Are you going to be dead weight for us to carry?

A photo by Ian Robertson of Dorothy Davies [left],the librarian at the Trenton Public Library. She is holding books and looking at a poster advertising Gilmour & Co. Lumbering Industries near the mouth of the Trent River in Trenton, Ontario.
HC03646. Photo by Flickr user Community Archives.

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Division Manager

Titles hired include: Librarian I/II/II, Supervising Librarian, Library Assistant

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 

√ Supplemental Questions 

√ 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:

Applications go to HR for initial screening. Those who are deemed qualified are sent to have an interview with a hiring committee panel at the Library. Committee discusses all candidates at the end of the interview process and chooses the top candidates based on the interviews and application materials.  Send those names to our Director for approval.

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

The candidate was really engaged, personable. They weren’t uptight. They paused to think about their answers rather than just diving in and never really answering the questions. They asked us to repeat the questions if they weren’t sure they hit all the points they needed to make. And they sold us on them.

What are your instant dealbreakers?

If your answer to “why do you want this position” is anything like “it’s the next step in my career” or “I want a raise.”

And if the candidate doesn’t have any questions for us at the end.  Show me you’re engaged and excited about the opportunity!

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

Are you going to be a bust? Are you going to be dead weight for us to carry?

How many pages should each of these documents be?

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

Resume: √ Two is ok, but no more 

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

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

If it’s an internal interview, the candidate depends on the panel’s prior knowledge of the candidate’s experience and achievements.

External candidates who don’t do any research into our community.

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

We have done virtual interviews.

Test your equipment in advance!  BE ON TIME. 

When does your organization *first* mention salary information?

√ It’s part of the job ad 

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

Ask about the position.  Ask about the goals, the hurdles, and/or the expectations.

Additional Demographics

What part of the world are you in?

√ Western US 

What’s your region like?

√ Urban

√ Suburban

√ Rural 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 201+  

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, 200+ staff members, Public, Rural area, Suburban area, Urban area, Western US

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