This anonymous interview is with someone who hires for a:
√ Academic Library
√ Archives
Titles hired include: Collections archivist, archives director, 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
√ Resume
√ References
√ Proof of degree
√ More than one round of interviews
√ A whole day of interviews
√ A meal with hiring personnel
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Committee crafts job description, admin approves, committee reviews all applications (resume, cover letter) and culls to 6-9 phone interviews, then 3-4 full-day interviews (usually in person but have been via Zoom recently).
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They made a good case for their ability to contribute to a team and they understood why they worked, not just how to follow instructions.
Do you have any instant dealbreakers?
Too much reliance on a manager telling you what to do, lack of curiosity
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they handle disagreement or adversity.
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
Resume: √ Two is ok, but no more
CV: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
Answering questions with a yes or no. This is your chance to tell us about your work and ideas!
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
It’s hard not to talk over people in a Zoom meeting. Take a brief pause before speaking if you can. Don’t worry about avoiding awkwardness. Everyone feels a little weird!
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?
Never apologize for your experience or try to hide it! Lots of people have the degree, but very few have other experience and make a great case for how it makes them a better, more well-rounded candidate. Explain yourself as a whole person with a unique perspective, because you are!
When does your organization *first* mention salary information?
√ Other: Pushing to put it in the ad, but it’s not always done
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
There is an HR training and we try to anonymize a bit in the first round. Improvements certainly possible.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Your questions are always best if you do a bit of research first. If you’re stuck though, ask people what they like about working there. Long hesitation is telling.
Additional Demographics
What part of the world are you in?
√ Midwestern 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?
√ 51-100
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