Benefits. They vary a lot and may not be a good fit for you

Photograph of Dr. Wayne C. Grover, Archivist of the United States, and Dr. Luther Evans, Librarian of Congress, Unveiling the Shrine. National Archives

This anonymous interview is with someone who hires for a:

√ (Corporate) Archives

Title: Archivist

Titles hired include: Associate archivist, information architect

Who makes hiring decisions at your organization:

√ The position’s supervisor 

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

√ Online application 

√ Resume 

√ References 

√ More than one round of interviews 

Does your organization use automated application screening? 

√ No 

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

After applying online, candidates are narrowed down by recruitment and the supervisor of the role. Depending on the role, there’s the recruitment interview, supervisor interview, and the team interview. A selection is made and the offer stands for a few weeks

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

They had a detailed plan, as if they already had the job.

Do you have any instant dealbreakers?

Rudeness or disrespectful of team mates 

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

How they will communicate when stressful personal matters are affecting their work and how we can support them

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 preparing their own questions

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

Yes, to not stress out about your background environment if you couldn’t find a peaceful place. Sometimes, homes are chaotic

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?

Apply it to the role. There’s always transferable skills

When does your organization *first* mention salary information?

√ Other: Only brought up when there’s an offer or is asked during the interview.  

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

Recruitment goes through training and we’re audited by a 3rd party

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

Benefits. They vary a lot and may not be a good fit for you

Additional Demographics

What part of the world are you in?

√ Western 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+

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, 200+ staff members, Archives, Urban area, Western US

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