This anonymous interview is with someone who hires for a:
√ Public Library
Titles hired include: Information Services Librarian, Reference Librarian (full time and substitutes), Assistant Director, Library Assistant, Paralibrarian
Who makes hiring decisions at your organization:
√ Library Administration
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Cover letter
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
MLS level are by committee with the director having final say. Paralibrarian and substitute level are done by the department head and peers. We have asked for a live teaching demo or story time or they can submit a recorded one or link to something in a previous position.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
enthusiastic, innovative ideas, creative
Do you have any instant dealbreakers?
people who answer why did you became a librarian or your favorite thing about public libraries with I like to read. People who answer questions about working with diverse populations are just about race ignoring age, gender, religion, culture, sexual identity, economics, education, family/household definitions
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
customer service, think quick on feet/in the moment, public service commitment,
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: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
they have not even visited the about us page on our website and know nothing about our collections
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
as a screening/first round for upper level positions and for all stages/levels during the pandemic
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?
include any and all experience related to people and customer service. Baristas, retail, restaurant experience is relevant to dealing with difficult behaviors
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?
our community is 75% white and we are working hard on this
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
management style, supervision style, board and staff relationship
What part of the world are you in?
√ Northeastern US
What’s your region like?
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
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One response to “Baristas, retail, restaurant experience is relevant to dealing with difficult behaviors”
I agree with wanting interview candidates to talk about more than race when discussing work with diverse populations. But then why answer the question about bias in hiring with “our community is 75% white and we are working hard on this”!?