in on those past experiences. I value those experiences. So should you!
When does your organization *first* mention salary information?
√ It’s part of the job ad
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
Working on this. Have really been pushing staff about how they view (for example) education. If job calls for high school diploma or equivalent- that is either met or not met. You don’t get “extra points” for a college degree or masters. Very much trying to figure out how to get our job ads out to our diverse community. Would love article about this!
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I address this above.
What part of the world are you in?
√ Southwestern US
What’s your region like?
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
If no one is calling you, your application is probably boring or generic. You can set yourself apart by valuing your past experience and bragging on it. The only person who is there to tell me how awesome you are is YOU! You didn’t work as a waiter from 2015-2019 at Denny’s. You worked in the 15th busiest Denny’s in the state. You were promoted to shift manager. You talked your boss into getting a second soda machine. You regularly juggled up to 8 tables. You have a customer satisfaction rating of 4.4, which was the highest at that branch. Tell me how awesome you are!!
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