This anonymous interview is with someone who hires for a:
√ Academic Library
Title: Collections Manager
Titles hired include: Gallery Monitor, Student worker
Who makes hiring decisions at your organization:
√ Library Administration
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ Oral Exam/Structured interview
√ A whole day of interviews
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
We submit a requisition to HR, noting that this position is specifically for student workers. They post it on our website, and all applications come directly to the position supervisor, who arranges interviews and hires candidates.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were outgoing, and didn’t hesitate to look me in the eyes. They were clearly nervous, but not enough to throw them off. They readily answered questions and displayed interpersonal skills, making small jokes and smiling a lot.
What are your instant dealbreakers?
Not displaying skills- whether it’s on your resume or in the interview, if you can’t tell me why you’d be a good addition, it’s not going to work out.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Their work ethic.
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: √ Two is ok, but no more
What is the most common mistake that people make in an interview?
Being too nervous to look me in the eye. Answering a question too quickly without thinking a little more.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Pick the right background! Don’t be in bed, and present yourself as if you were at an in-person interview. Check everything on your computer beforehand- sound, video, background, lighting.
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?
If a candidate is unfamiliar with the type of work done in a library, ask! For example, if the candidate previously did typical office work, I would want to know that they’re familiar with multi-line phones and learning a particular organizational system. So if the candidate asks what a typical day is like at my library, I would throw out a few basic tasks. Then they could demonstrate their skills in those areas.
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?
Unfortunately, we are incredibly behind in that process.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I want a candidate to ask deep details about the job- upcoming projects, how they can succeed in this role. I want us to talk about their personality and goals, and make sure a potential hire is a good fit. A candidate should ask not just about the job itself, but the culture, the hours, the pay.
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 0-10
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