Don’t be afraid to ask questions that address your concerns.

Jean Blackwell Hutson, Curator of the Schomburg Collection, and writer Langston Hughes at the Schomburg Collection in Harlem. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Youth Services Manager

Titles hired include: Youth assistant, youth specialist 

Who makes hiring decisions at your organization:

√ Employees at the position’s same level (on a panel or otherwise) 

Which of the following does your organization regularly require of candidates?

√ Cover letter

√ Resume

√ References 

Does your organization use automated application screening? 

√ No 

Briefly describe the hiring process at your organization and your role in it:

We grid the applicants by a standard list of criteria that match the qualifications listed on the job description and bring in the top candidates to interview.

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

Energetic, lots of enthusiasm, organized, excellent with children and families

Do you have any instant dealbreakers?

Not enough experience and needing a schedule that does not work with our staffing needs

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

What inspires them 

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ Two is ok, but no more 

CV: √ We don’t ask for this  

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

Talking too much

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

No

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?

Relate what they have done in other industries to the library and the tasks outlined in the job description 

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?

N/A

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 culture and why the last person left (if applicable)

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

 √ Never or not anymore 

How many staff members are at your organization?

√ 11-50 

Is there anything else you’d like to say, either to job hunters or to me, the survey author? 

Don’t be afraid to ask questions that address your concerns. 

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, 10-50 staff members, Public, Southeastern US, Suburban area

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