This anonymous interview is with someone who hires for a:
√ Academic Library
Title: Head of Cataloging
Titles hired: Reference Librarian, acquisitions, circulation
Who makes hiring decisions at your organization:
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
It’s a disaster. A committee makes and recommendation and the director ignores it.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Currently, we’re over 300% turnover since 2016 and cannot attract candidates.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ As many as it takes, but keep it reasonable and relevant
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
we have for COVID but are starting to perform on campus interviews
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?
When does your organization *first* mention salary information?
√ We only discuss after we’ve made an offer
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
We have a DEI statement that is ignored
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What happened to the the last three people that had this job?
What part of the world are you in?
√ Southwestern US
What’s your region like?
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
One response to “Currently, we’re over 300% turnover since 2016 and cannot attract candidates.”
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