This anonymous interview is with someone who hires for a:
√ Special Library
Titles hired include: Bibliometrician, Bioinformatician, Data Scientist, Informationist, E-learning Librarian
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?
√ Online application
√ Proof of degree
√ Supplemental Questions
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
HR screens for qualifications and fit with job announcement. Hiring manager identifies candidates from HR list and forms an interview panel. Candidates interview virtually and give a 10 minute presentation related to the area for which they are being hired. Panel gives numeric rating for key competencies covered during interview. Regardless of panel numbers, hiring manager makes the final decision.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Impressive candidates are highly qualified, confident, excellent communicators, and interested in the organization.
Do you have any instant dealbreakers?
Clear when the candidate hasn’t done any background on the organization or the position.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How the employee will fit with their colleagues.
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: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Talk too long and don’t read the room.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Make sure technology is tested and set up for the virtual environment (sound, lighting, background, etc). Find a way to connect with the panel even in this situation during informal chat before formal interview starts. Even remotely people want to get a sense of your personality.
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?
Make sure your resume demonstrates impact and success doing what is required for the job being advertised.
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 has EEO rules in place. Hiring panels are diverse.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask something that shows you know about the organization and demonstrates your interest in a particular position. What does success look like in this position? This gives you an idea of what the expectations and vision are for the group doing the hiring.
What part of the world are you in?
√ Northeastern 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?
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
More and more positions in libraries require specialized skills and there may be non-MLIS graduates filling these positions. Certificates or continued education in specialized areas are increasingly being valued.
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