Showing up to the interview drunk. Yes, that has happened. Lol.

Reception at the Annual Meeting of the American Association of Law Librarians. Washington, DC. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Director 

Titles hired include: Assistant Director, programming librarians, clerks, shelters, custodians

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

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

√ Cover letter

√ Resume

√ References 

√ Oral Exam/Structured interview 

Does your organization use automated application screening? 

√ No 

Briefly describe the hiring process at your organization and your role in it:

We ask candidates to submit a resume and cover letter, I review (with other staff help, depending on the position). I use a rubric to evaluate resumes of qualified candidates. Invite for in-person interviews, and I use a rubric to evaluate interviews. I am the director and have the final decision. I often delegate that decision to my Assistant Director for clerk and shelver positions. 

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

Quick thinker, evidence of innovative thinking and overall high level of competence and confidence. 

Do you have any instant dealbreakers?

Showing up to the interview drunk. Yes, that has happened. Lol. 

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

Hard to define. You don’t know a person until you work with them. 

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  

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

Occasionally. The setting matters… make sure your sound/microphone works well, show that you’re comfortable with the technology. 

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 depends greatly on the hiring agency. We may focus on customer service skills, but another agency may focus on educational level or skills. Read the job ad and job description closely and look for their values. Focus on highlighting how you meet those priorities. 

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?

We use rubrics for comparing candidates. 

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

Ask about priorities for the position, what the job looks like in the day-to-day, how much public service time vs project time you’ll have. Show that you are interested in the details of the position and in the work, not just the paycheck. 

Additional Demographics

What part of the world are you in?

√ Western US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 11-50

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, 10-50 staff members, Public, Suburban area, Western US

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