Can’t remember a wow yet.

Rivington Street, line waiting for easy books, 1923: Librarian holds up book and those who want it raise their hands. NYPL Digital Collections.

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Technical Services Manager

Titles hired include: Technical Processor, Paraprofessional Cataloger, Library Receiving Processor, Bindery Associate

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor 

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

√ Online application

 √ References

√ Proof of degree

√ Supplemental Questions

 √ 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:

As manager I:

1. Decide on posting position and update job description if necessary.

1a. Create screening and interview questions.

2. Review applications.

3. Screen applicants by phone.

4. Conduct in-person interviews.

5. Make final decision.

6. Offer position.

7. Complete hiring paperwork for HR to do their background check.

7. Schedule start date.

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

Can’t remember a wow yet. Very good candidates were able to explain intellectual freedom and to have questions ready to ask about the role and the library.

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


How many pages should each of these documents be?

Cover Letter: √ As many as it takes, but keep it reasonable and relevant 

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?

Only saying what they think the interviewer wants to hear. 

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

We don’t for these positions.

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 that direct experience myself coming into the library, I am cognizant that non-library experience can translate well into libraryland, it is just a matter of nomenclature and environment.

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?

HR is working on updating gendered language to neutral language in Job descriptions and policies. HR is also retraining and working closely with managers on avoiding hiring bias. Stories abound of managers using home addresses to decide if a person lives too far from the job location or what kind of neighborhood the applicant lives in.

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

What does retention look like in the department/branch? What is positive about the library? What is the library working on for the community?

Additional Demographics

What part of the world are you in?

√ Midwestern US 

What’s your region like?

√ Urban

√ Suburban

√ Rural 

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 200+ staff members, Midwestern US, Public, Rural area, Suburban area, Urban area

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