Author Archives: Sarah

This week we asked people who hire librarians

What is your final piece of advice for Hiring Librarians readers?

The most important piece of advice I have is probably what I answered to the very first question. Answer the ad! Address the specific qualifications that the library is looking for in that position. If you aren’t sure if you directly meet the qualifications, find something that you can say that shows you have the skills to meet that qualification, even if it’s not in a library. Sell the fact that you meet the specifications of the position. If you can’t sell it, don’t apply. I recently applied for an administrative position and, in my phone interview, I asked what interested them about my particular qualifications. I expected something completely different as an answer, but they said, “you fully answered the ad.” Wow, at that level, I would expect it to be obvious. It should be obvious for anyone from recent grads to seasoned professionals.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

My final piece of advice for Hiring Librarians has two parts.  First, stay optimistic!!  I know that’s easy to say for someone with a job who is closer to retirement than I am to my first job.  I see how stressful the job search is these days, and how the market is changing, but I want to believe the right job is there for you (or else I have been watching too much “X-Files”).  It might not be the first, or even second, job, but it’s there and everything you do can help you be ready for it.

Second, when that dream job is there on the horizon, be READY!  Write a cover letter that stands out.  Tell your future coworkers what you love about the library and institution, and why you think you are the right candidate for the job.  Take advantage of mentors who offer to read your cover letter and CV.  We want to help!

Good luck.  Being a librarian is the best job ever!!

– Celia Rabinowitz,  Dean of Mason Library at Keene State College in Keene, NH

Last piece of advice is that you need to remember advice is that old stand by: your mileage may vary. Job hunting is an evolving thing and what worked yesterday may not work tomorrow, but you’ve got to keep on trying. Oh, and don’t forget: always have someone proofread and/or edit your application materials. Good luck!

– Jessica Olin, Director of Parker Library, Wesley College

My final piece of advice for hiring is relatively simple, yet I find that MANY applicants don’t practice this approach. AND to make it easier to put this in practice — let me state what the simple answer is and then list those things that provide evidence.

Advice

Convince me that you want me to hire you for the specific position posted….rather than applying for a position because you want ANY position.

That being said – employers realize that not every job is not your perfect match …and when you apply for and get interviews for multiple positions we realize that it would be hard and in some ways dishonest to try to convince employers that all three different jobs are each your dream job! So here’s what you don’t do and what you do!

…..Don’t…….

• Don’t turn in identical applications for multiple jobs at one time. Make your cover letters unique to each job but be honest and say you are applying for all – want to work for the organization (or the boss or the type of library, etc.) in general  – and you have competencies or experience for each and then state what is unique about “you” for each job.
• Don’t turn in identical applications for jobs advertised at different times. Organizations can ask you if you want your application kept on file and submitted for any open position and although that is fine to do, you need to make sure you provide some unique information so watch those postings and make sure you refresh each package by – as stated above: making your cover letters unique; being honest and saying you are applying for several positions or that you have applied before and why such as you want to work for the organization (or the boss or the type of library, etc.)
• Don’t think that people don’t remember answers to questions – that is – be careful how you prepare for package your answers so that you come prepared but not unimaginative or too exact in your answer. It’s also okay to reference one previous interview when answering questions for another…that is – you can say you prepared answers for a “mission statement question” but you have updated your information (read articles, talked to librarians, etc.) and you have now broadened your thoughts and answer.
• Don’t ask questions like “How fast you can apply for another job when it comes open?” (and yes, I have been asked that) or – nicer but still inappropriate – “How long must someone stay in one job before they apply for another?” or “When another position is available must they apply again or can they transfer into it?”

