This anonymous interview is with someone who hires for a:
√ Public Library
Title: Branch Manager
Titles hired include: Librarian, Associate, Materials Handler, Manager
Who makes hiring decisions at your organization:
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Supplemental Questions
√ Oral Exam/Structured interview
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
Does your organization use automated application screening?
√ Other: We did in the past but it wasn’t equitable with hiring so we have turned it off and am reviewing every application.
Briefly describe the hiring process at your organization and your role in it:
Post position, review applications, send out SparkHire interviews, review SparkHires, email for in-person, offer position. Depending on my role in hiring, I would be organizing the entire process or stepping in at reviewing and/or in-person.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Cover letter stated experience in their natural voice and fully answered questions in the in-person interviews – and I mean tying the answer back to an experience they had and how it relates.
Do you have any instant dealbreakers?
For a professional position, no cover letter. In interviews, rambling while not answering questions. If I put my pen down and stop taking notes, don’t talk for five more minutes.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Honesty. Let’s say the schedule is set and they are “Yep, can work that” and then after hired want changes.
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 answering the question completely!!!
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We do if location is an issue. Job hunters should know that technical difficulties happen and to not let it fluster them. We expect it and can work through it but can’t work through you getting thrown off.
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 experience is a huge plus. I have hired staff with zero library experience but customer service experience because the skills are transferrable. I am looking for someone kind. Library skills can be taught but kindness and patience cannot.
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?
We require “education OR similar experience.” Getting a degree can be a barrier which is why we look at every application.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
They should ask about the team and environment. What they can expect with training. How they will be evaluated. I’ve offered people that I have offered the position to to talk with my staff for an honest view as me as a supervisor. Job seekers know they will be happy in a position so interview the hiring manager.
What part of the world are you in?
√ Midwestern US
What’s your region like?
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
How important it is to attach a cover letter and explain how your skills would be a good fit with my position. And insert personality.
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.