Positive energy, evidence of commitment to diversity and inclusiveness, competent about programs and services.

Reader, Reading Room, Mitchell Building. By Flickr user State Library of New South Wales

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Library Services Supervisor

Titles hired include: Librarian I-III, Library Assistant

Who makes hiring decisions at your organization:

√ Library Administration 

√ 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

√ Demonstration (teaching, storytime, etc) 

Does your organization use automated application screening? 

√ No 

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

Review applications, select candidates for interviews, conduct interviews, rate candidates, make hiring decision, notify candidates.  

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

Positive energy, evidence of commitment to diversity and inclusiveness, competent about programs and services. Smile, eye contact. 

Do you have any instant dealbreakers?

Negativity or hostility. Disparaging colleagues, patrons, or negative comments about people with mental illness or experiencing homelessness. Blaming others in teamwork scenarios.  

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?

Not making any effort to research the organization or read and understand the job description.

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?

Evidence of professional development and training. Be able to communicate relevant experience in an interview setting, for instance, customer service in other settings is relevant in the library. Improving processes is, too. Developing programs in one setting may have similar components in planning, marketing, and implementation.

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?

What is a typical day like, what sorts of tasks would be involved, what is the schedule like, what is workplace culture. How does the position fit in the company organization chart. 

Additional Demographics

What part of the world are you in?

√ Western 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 

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, Suburban area, Western US

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