…..Do……

• Study the job description. If you don’t know what terms mean or you aren’t sure – make sure you check for definitions and examples – either in general in the professional literature, on other library websites or on the organization’s website.
• Thoroughly review the organization’s website…and not just the organization’s website but the umbrella institution’s web environment. This search may yield good information (do their mission statements resemble each other) or may offer opportunities to ask questions.
• Choose a journal from the professional literature that is centric to your specific type-of-library and search once year’s worth of table of contents to get an idea of overarching topics.
• Choose a journal from the professional literature that is centric to your specific type-of-library and search once year’s worth of editorials and opinion pieces as well as any letters from members…. to get an idea of classic and contemporary issues.
• Review the programs offered in ALA’s conference programming for this type of library and review the programs offered at the state and/or local or regional level association by type of library. These reviews offer you ideas of trends in this area of the profession.
• Review social media environments re: this type of library.
• Review architectural awards at the national level re: this type of library.
• If you can’t visit the library in advance or if you are applying for a general position and the location isn’t specific – do a general web search of the library.
• Search the professional literature and the general web for information about the staff (managers, middle managers, librarians, other employees, etc.) to see if there are publications, general PR, association leadership, community leadership, etc.
• Answer honestly. If you don’t have all of the position requirements and they are interviewing you anyway, they are signaling they can substitute some of your information for what is required. …so you might speculate on what those substitutions are – and if you can – ask in advance what “counts.”
• Be ready with your questions…bring them in writing.
• Take quick notes during the interview…. especially if you know you will keep applying to that organization.

And the best of luck!

– Julie Todaro, Dean, Library Services, Austin Community College

 

So, I don’t really hire librarians, although I’ve been on a few interview panels.  But I did spend the last few years interviewing hundreds of people who hire librarians.  Part of the reason I did so was because I was tired of hearing very authoritative hiring advice from single voices – the truth of the matter is that there are all kinds of people who hire librarians, and they have all kinds of opinions on what candidates should or should not do.

My main advice is: if the advice you’re receiving doesn’t let you be you, then disregard it.  If it feels weird, disregard it.  If the person dispensing it seems to be a pompous d-bag, disregard it.  There is no such thing as an authority on library hiring.  Feel free to ignore every piece of advice you receive.  People get jobs in all kinds of ways.   And there are all kinds of jobs. Find the ones that are best for you and try to articulate as clearly as possible why you would do real well in them.  Go for quality of applications rather than quantity.

One of the most insidious tyrannies in library hiring advice is the concept of professionalism.  Professional is a totally subjective and almost entirely meaningless concept.  It means “wear a suit” to one hiring librarian and “make sure your jeans are clean” to another.  And in a more sinister aspect, it is a code that is a real barrier to diversifying our monocultural field (yes, I mean white white white.  And female. And middle class. And ableist.)   Is an afro encompassed in professional dress?  A sari?  Or to think about something other than clothes, what if you have a learning disability that means you often misspell things in emails?  Is that “unprofessional”?  What if you didn’t get a chance to grow up with professional parents correcting your behavior and etiquette and molding you into an acceptably “professional” human being?  Professional is just a language.  Learn it, but you don’t need to live it. And stamp all over it when you can.

The other problematic concept is “fit”.  On one hand, “fit” is a great concept for figuring out if someone will do well within the specific culture of a workplace.  On the other hand, if

“fit” means “just like everybody else who works here,”  then there we are with our monocultural profession again.  In 2014, 87.1% of ALA members were white.  How can we hope to provide inclusive service to all the members of our community if people of color are so spectacularly under-represented behind the reference desk? This is my advice to people hiring: move beyond fit.  Cast your net wider.  Allow the center of your organization to shift as you invite different kinds of people in.  Is librarianship a dying profession?  It might be, if we continue to be a brigade of nice white ladies.

My final bit of advice, to job hunters and hiring librarians, is to be kind to yourselves and each other.  Job hunting and hiring are stressful.  Kindness goes a long way.  Set yourself up for small successes, and celebrate them.  Take breaks.  Get out in the sunshine.  Enjoy life beyond hiring librarians.

