Skills are transferable, so I would rather see a candidate understand their capabilities rather than have exact experience.

Headshot of Beth Walker

Beth Walker (she/her) is a Senior Librarian at the Haymarket Gainesville Library in Prince William County Virginia. She received her MLS from UNC-Chapel Hill and her undergraduate degree from St. John’s College, which is known for its distinctive Great Books program. 

She lives in Haymarket with her spouse and two cats.

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

The supervisor of the position creates a hiring profile, laying out the main duties of the position and desired qualifications/experience. An ad is created and posted. HR uses an automatic screening system for minimum qualifications. Then an HR subject matter expert additionally screens the remaining applications to verify qualifications. All remaining applicants are interviewed. The interviews are scored based on responses demonstrating skills and experience. The top scorer is sent a “ban the box” question via email, and then references are called. References must be current and/or former supervisors. If the references check out, the top candidate is offered the position. Alternates may be selected by the hiring manager, so if the top candidate does not accept the position or leaves within 6 months, then the alternate may be considered.

Titles hired include: Librarian, Library Assistant, Library Technician, Library Page

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor

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

√ Online application

√ References

√ Supplemental Questions

√ Oral Exam/Structured interview

Does your organization use automated application screening? 

√ Yes

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

Provided good, clear examples in the interview of their skills, even if they did not have direct experience for the proposed questions. Skills are transferable, so I would rather see a candidate understand their capabilities rather than have exact experience.

How many pages should each of these documents be?

Cover Letter: √ Only One! Note: We accept cover letters and resumes, but mainly focus on the electronic application submitted

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?

Not providing enough details to answer the question. Also, repeating the same examples or going into too much detail about one aspect and then neglecting other areas (saying “I don’t have an answer for that” after spending 10 minutes on the previous question). It also helps to show enthusiasm for something other than “loving books”. Don’t rely only on your resume to demonstrate your skills. 

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

Have a good internet/audio setup. Otherwise I don’t really factor in setting (to the extent that I don’t even care about how a person dresses, or what the background looks like). I prefer not to have interruptions (animals, people), but you can always let me know if you are in a space that might not afford the same level of privacy as an in-person interview. 

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?

Again, skills are transferable, so try to give examples of what you have done that are similar to what the hiring manager is looking for. You may want to think outside of the box and maybe write out in advance some examples to refer to. I also accept personal life experiences as examples, even though it can’t necessarily be verified via references. Anything related to volunteer work, involvement in community organizations or church activities, or even jobs you may have had previously that were not library-related. We are always looking for people who are good interacting with other people, are able to follow instructions and relate that to other people, and have some experience with technology. 

When does your organization *first* provide 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?

Managers in our organization are required to take an Equal Employment Opportunity training every year to identify the various kinds of discrimination and how to avoid it. Hiring managers don’t see the applications until they are screened through, then all qualified candidates are interviewed. We try to score candidates based on only their responses, but obviously this is where potential discrimination can occur. Like many libraries, ours trends heavily white and female, which can contribute to implicit bias. However, hiring panels always include at least two managers and the scores must agree within a certain range. We use a competency matrix to score, so if the scores are too far apart you have to justify why the candidate’s responses scored higher or lower. 

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

Ask about the team and growth opportunities. Also, ask any questions you really want to know, because you are also interviewing our organization for fit. Since our library is a part of the county government, there can be quite a bit of bureaucracy involved, so if you are unfamiliar with that type of work environment ask about it. 

Additional Demographics

What part of the world are you in?

√ Southeastern US

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

√ Other: Certain positions can occasionally telework, but it is mostly in person

How many staff members are at your organization?

√ 201+ Note: Our system has 11 branches; the larger branches have about 20-30 staff, and the smaller branches around 5, supplemented by volunteers

Is there anything else you’d like to say, either to job hunters or to me, the survey author?

Don’t underestimate your own worth! It can be uncomfortable to talk about yourself, especially if you are worried that you are not exactly qualified, but sell up everything you can think of that is relevant to the job description. Particularly in the paraprofessional positions, managers can see your potential if you give good examples of skills. If you are applying for a public-facing position, make sure to highlight any customer service experience you may have. Write down some examples of things you have accomplished and are proud of, and use it in the interview. If you are more experienced, don’t be afraid to show the full extent of your knowledge, but be willing to demonstrate that you still enjoy learning. 

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Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Public, Southeastern US, Suburban area

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