This anonymous interview is with someone who hires for a:
√ Academic Library
Title: Sr. Manager, Learning Support
Titles hired include: Distance Education Librarian, Digital Media Librarian
Who makes hiring decisions at your organization:
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ More than one round of interviews
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
Initial applicant screening by HR, followed by phone interview with supervisor (me), followed by panel interview, followed by selection through panel review/discussion
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Clear passion coming through in the responses, very genuine.
Do you have any instant dealbreakers?
Evidence of not having a service-oriented mentality
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How much they truly care about serving students to the best of their ability
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
What is the most common mistake that people make in an interview?
Coming off overly confident or cocky
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes, because we serve an online university, the ability to connect virtually is critically important. Show the same level of interest and engagement you would in an in-person interview. Watch your body language the same way as well.
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?
Having experience in customer service goes a long way, particularly if you can share anecdotes about going above and beyond to serve.
When does your organization *first* mention salary information?
√ It’s part of the information provided at the interview
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
Review the application packets before looking at the candidate’s name.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What part of the world are you in?
√ Western US
What’s your region like?
Is your workplace remote/virtual?
How many staff members are at your organization?
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