– Emily Weak, Ex-Blogger, Hiring Librarians

This week we asked people who hire librarians

How should job seekers display their degrees and certifications in documents like resumes or signatures (in cover letters or emails)? Should they put “John Smith, MLS, MIS” at the top of their resume or when signing a cover letter or email, or should that information be included elsewhere, as in an education section, or text in the cover letter? Does etiquette change if the degrees are terminal such as a PhD or JD (or the MLS)? What about librarians who hold other degrees beyond the master’s level such as a subject area PhD, EdD, etc.?

No. I personally think it’s pretentious. It should be in the education section of the resume. I wouldn’t ding someone for doing it, but it’s unnecessary. We require an ALA-accredited MLS (or equivalent degree) for our faculty positions and we do not require any other master’s degree or Ph.D. or Ed.D. Some do for Dean or Director level positions and some do for subject-specific librarian positions (for example, I believe a friend of mine completed her PhD in musicology for a position at UC Boulder, where they have stringent tenure requirements and she’s now teaching in the music school). Many of us have or have had second master’s degrees in a field. I have an M.A. in musicology but I would never put M.A., M.L.S. after my name. For hiring, it’s just not necessary. If someone were applying for a position as a law librarian where a J.D. is required, they might do it, but truly, putting the initials after the name is not necessary.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

At least once as initials, e.g.,

J. McRee Elrod,  A.B., MA, MA (CLT), MLIS

 

 

 

– J. McRee (Mac) Elrod, Special Libraries Catalouging

I personally don’t use my degree as part of my signature, so I really don’t notice it much when others do. Put all your education and degrees on your resume, most definitely, but putting a Ph.D. or JD after your name won’t be something I’ll note in a cover letter or email beyond a superficial sort of acknowledgement. I think those things probably carry more weight in  academic libraries than public, where specialization can be a very important part of the job (like having a Master’s in English and being the library liaison to that department).

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

I think it is important for a job seeker to be sure potential employers know about their academic qualifications and credentials.  A resume or cv will have the person’s educational history and so I don’t think it is necessary to include the degrees (e.g., MLS, PhD) at the top of the document.  I think it is appropriate to put those at the bottom of a cover letter in the signature much as many of us do in our email signature files.  It makes most sense to include required or terminal degrees, but not others.  So – MLS holders already have a BA (or BS, etc.) so it is not necessary to include that.

Including that information in your personal or work email or other correspondence is partly a matter of personal preference, I think.  They can certainly send a message or reminder to our colleagues on campus about our professional preparation which is useful.  That might be preferable to feeling as if we have to tell people we have one, or more, graduate degrees.  So – for job applications and letters be sure you educational achievements are clear (what degrees, which institutions, what program), and for your ongoing digital or print identity, whatever makes you feel most comfortable about you represent yourself.

– Celia Rabinowitz,  Dean of Mason Library at Keene State College in Keene, NH

This week we asked people who hire librarians

Does your institution require any type of training to be part of a hiring committee? If so, did you find it useful? If not, what sort of training would be beneficial (diversity, human rights, conflict of interest, etc.)? How do you think training (or its absence) affects candidates?

I’m not sure if our institution requires it but, in the library, we require that every person go through HR’s training on appropriate/interactions with candidates. As in what is legal or not legal to ask or discuss with a candidate. If someone couldn’t be at that training, they could not be a part of the hiring process.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

No, the City does not. We depend heavily on our internal HR people and the City’s HR people to ensure we stick to the rules. As far as I know, the City doesn’t offer any training on hiring, so we just use the advice of our HR crew, best practices and common sense. I think its absence does impact our interviews, to a degree. We sometimes don’t know what the current policies are and I’ve sat on committees with people who don’t have a lot of experience interviewing and can be as nervous as the people sitting on the other end of the table-they can make it worse! If everyone is a ball of nerves, then the whole interview can go pear-shaped.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

All search committees must meet with a representative from Human Resources and with the chief diversity officer of the college.  The standard training is not especially exciting but includes important information about using the job ad criteria for establishing a baseline to evaluate candidates.  My current institution adheres strictly to these criteria and expects the search chair to document each candidate and the reasons why they continue on in a search or are eliminated at any stage. We also have to be sure to use the same set of questions with all candidates.  The meeting with HR give the committee time to begin that work and to review the online file review system.  The diversity officer reminds the committee about how to increase efforts to attract a diverse pool of applicants, and about those pesky questions that are off limits during an interview.

