It’s a good process, no complaints

Robert Stanley Dollar, Jr., Robert Stanley Dollar, Sr., and Jeanne Nichols, Librarian at Capt. Robert Dollar World Trade Library. From UC Berkeley Library Digital Collections.

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Campus Librarian

Titles hired include: Reference & Instruction Librarian, Campus Librarian, Dean of Library Services

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

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

√ Other: VP of Academics & President of College

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

√ Online application

√ CV

√ References

√ Proof of degree

√ Supplemental Questions

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

Hiring committee of peers & Dean of Libraries

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

They were confident, knowledgeable, and direct/professional with their answers

Do you have any instant dealbreakers?

If they’re confused easily, stress out over simple questions, or say something racist/sexist in the interview

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

it’s a good process, no complaints

How many pages should each of these documents be?

Cover Letter: √ Only One!  

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?

underestimating the job responsibilities

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

Yes. Speak clearly, repeat the question to make sure you’re answering correctly, other than that… good luck. Virtual interviews all suck.

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?

If you sound like you don’t have any idea what we do, you’re not getting the job. If you sound like you understand what you’re in for, any application of your personal experience can help you.

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?

HR reviews the first round of on-paper candidates and requires certain protected-status candidates to get an initial interview in the 2nd round.

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

Relevant questions that are unexpected are always good. Asking about the working relationships & culture is good too

Additional Demographics

What part of the world are you in?

√ Southeastern 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?

√ 201+

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, 200+ staff members, Academic, Southeastern US, Suburban area

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