Salary discussion is handled by the recruiter

Two men and a women use a machine with large sheets of paper
[Librarians feeding large sheets of paper through a machine at the Card Section of the Library of Congress, Washington, D.C.] From the Library of Congress

This anonymous interview is with someone who hires for:

√ Other: Graduate Medical Education

Title: Director, Knowledge Management & Scholarly Communications 

Titles hired include: Research Publications Coordinator, Education & Digital Initiatives Specialist, Medical Writer, Medicare Editor

Who makes hiring decisions at your organization:

√ The position’s supervisor 

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

√ Online application

√ Resume

√ CV

√ Proof of degree

√ Supplemental Questions

√ 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:

Create job description, send to compensation, send to recruiter, review applicants meeting requirements, interview applicants, extend offer to prefer candidate via recruiter

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

So very knowledgeable about information systems and architecture

Do you have any instant dealbreakers?

No energy, doesn’t ask questions

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

How they got along with co-workers

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ Only One! 

CV: √ As many as it takes, but keep it reasonable and relevant 

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

Not asking questions

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

Yes.  It is really no different than an in-person meeting

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?

Provide examples of happy clients and successful projects.  Have a good answer to “Why should I hire you”?

When does your organization *first* mention salary information?

√ Other: Salary discussion is handled by the recruiter

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

Lots of training, practice interviews

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

Leadership/management style,  culture, team and individual expectations

Additional Demographics

What part of the world are you in?

√ Southeastern 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?

√ 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, Other Organization or Library Type, Southeastern US, Urban area

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