The sessions are useful, especially if you are at a new library or institution.  And committees are different each time and the training sessions or meetings are a good opportunity to be sure everyone is working together from a common set of expectations.

– Celia Rabinowitz,  Dean of Mason Library at Keene State College in Keene, NH

This week we asked people who hire librarians

How do you cope with hiring decisions you might not agree with? How might this affect working relationships later on, either with current colleagues or the new hire? If a candidate you think was amazing was not hired, do you have the ability to reach out afterwards to connect them with other libraries/later openings in your organization? Feel free to answer either personally or “for a friend/colleague.”

Over the years of being on many hiring committees, I can say there will be hiring decisions you may not agree with or were not your first choice.

First rule is be gracious and accept the decision (unless you really feel an egregious and/or illegal error has been made). Don’t undermine the committee’s decision. Keep the best interest of the library in mind.

If you were on the committee, respect the confidential nature of the hiring process and don’t engage in backbiting. If it turns out that it was indeed a bad hire, learn from the mistakes to make the next hiring process better.

If you were not on the committee, realize that you might not know all the details and try not to second-guess. For example, I’ve seen awesome candidates really botch their interview or teaching demonstration. I’ve also seen amazing candidates that simply weren’t the right fit for the job that was currently available.

Welcome the person hired with open arms and do what you can to help them succeed.

If you want to reach out to the amazing candidate that wasn’t hired, do so privately. Don’t try to second guess the committee’s decision, simply assure the person of their awesomeness and perhaps look for ways to work with them in other venues, such as conference planning or joint research opportunities. If another job opens up that might be a better fit, let the person know. Simply reaching out can be appreciated.

If you were the amazing candidate that wasn’t hired, don’t give up. Don’t let it destroy your self-esteem. It can be devastating to not get the job you really wanted and felt you were perfect for (or the one you had been doing in a temporary capacity but weren’t hired for when a permanent position came open). Your particular set of talents might not have matched the skill set needed for the position. Don’t let the rejection weigh you down. Keep looking for other opportunities and refocus as needed.

If you were an internal candidate who didn’t get the job, be kind to yourself and recognize that there may be awkward moments with the new hire. Try to be as gracious as possible. It’s not the new person’s fault that you weren’t hired.

It’s a small world and you may well run into the amazing person at conferences or other settings. Greet them warmly and compliment them on their work. I regularly see people we haven’t hired doing fabulous work in other libraries. In the back of my mind I might think, “I wonder how things might have been different if we’d hired so and so?” But for whatever reason, we didn’t, so move on.

– Paula Hammett, Sonoma State University Library

Well, let’s see. Twice at a previous library I worked at, I had strong objections to candidates who were hired. The main issue was that the candidate pools both times were poor and none of the people interviewed were really very good. I wanted to go back out and re-advertise and extend our reach (publish on listservs nationally, etc.), but both times I was overridden by my superiors who just wanted the positions filled. So, we were saddled with two librarians who were in no way prepared for the job. Both of whom, I might add, left within a year or so of their hiring-one was fired, the other was given a choice of quitting or being fired and chose to resign. I didn’t have much contact with them in the position I was in at the time, but I did try and help when I could-giving them guidance and information. I didn’t blame them, I was more annoyed at the penny-wise, pound-foolish approach management took at the time. They were more concerned with having a warm body in a seat than waiting for the right person to come along.

 

In my current position, I’ve been very lucky. There was one hire that I wanted, but my superiors didn’t, we talked it over and ultimately went with the hire. That person went on to be fabulous at their job, so it worked out well for the library.

