This anonymous interview is with someone who hires for a:
√ Archives
√ Public Library
Title: Head of Special Collections
Titles hired include: Archivist (I-III), Lead Archivist, Librarian (I-IV), Senior Library Specialist
Who makes hiring decisions at your organization:
√ HR
√ Library Administration
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ References
√ Proof of degree
√ Supplemental Questions
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
Referred applications from (non-library) HR sent to hiring manager. Revise/update job posting and interview questions. Select applicants for interview. Interview with a panel. Score and select candidates for either an offer or second round interviews (dependent on position). Reference check, including request for copies of transcripts. HR completes background check and offer.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Confident, energetic, focused, poised, had clearly done their research about the organization and the position.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Workplace preferences and current work/professional priorities
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?
Not researching the organization, not being familiar with the job posting
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Test out your setup ahead of time. Just like with in-person presentations, have a back up plan.
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?
Involvement in the library professional associations, volunteer work in the areas of interest, educational training and development (from full degree program to one-time workshops)
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?
Required training and completion of acknowledgment form before joining a hiring panel
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What is a typical workday for this position?
Additional Demographics
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Never or not anymore
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