This anonymous interview is with someone who hires for a:
Title: Reference Services Manager
Titles hired include: Reference Archivist, processing Archivist, outreach archivist, research analyst, archives tech
Who makes hiring decisions at your organization:
√ Library Administration
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
Online applications are reviewed by the supervisor and director to select the interviewees. Interviews are held with HR present. Supervisory positions will often have a second interview with the administration. Background checks are done before references are checked.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
The biggest wows are usually the people who don’t look as impressive on paper but interview really well. They have generally reviewed our website and general collections so were prepared to tie their experience to our situation- even things that don’t seem like they would be related.
Cover letters are the best way to point out how your experience is relevant (especially when it isn’t traditional) and is often what puts someone ahead of another person with similar levels of experience.
Do you have any instant dealbreakers?
If they ask for way more money than is posted for the position (we are government and salaries are pretty set to that range)
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
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?
Not being familiar with the job description or the basic information about the Institution
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes – try not to have obvious distractions and mute your phone (and don’t check notifications during the interview).
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?
Directly relate it to lines in the job description or to functions you notice on their website (collections, databases, outreach etc)
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?
I’m not sure we do anything beyond state mandated rules. We don’t have any features that eliminate anyone before they are seen by the supervisor. Current staff are very conscious about not discriminating (in various areas) and HR might have other ways/procedures that I am not aware of.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Any question that shows that they have thought about the actual position or working for the specific institution.
What part of the world are you in?
√ Midwestern US
What’s your region like?
Is your workplace remote/virtual?
√ Never or not anymore
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?
Include a cv and relate your experience to the job description
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.