 

As for great candidates who don’t get hired, we sometimes do internal promotions and we interview a lot of really good in-house people. It’s really difficult to pick one out a strong field of candidates, so usually what ends up happening is that we hire the best one for that position and we try to further nurture and encourage the unsuccessful internal candidates so that they can grow in our organization in positions best suited to them and their skills.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

This week we asked people who hire librarians

Do you ask applicants to address diversity as a part of their application materials or during an interview? By diversity, I mean the applicant’s experience with diverse populations, working in diverse situations, etc.? If so, is this strictly racial diversity or does it expand to other categories such as age, sexual orientation, economic, etc.? If you do not explicitly ask these questions, why not? Do you have other ways of evaluating this, do you not find it relevant to your hiring, or something else?

We do not ask about diversity. The only place we come close is when we sometimes ask if a candidate can speak Spanish. El Paso is a border community and being bilingual is a definite plus. It’s not a deal-breaker, however, because many staffers (myself included) aren’t proficient in speaking it. For El Paso, the issue of diversity isn’t really as relevant as it might be in other urban areas. The city itself is somewhat homogenous, with an estimated 85% Hispanic-majority population, but there’s also a lot of people from different backgrounds brought in by industry and the military that make that other 15% rather diverse and the city pretty progressive. I have found that the staff here (as well as the applicants) reflect the community’s make-up pretty well.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

This might depend on the position that is available. Or perhaps it is more accurate to say the type of question might depend on the position.  We might ask someone applying for a position that included a lot of student supervision how they approach student hiring when also considering issue of diversity.  I would also use the term in its most expansive sense and might draw a candidate out into that thinking if it appeared she/he was using a more narrow frame of reference.

I work in a demographically very homogeneous area of the country and the college has a very strong focus overall on adding to our diversity in many ways. So we might want to hear about how candidates think about diversity in the classroom setting, in their participation in the extra-curricular and cultural life of a campus, etc.  If a candidate has noted being active with initiatives at other jobs (with a LGTBQ or other identity group) then we could ask about their work and how they see that work connecting to their library work.

– Celia Rabinowitz,  Dean of Mason Library at Keene State College in Keene, NH

At my previous place of work we often asked about this, as our library served, and serves, and predominantly minority institution (PMI) population. We asked about “diversity,” that word in particular, and let applicants answer as they saw fit. I didn’t keep tabs on the responses, but it’s my recollection that most or a plurality of applicants spoke to racial/ethnic diversity, followed by age and/or economic diversity.

– Jacob Berg, Senior Librarian, Federal Library

This week we asked people who hire librarians a question requested from a member of the Further Questions response panel:

Can you share your recommendations for post-interview etiquette in regards to thank you notes, follow ups via phone/email, providing additional information, etc.? Do you have examples, either from your own interview history or from candidates you have worked with, where conduct after the interview has influenced the hiring decision?

A thank you of some kind is great, considering how much time goes into setting up interviews even for paraprofessional positions. And sharing some further reason why you think you’re a good fit is probably a good idea as well. That’s it. In my experience, candidate behavior after the interview tends to confirm opinions formed during the interview process rather than change those opinions. However, I could imagine it making a bigger difference were things neck and neck between two candidates.

– Jessica Olin, Director of Parker Library, Wesley College

Usually for us, the decision to hire happens right after the interviews are concluded, so there’s not really enough time for a candidate to impress me with their post-interview etiquette ninja skills. I have received thank you notes, but the decision had already been made, so while I appreciated them, they didn’t influence me. My advice is to always make a good first impression because while thank you notes and follow-up phone calls or e-mails are all well and good, you’re going to score the most points during the interview, not after.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

This week we asked people who hire librarians

What questions do interviewees ask you during an interview? Have there been any questions you are particularly impressed by, or others that are more inappropriate? Do you evaluate applicants based on the questions they ask? Why or why not?

I think it is most noticeable when a candidate does not have any questions to ask, especially if a session with the search committee or supervisor happens toward the end of the interview. For an academic library I think questions about institutional and library strategic planning are interesting and demonstrate that the candidate is thinking beyond the specific job. I have received questions about funds for professional development which is important information to have. A candidate once asked each search committee member to say what they liked most about working in the library and on campus. I asked the committee when interviewing for my current job to identify something about the library they would like to see change.

