This anonymous interview is with someone who hires for a:
√ Academic Library
√ Archives
Title: Archivist
Titles hired include: Archives technician, Librarians
Who makes hiring decisions at your organization:
√ HR
√ Library Administration
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ CV
√ References
√ Proof of degree
√ Oral Exam/Structured interview
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
√ A whole day of interviews
√ A meal with hiring personnel
√ Other: Zoom Interview
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
For archives positions I write the job description. I am lead on interviewing. I can choose the best candidate but must make a good case.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were articulate
Do you have any instant dealbreakers?
Not having the skills asked for in the job description. Talking about how the job would benefit them, not what skills they would bring to help the institution.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How many hours a day they spend on social media or on the telephone with friends instead of doing the work.
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: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
It varies
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Being comfortable on camera is hard.
Be sure to pick your background appropriately. Sound matters.
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?
From para to professional is hard. Moving institutions is probably the only way to do it. Former co-workers may never accept the change.
All experience is relevant. But there are so many candidates so employers can be picky.
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?
Very little is done to reduce bias. I would suggest training.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I think trying to understand the personalities of the people the candidate would work with, and making sure they would like to work with those people. Anything can be done for a year, but long term is hard.
Look at the culture of the organization.
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Other: Small town in rural area but less than 45 minutes to a city
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 0-10
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Hiring Librarians 