Demonstrate how roles in previous positions apply directly to library setting

Singer Marian Anderson (left) and Regina Andrews, Mahopac, New York. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Director

Titles hired include: Supervisory librarian, outreach librarian

Who makes hiring decisions at your organization:

√ Library Administration

√ A Committee or panel 

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

√ Online application 

Does your organization use automated application screening? 

√ No 

Briefly describe the hiring process at your organization and your role in it:

HR posts position, screens applicants, library administration choose candidates and arranged interviews, conducts interviews, recommend candidate for conditional offer to HR, hr background checks and tests

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

Great resume, spoke well in interview

What are your instant dealbreakers?

Not responding

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

Job rigor, personalities

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more  

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

CV: √ We don’t ask for this 

What is the most common mistake that people make in an interview?

Underselling selves

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

Yes, test connection, do a mock interview with friend

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?

Demonstrate how roles in previous positions apply directly to library setting

When does your organization *first* mention salary information?

√ We only discuss after we’ve made an offer 

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

Don’t know

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

Hierarchy, job duties, regular day scenario

Additional Demographics

What part of the world are you in?

√ Southwestern US 

What’s your region like?

√ Suburban

√ Rural 

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 11-50 

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 1 A Return to Hiring Librarians Survey, 10-50 staff members, Public, Rural area, Southwestern US, Suburban area

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