I’d say it is always a good thing to think about your “stock” questions, i.e., what is it like to live here, what are the professional development opportunities, etc. But I also recommend really thinking about the place you are visiting and finding some questions that demonstrate your interest in the place and the position. Asking good questions can enhance your overall impression. Not asking any will send a message that you may not have thought a lot about the job.

– Celia Rabinowitz, Dean of Mason Library at Keene State College in Keene, NH

We usually get a range of questions. Some of the best have been very specific about the job-for a technical services position, for example, a candidate asked us about our ILS, and for clarification on our collection development policy. Some of the worst- I was in an interview once for an entry-level librarian position and the candidate asked a series of questions that made me give her the side-eye: she wanted to know how much vacation she’d get, whether she could take time off a few weeks after starting, what her seniority standing would be because she wanted to take off Christmas, etc.  Needless to say, she was not hired. I’ve also had people ask about salary-in two ways. The way that didn’t immediately make me mentally cross the person off my list was just one on the range and clarification about starting salary. That’s reasonable. The one that made me twitch was the candidate who asked and then wanted to negotiate the salary right then, as well as moving costs. That candidate also didn’t get a job offer. Negotiating salary and moving costs or asking about benefits is not bad, but wait for the job offer before you do it.

 

Questions asked do get evaluated as part of the whole interview-the more intelligent, thoughtful or otherwise interesting questions get my attention and are noted.

 

My advice would be to go to the website, read up on the institution and the job you’re applying for, basically…be a librarian and research. Then, during the interview, if there’s something that doesn’t get answered or you want more information, you can ask. And you should ask, always. Just don’t ask me how much vacation you’re going to get on day one because you really want to go to Cabo soon.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

We conducted interviews for one of our Library Assistant positions last week. I was particularly impressed with the candidates that had obviously done research about our library and those that asked questions about our patrons and service methods. I was not as impressed with the candidates that had no questions prepared and asked about scheduling/time off and vacations (this position clearly states days/hours with full benefits). The questions applicants ask are a factor. I know you didn’t ask, but we had a candidate with a list of questions so long we had to cut him off due to time constraints. Very awkward for everyone! Plus, we hated to let him go without answering all his questions, but didn’t have a choice due to policy (allowing reasonably equal time with each).
– Anonymous

Good Questions:

Will I be able to acquire new skills?

Are there opportunities to teach/serve on committees/participate in campus events?

What does the organization need?
Bad Questions:

When can I start receiving benefits?

How soon can I get promoted?

Can we date our students?

-Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus

This week we asked people who hire librarians

When scheduling interviews, is there any value in going first, last, or in the middle? Does time of day or day of the week make any difference either? Being ready is obviously crucial, but is there value in the job search advice that encourages interviewees to set the bar, be easiest to remember, not interviewing on a Friday afternoon, etc.? If you are comfortable sharing, do you have any method that you use to schedule candidates (i.e. reach out to strongest first, use application or alphabetical order, etc.) or is it truly random and therefore something that job seekers shouldn’t focus on?

I don’t think it matters, in general, except that I will judge you harshly if you apply the first day the job is posted and don’t spend the time necessary to write an excellent application. At that point, you’re wasting our time. We generally get a flurry of applications early on , then again right before the deadline, with a trickle in the middle. We post, for our library faculty, a spreadsheet with the candidates listed by order received. They answer yes, no, or maybe for each candidate. That way, when we meet, we can spend time only on those where we don’t have full agreement. After that, I think the candidates remain in that order, or in alphabetical order. Not certainly by strongest first. I just start calling people on the “yes” list and schedule them for phone/Skype interviews. Sometimes I get people right away, sometimes I leave messages. I would say, please don’t play games about scheduling your interview. We don’t have time for that. We have a certain number of slots that need to be filled and we don’t judge people differently by when they interview. In fact, we pay attention to the fact that the earliest interviewees will have less time to prepare a presentation and account for it. Job seekers should not focus on where they fall in a list. They should be memorable for how well they perform in their interview, not because they interviewed on a Monday or Friday or were memorable for other reasons.
– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

I had always heard it was best to interview last. Now that I am on the other side of the table and interviewing I can tell you it doesn’t matter. Worry more about being prepared and representing yourself the best you can. We hire using a committee. Interview times are selected based upon interview committee members’ availability. Times are emailed out and a schedule is put together. We do not schedule strong candidates any differently.

