This anonymous interview is with someone who hires for a:
√ Academic Library
Title: Discovery Librarian
Titles hired include: E-resources & Scholarly Communication Librarian, Library Associate III: Serials, Senior Project Manager (IT), Assistant ant Director for Education and Research Services
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: We take feedback from all staff members and have a coffee time where everyone can meet the candidates
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Supplemental Questions
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
√ A whole day of interviews
√ A meal with hiring personnel
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
We have a search committee that reviews resumes, works with HR to determine candidates, and spends either a half day (for Support Staff) or two days (for Librarians) with each candidate. Every staff member is invited to at least one meeting with each candidate, whether that be a presentation, a meal, or a coffee gathering (which is more like an open q&a session). I’ve served on several committees and as part of the general feedback group for numerous candidates.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were prepared, calm, and confident.
Do you have any instant dealbreakers?
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Their ability to work in teams.
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
What is the most common mistake that people make in an interview?
Divulging too much information.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
No, we hired in person, even during the pandemic.
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?
Transferable skills need to be phrased in the language of the industry one is transferring to, rather than the industry of origin.
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?
Training with HR, lists of “do’s” and “don’ts” and conversations among committee members. However, many opinions (and therefore, much feedback) are based on impressions rather than job skills. We constantly need to refocus on what we’re hiring for, not who we want to hang out with.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Office culture, benefits, typical workdays, and “a day in the life.”
What part of the world are you in?
√ Midwestern 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?
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