when the applicant uses the phrase “see resume”. To me that is just lazy.

Moving to the new library premises in Chydenia building, 1970. By Flickr user Aalto University Commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest.  

This person hires for a:

√ Public Library 

Title: Deputy Director

Titles hired include: Branch Manager, Technical Services Manager, Public Relations and Outreach Manager, Information Services Coordinator, Circulation Services Coordinator, Archives Assistant 

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 

√ References 

√ Supplemental Questions 

Does your organization use automated application screening? 

√ No 

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

In addition to being Deputy Director I also handle human resources. So I handle the whole hiring process and I  also participate in at the interview process depending on the position

Do you have any instant dealbreakers?

Taking shortcuts in the application process, for example when the applicant uses the phrase “see resume”. To me that is just lazy.

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

Ability to work with others. Deciphering between what the applicant states in their interview with reality.

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   

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

We have done a few virtual interviews, usually due to an out of town applicant. They should be sure that they have privacy and no interruptions. Also they need to be sure that their equipment is working properly prior to the designated interview time. To shine they need to be comfortable and personal in a virtual setting maybe even sharing their screen (if appropriate) for any document or presentation sharing  

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?

I like when the candidate mentions having done research about our library and asking questions about what they have learned. I also like when they ask what the panel this have been some challenges and major accomplishments of our library system 

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Suburban

√ 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

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, 50-100 staff members, Northeastern US, Public, Rural area, Suburban area

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