– Jason Grubb, Director, Sweetwater County Library System

Our HR staff schedules the appointments. I believe the staff just goes down the list to contact people-which is alphabetical by last name. Those who respond right away usually get to pick the time (there are pre-set times before the interviewees are called), the ones who are last get whatever is left. For our interviews, we usually do mornings, which is better, in my humble opinion, because people are fresher and less tired (coffee!!!). As for interview position, I think there’s an intrinsic tendency to be easier on the first few and then get progressively nit-pickier simply because we’ve set a benchmark with the earlier interviews. I know I do this, so I usually go back and re-examine my notes and score all of them at the end of the whole process so I’m not being biased. Usually, in the committees I’ve been in, we all acknowledge this during the discussion and work it out via debate until we land on a candidate we can all agree on. Day of the week doesn’t usually matter, as far as I can tell.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

It is important that you are dressed professionally. Employers know this is probably the best you will look. If you come in casually, dirty, sloppy I assume it will go down hill as I expect this the best you can look. The most important thing is for you to wear a smile! Look enthusiastic! Look like you have a lot of energy. Look like you are excited about the opportunity. If you can’t do this naturally, fake it.

I’m amazed how many people come in dressed in ill fitting clothing, look like their dog just died or look totally terrified. Come on folks, an interview is a two-way conversation. If you don’t look enthusiastic now, I can only image how you will look when you meet our customers.

From an interviewer’s point of view it doesn’t make a difference to me who is first and who is last. I know that architects prefer to be last when competing for a job as folks think you are more memorable.

– Christine Hage, Director, Rochester Hills Public Library

Tough question…because I have seen committees focus differently, but I would still choose to go first…fresh, you hope you become “the one to beat,” … most important of all, the committee is fresh, energized and what you say may be new to them…often this makes a better impression.

As to time of day, committees are made up of people who include “morning people,” “afternoon people.” The most important thing is when are YOU at your best? As to day of the week, it’s hard to be the last person interviewed on a Friday afternoon, right? I would hope that Fridays wouldn’t be the interview days but the reality is many people seeking new/different employment who are working elsewhere, find it easier to take off on a Friday. In addition, organizations conducting lengthy interviews (over one day) might find travel less expensive “if it goes over a weekend night.”

My organization identifies times for the interview and then calls people in order of travel arrangements. So someone from a greater distance might be asked to take a slot in the early afternoon so that they might want to travel in that morning. My advice is – if you are really great in the morning, go ahead and go in the night before. You will be fresher and there is less chance – if you are flying or driving from a distance – that a glitch in the travel would keep you from interviewing at all.That being said, I have sat on interview committees where the organization identifies strength in candidates based on paperwork or -for example – preliminary interviews by Skype, Google Hangout or conference calls. But what you don’t know is what is THEIR approach to scheduling. That is, do they want the strongest one first or last? There’s no one answer for this…at that point you could ask “do you want me to interview in a particular time slot?” and in the absence of asking that or getting a definitive answer, choose what works for you.

– Julie Todaro, Dean, Library Services, Austin Community College

When I am the one setting up interviews, I e-mail all the candidates at the same time and ask them for their availability on a particular date. When we’ve heard back from everyone, we schedule the interviews as close together as possible for efficiency. If a candidate cannot make it on the initial date offered, we usually have a secondary date, but then the committee may only be available in the morning or in the afternoon.

There is no advantage to any particular placement on the schedule. Worry if you will, but worry about other things!

-Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus