This anonymous interview is with someone who hires for a:
√ Public Library
Titles hired include: Program Coordinator, Library Assistant, Summer Reading Program Coordinator
Who makes hiring decisions at your organization:
√ Library Administration
Which of the following does your organization regularly require of candidates?
√ Cover letter
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
Post a job, schedule an interview, make a preliminary decision, check references, make an offer. I am involved at all levels.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Able to anticipate needs–either from a customer service perspective or a library perspective. And a strong service orientation–patrons are not “interrupting” your work they ARE your work.
Do you have any instant dealbreakers?
We do request a criminal record check. Also if a routine social media scan or other screening reveals a belief in conspiracy theories or misinformation, a library is not an appropriate workplace for that person.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they’ll mesh with the team. Whether they’re someone who has good work follow-through or skates by on charm and personality.
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: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
Honestly, not prepping at all. No evidence that they’ve looked at the library’s website, know about its services, or have opinions on how things might be done or what the library is doing well/poorly.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Don’t be afraid to ask follow up questions. Interest in the institution and the particular place of employment goes a long way.
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?
It really depends what skills I’m looking for. Library Assistant skills can be taught. Library values and knowledge about the library ecosystem are valuable for more senior positions since we have a small team without a lot of time/budget for getting people up to speed. In general though strong service orientation, strong technology skills, and willingness to jump into anything right away (flexibility and enthusiasm) are things that I consider to be important.
When does your organization *first* mention salary information?
√ It’s part of the information provided at the interview
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
We try to hire to reflect our community and specifically for more diversity on staff. In terms of actual mechanisms, we have an equity statement on job ads and sometimes we post the positions with organizations that have connections in various communities, but that’s really about it. Put like that, it sounds like we should be doing more.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Something that makes it clear that they understand the position, know something about the library in relation to that position and that they’re interested in learning more about the library, the community, the work and have something to contribute.
What part of the world are you in?
What’s your region like?
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
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