This anonymous interview is with someone who hires for a:
√ Academic Library
Title: Curator of Special Collections and Archives
Titles hired: Processing Archivist, Dance Archivist
Who makes hiring decisions at your organization:
√ Library Administration
√ The position’s supervisor
√ A Committee or panel
√ Employees at the position’s same level (on a panel or otherwise)
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Oral Exam/Structured interview
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
√ A whole day of interviews
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
For staff, there is a posting that is reviewed prior to posting by supervisor and HR director, then posted to a variety of library and state job boards. The committee reviews all applicants for qualifications (req or preferred) and decides on a pool to interview virtually. The committee does virtual interviews with candidates, and decides on the candidate they would like to make an offer to, after checking references of the top candidate/s. They make a verbal offer contingent on a background check. The candidate, supervisor, and hr director discuss salary and a pay rate in the posted range is decided upon and if the candidate accepts, a formal offer letter with a start date is created and signed. The faculty process is similar but far more involved, and has 2 rounds of final interviews, one that is short, and a final that is the equivalent of half a day (and still virtual). The committee brings the final candidates to campus after the offer has been made, and the candidate decides after the visit.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Framing challenges positively, actually speaking to the position in the application materials.
Do you have any instant dealbreakers?
Indicators that someone is overly critical in unproductive ways. I want to hear criticality from candidates, it’s a form of problem solving, but I do not want constant, unproductive negativity.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they treat people who are more vulnerable than they are.
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
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 speaking to the position announcement, being too general.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
The usual. Make sure we can hear you.
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?
All leadership in all roles is relevant. A LOT of people who have never directly supervised people have leadership experience, from school, from life. Writing documentation, training, being a ‘team lead.’ Use it. Play it up.
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 don’t de-identify application materials, and should.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What kind of support they can/should expect.
What part of the world are you in?
√ Southwestern US
What’s your region like?
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?