This anonymous interview is with someone who hires for a:
√ Special Library
Title: Manager, Information Resource Center
Titles hired include: Research specialist, assistant
Who makes hiring decisions at your organization:
√ Library Administration
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Hiring goes through HR, but they essentially send me all applicants to review. While I make all decisions, HR is also involved in the interviewing process, and handles things like background checks and references. The interviewing process is generally 1.5 hours, with the first half being myself and HR, and the second half being peers of the interviewee.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were impressive because they had a deep knowledge and interest in the field. It was clear they weren’t just applying for every job that they could, but only those that really met what they were looking for.
Do you have any instant dealbreakers?
I have not yet had one.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not being prepared. Know the role you are interviewing for, and the organization.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We have, but rarely.
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?
We often hire librarians like this, as our field (legal) is very small in our community. Make it clear that you have an actual interest in the area.
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?
We are committed to the Mansfield Rule (guidelines for hiring in law firms), as well as posting jobs within various diversity groups within our region.
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 201+
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