This anonymous interview is with someone who hires for a:
√ Academic Library
Title: Manager
Titles hired include: Liaison Librarian
Learning Advisor
Coordinator, Evidence Based Practice
Who makes hiring decisions at your organization:
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
√ Proof of degree
√ Oral Exam/Structured interview
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Written applications from applicants with a statement of claim in response to selection criteria.
Panel of 3-4 including supervisor of role, mix of gender, academic, other library staff reviews written applications and shortlists for interviews.
The panel interviews candidates and then sorts in order of who closest meets the selection criteria in response to interview questions.
Referee checks conducted for the preferred candidate.
If the panel is happy with the reference checks, an offer is made.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Genuine and authentic, confident and well presented through the online interview. Showed high levels of competence in using digital technologies to communicate. Use of varied and detailed examples to supplement responses to interview questions. Demonstrated ability to develop and maintain partnerships, collaborative approaches to work, ability to lead from any position, work independently, manage conflict. Commitment to professional development. Use of a range of strategies for engaging in and contributing to the wider profession. Interest in research and scholarship.
Do you have any instant dealbreakers?
Preference to work solely on campus or face-to-face.
Lack of demonstrated digital literacy skills
Lack of ability to use professional judgment or work independently
Lack of interest in working collaboratively
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Reports of candidates’ performance apart from nominated referees
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this Only One!
Resume: √ As many as it takes, but keep it reasonable and relevant
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Engaging effectively via online video conference is a good way to demonstrate online teaching approaches.
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?
Experience in other professions can be relevant in terms of transferable skills, such as developing relationships, critical thinking, teamwork skills, excellent interpersonal skills, high quality verbal and written communication skills, project management skills, stakeholder management skills, digital technologies skills for communication and content creation, leadership and mentoring qualities.
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?
Mix of gender in recruitment panel
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What does success look like in this role? What would success look like in the first 100 days?
What professional development opportunities are available for staff?
Additional Demographics
What part of the world are you in?
√ Australia/New Zealand
What’s your region like?
√ Rural
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 51-100
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