Unable to articulate what they will bring to the job

View of researchers using the Schomburg Collection From the New York Public Library

This anonymous interview is with someone who hires for a:

√ Public Library

Title: Assistant Director

Titles hired: Librarian, Library Assistant, Supervisor

Who makes hiring decisions at your organization:

√ The position’s supervisor

√ A Committee or panel

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

√ Cover letter

√ Resume

√ References

√ Proof of degree

√ Oral Exam/Structured interview

√ 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:

We post the job ad, review resumes, conduct interviews with 3 to 5 candidates, possibly conduct second interviews with two or three candidates, select one.

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

Well-written cover letter that addresses the specific job, well formatted résumé, solid relevant job experience. Understanding of library work.

Do you have any instant dealbreakers?

Lack of required skills, experience, or education.

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

Whether they plan to stay long term or if this position is just until something better comes along.

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

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

Being late, unable to articulate what they will bring to the job.

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

We have, due to Covid. They should be sure to check out their technology before the interview starts to make sure it is working properly.

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?

What I look for in this situation is that they have solid customer service experience, such as retail, restaurants, and the like. Showing us that you understand that Library work is fundamentally customer service-based is important.

When does your organization *first* mention salary information?

√ Other: We often mention in the ad that we need the states salary guidelines.

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

We are currently working with a DEI consulting firm to improve in this area.

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

They should ask what a typical day looks like, and what the management style of their supervisor is.

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Urban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 51-100

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Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Northeastern US, Urban area

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