Jaime Taylor is the Discovery and Resource Management Systems Coordinator at UMass Amherst. Her professional interests include the racialized and gendered nature of librarianship, rethinking librarian education, flattening institutional structures beyond what is currently fashionable, and providing library services in unconventional settings. Her non-professional interests include bicycles, cats, and old houses.
Briefly describe the hiring process at your organization and your role in it:
I have chaired two search committees at my current organization. At my library, hiring is done via committees, which work with library admin to conduct the search & interview process, then make recommendations to the hiring authority (that is, the Dean of Libraries) about which candidate to offer the position to. Committees have 3-5 members, and include both librarians and paraprofessional staff, per our union contracts. For librarian positions, we usually have a phone interview round & then a finalist round of on-campus, full-day interviews, including a presentation by the candidate to library staff. We have recently begun revamping our processes with a DEI/justice lens, and so this process is under renovation.
Titles hired include: ILS/LSP administrator; collections analysis librarian
Who makes hiring decisions at your organization:
√ Library Administration
√ A Committee or panel
Note: The committee makes recommendations, but the Dean of Libraries has the final decision.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
√ A whole day of interviews
√ A meal with hiring personnel
Does your organization use automated application screening?
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They had thorough answers to questions about soft skills — the why & how questions; questions about justice, inclusion & equity; and demonstrated through their answers introspection about their work. They showed a growth mindset, through the research & other professional development they do, as well as through their interests inside & outside the library. They showed interest in cross-departmental connections & shared library/university governance.
Do you have any instant dealbreakers?
Since I work for the state & hire other state workers, if a candidate does not meet the minimum requirements listed in the job description I *cannot* hire them, even if they make a very compelling argument that would be convincing in another setting.
Displays of subtle or overt bias or discrimination, especially against existing library staff. I have hired a young trans woman, for example, and we have workers of color and queer workers thorughout the library. I will not endanger my coworkers through my hiring decisions.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
I wish I had better ways of sussing out which candidates will actually be able to quickly grow into a role that is a step up the career ladder or involves a new skillset. I’ve had libraries take that chance on me, and I think it worked out well for both me and the institution, so I’d like to be able to extend the same when I’m doing the hiring. Anyone can say that they are lifelong learners & relish a challenge, but it’s harder to concretely prove that someone will be successful at something they don’t yet know how to do.
How many pages should each of these documents be?
Cover Letter: √ As many as it takes, but keep it reasonable and relevant
Resume: √ As many as it takes, but keep it reasonable and relevant
CV: √ As many as it takes, but keep it reasonable and relevant
Note: Two pages max each for resume/CV & cover letter is probably the sweet spot for early to mid-career positions. In a digital environment, keeping each to only one page isn’t important.
What is the most common mistake that people make in an interview?
Not answering the questions I am actually asking! Please find a way to give a substantive answer to my actual question, even if you don’t have the particular qualification I am asking about. I want to hear specificity and details to know that you know what you are talking about.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We are actively trying to make this as equitable and stress-free as possible! As long as we can hear each other, it’s all good.
Virtual or phone interviews make it much easier to have notes on hand to refer to as you speak — take advantage of that!
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 a convincing argument that your skills & experience translate. Tell me why it makes sense. Be confident in them and sell it to me. Customer service experience is always relevant, for example, even if you are only communicating with coworkers.
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?
We have rewritten job descriptions to allow for more kinds of experience to be applicable. We actively advertise in places that are relevant to wider, more diverse audiences. I personally cultivate a diverse professional network & use it when hiring. We have an orientation session for the search committee at the beginning of the process to reinforce methods of bias reduction & have checklists & exemplars to refer to.
But, since the library is largely staffed by white people, the collective networks of staff are mostly also white. We see names & other possible ethnic identifiers on applications. We are currently understaffed & in a rush to hire, so we may not think we have the time to slow down a process enough to give it proper attention with an anti-bias lens.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Please ask something, anything! It looks bad if a candidate has zero questions. Ask us about the culture and supervision style of the unit the position is in. Ask us about what kind of professional development opportunities there are. Ask us why we chose to work at this library. Ask us what exciting projects or changes are on the horizon. Use your questions to show us that you are curious & forward thinking & are aware of trends in the library world.
It’s important that candidates know we are part of active unions governed by collective bargaining agreements, and that we are state workers. These two facts govern the choices a candidate has once they’ve been offered a position – negotiation, selection of benefits. Candidates should also know that unions are only as strong as their members, so expect to be involved in making our institution the best workplace it can be.
What part of the world are you in?
√ Northeastern US
What’s your region like?
Note: New England rural, not flyover state rural, though.
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
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?
Don’t apply for positions that aren’t a good match to your experience & skills. It’s a waste of your time & ours. Instead, spend more time honing your application materials & interview skills for positions that are a close fit.
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