This anonymous interview is with someone who hires for a:
√ Academic Library
Titles hired include: Tech services, access services
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
√ Cover letter
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
Done by committee, final approval by admin. Applications screened. Applications that are incomplete, lack min qualifications, or include personal headshots/pictures of applicant (inappropriate, can be used to discriminate) are automatically rejected. Others proceed to committee.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Excellent skills and personality.
Do you have any instant dealbreakers?
Lack of experience, links to personal social media or inclusion of personal headshots. Any negative from a reference. Too long of a cover letter or resume.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Whether they truly want to be in the field.
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
Resume: √ Only One!
CV: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
Discussing personal lives or trying to be extra.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Act as if it is an in-person meeting.
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?
The field is saturated. My advice is to continue down their original path and not attempt to enter into the information field. I would question why they want to make this move.
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?
We do not consider applicants who provide a headshot or other personal photo. We do not look up their social media.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
They should ask about professional development opps.
What part of the world are you in?
√ Northeastern US
What’s your region like?
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Be professional with your cover letter and resume.
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.
One response to “The field is saturated. My advice is to continue down their original path and not attempt to enter into the information field.”
Really no one should attempt to leave a paraprofessional job?