This anonymous interview is with someone who hires for a:
√ Public Library
Title: Supervisor: Adult & Teen Services
Titles hired include: Librarian, Library Associate
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Proof of degree
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
HR sends me and the interviewing committee (IC) all application packets. IC makes suggestions, but the decisions on who to interview ultimately rest with the department supervisor. After interviews, the interviews are scored, references are called, IC again converses about who to hire, but the decision ultimately rests with Supervisor.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Their genuine enthusiasm. They asked questions about what we do and how they would fit into that. Asked if we would be open to trying new programs we haven’t tried before, and just generally were really excited about what we have to offer and how it would fit with what they have to offer.
Do you have any instant dealbreakers?
Answering phones, interrupting, Saying they wouldn’t help find information they might find objectionable
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Only One!
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Dial back their enthusiasm
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We aren’t currently, but we have. I think that just letting their enthusiasm shine through is so important. They have the interview because we already are convinced of their qualifications. We wouldn’t be interviewing them if we didn’t think they could do the job.
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, both internal and external, is the most important skill in this job. Be thoughtful about the answers to those questions.
When does your organization *first* mention salary information?
√ We only discuss after we’ve made an offer
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
I *think* the scoring of the interview might possibly do something for this, but I wonder if it really is biased toward folks with more privileged educational opportunities.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What are we doing to help underserved populations in our communities? This is a thing I am always looking for. I wish they would ask what the job is like day-to-day.
What part of the world are you in?
√ Midwestern 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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