The most common mistake the hiring body makes is not sending the questions for a phone interview in advance

Larry Eames (he/him/his) is an Instruction Librarian based in Colorado Springs. 

He is a chronic search committee member and a part of the CU system Search Advocate Program which aims to reduce bias in the hiring process and enhance equity and diversity in hiring practices. He tweets @liblarrian.

Please briefly describe the hiring process at your organization and your role in it:

A search committee is convened after the job description has been written by the supervisor of the position in question. In this meeting the dean (hiring authority) and the supervisor of the position lay out their expectations for the process. The job is then posted for 5-6 weeks before the priority deadline. The chair of the search committee is let into the HR system to be able to answer questions candidates may have about their applications throughout the process but the rest of the committee is only let into the talent acquisition portal after the priority deadline. Ideally every committee member reviews all applications, but if there are too many the chair will segment the applications so at least two people review each. Based on a rubric in which the candidates are rated y/n on the minimum qualifications and on a 1-5 scale for the preferred qualifications 10 or so candidates are selected for a “phone screener.” This is actually over Teams or HireVue. Based on those interviews, the committee convenes again to choose 3-4 people to invite to campus for in-person interviews. These usually go for about a day and include meetings with the department the position is in, the dean, other relevant stakeholders, and a job talk. The committee convenes after these on-campus interviews to rank the finalists and deliver pros and cons for each to the dean who makes the final hiring decision. I have been a search committee member in this process and am currently a search committee chair.

Titles hired: Electronic Resources Acquisitions Professional, Associate Dean, Online Learning Librarian, Instructional Assessment Librarian

Who makes hiring decisions at your organization:

√ Library Administration

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

√ Other: EDI statement, portfolio if relevant

Does your organization use automated application screening? 

√ No

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

They told their story really well in their cover letter. They addressed each element of the required and preferred qualifications clearly so we didn’t have to read between the lines and they narrated their experience rather than regurgitating their cv.

Do you have any instant dealbreakers?

Not respecting patron privacy/generally not adhering to professional ethics.

What do you wish you could know about candidates that isn’t generally revealed in the hiring process?

n/a

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

Resume: √ As many as it takes, but keep it reasonable and relevant

CV: √ As many as it takes, but keep it reasonable and relevant

What is the most common mistake that people make in an interview?

I think the most common mistake the hiring body makes is not sending the questions for a phone interview in advance. I think the mistake that candidates make most frequently is not pausing to consider their answers when they need to. It’s 100% ok to say “I need a moment to think about that” and then answer and to ask any clarifying, follow up questions.

Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?

We conduct virtual first round interviews. I don’t think I have anything to add beyond basic advice: watch your lighting (it’s good to be able to see your whole face and not have any campfire shadows) and sit comfortably. Sitting comfortably will help you present your best self.

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?

Make clear statements about how your paraprofessional, non-volunteer, and non-library work reflects the qualifications listed in the job description. Don’t make reviewers read between the lines.

When does your organization *first* mention salary information?

√ It’s part of the job ad

Colorado requires salary transparency by state law.

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

We use a rubric to ensure we are all using the same language and standards to evaluate candidates. We also explicitly discuss common ways for bias to enter the hiring conversation like “cultural fit.” In the search committee I’m currently chairing, we’ll be introducing a new, uniform mechanism for gathering feedback from non-committee members during the on-campus interview.

In my experience, we do a good job of mitigating bias, but there are still structural issues and I think I would have to have a fully external perspective to identify all of them. In the search I’m currently involved in I was able to eliminate most of the physical requirements listed in the job description but unfortunately couldn’t fully eliminate the category. As this is my first time chairing, something I’m being especially proactive about looking for are ways we might make assumptions about candidate needs especially around accessibility.  

At the system level, I went through training to join the Search Advocate Program which aims to enhance equity and inclusion in the search process. This is still a nascent program for us so I have yet to see how that will be put into practice on my campus, but I gather that the intention at the very least is to have a trained search advocate on every search committee to promote better, more inclusive, less biased searches.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

What was the most controversial thing to happen on campus or in the community recently? What is your organization’s strategy for retaining diverse talent? How did this position come open?

Additional Demographics

What part of the world are you in?

√ Southwestern US

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 11-50

Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

1 Comment

Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Academic, Southwestern US, Suburban area

One response to “The most common mistake the hiring body makes is not sending the questions for a phone interview in advance

  1. Pingback: Hiring Better: Search Advocates | Hiring Librarians

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.