And we are still hiring mostly white candidates for all positions.

Librarian Augusta Baker showing a copy of Ellen Tarry’s “Janie Belle” to a young girl at the library. From the New York Public Library

This anonymous interview is with someone who hires for a:

√ Public Library

Title: Branch Manager

Titles hired include: Library assistant, senior library assistant, principal library assistant, librarian, branch manager

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

√ Employees at the position’s same level (on a panel or otherwise)

√ Other: County administration, library commission (governing board)

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

√ Online application

√ References

√ Proof of degree 

Does your organization use automated application screening? 

√ No 

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

I work in a medium urban/suburban county public system. Application required. Typically one interview with a panel of three, the supervisor and two staff at same or higher titles. Successful candidate approved by library commission and county administration. Can take 4-6 weeks to notify candidates. 

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

Expressed empathy, no direct library experience (was for a library assistant job) but demonstrated strategic thinking, problem solving, ability to help patrons figure out our systems 

Do you have any instant dealbreakers?

I tend to pick out a “most important question” in the interview that really gets to the heart of what’s important for this person for this role. For my branch, it’s the question about what challenges an urban library faces, and how the candidate might address them on a personal and professional level. A weak answer on that question is hard to overcome. 

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

Even though we only require an application, at least a cover letter is so helpful. Please practice responses to likely questions ahead of time. If you’re an internal candidate, pretend we don’t know you. Ask at least one good question of us, and not just “when can I expect to hear back.” 

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ We don’t ask for this  

CV: √ We don’t ask for this  

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

Their only question for us is “when will I hear back.” It’s a fair question! But we’d love to answer more.

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

Yes. Nothing really – I think we all recognize we’re all doing the best we can with this. Some colleagues expect candidates to have video on but I wish we could come to a consensus that this isn’t necessary – we shouldn’t ask about or discriminate based on internet bandwidth. 

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?

Candidates with retail and food service experience are amazing! Talking about how you provided good service in these challenging jobs is the best – please don’t hold back. 

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?

Insist we write down candidate answers word for word as much as possible. We are instructed to base hiring justifications on interview answers and applications, nothing else. I still see age related bias, on both the younger and older ends of the spectrum. The thing about insisting cameras be on for virtual interviews is no good. And we are still hiring mostly white candidates for all positions. 

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

What’s a typical day like, how are staff supported by supervisors, do you feel this is a healthy workplace. Our organization in general does its best, but due to the political climate salaries and vacation for new hires are egregiously low and we have long, long vacancies when people leave. Everyone, especially managers, are stretched very thin. 

Additional Demographics

What part of the world are you in?

√ Northeastern US  

What’s your region like?

√ Urban

√ Suburban 

Is your workplace remote/virtual?

√ Other: Only remote for most meetings and interviews

How many staff members are at your organization?

√ 101-200 

Author’s note: 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.


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Filed under 1 A Return to Hiring Librarians Survey, 100-200 staff members, Northeastern US, Public, Suburban area, Urban area

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