This anonymous interview is with someone who hires for a:
√ Public Library
Title: Head of Borrower Services
Titles hired include: Library Associate, library assistant, shelver
Who makes hiring decisions at your organization:
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Written Exam
√ Oral Exam/Structured interview
√ 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:
Within my department:
1 post opening
2 phone interview top applicants
3 schedule in person interview with myself and one of my FTE
4 written quiz to test knowledge of dewey decimal and other related skills
5 contact references
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
I haven’t had to fill an opening in 5 years so it is hard to recall details. She is still with us, and an excellent employee.
Do you have any instant dealbreakers?
Short one word answers.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How well they can problem solve without being micromanaged.
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: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Short answers. This should be a conversation, not a Q&A quiz.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
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?
Customer service relevant. I’m looking for candidates who can manage the stress of working with the public.
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?
I’m not sure.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Something that shows an interest in the organization, staff they’d be working with, details of the job, etc. Asking no questions is a red flag.
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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