Category Archives: 1 Number of Staff

by | March 31, 2023 · 11:00 am

“Be polite, but don’t kiss my ass!”

Helen_Virginia_Stelle “Courtesy, Tampa-Hillsborough County Public Library System.”, CC0, via Wikimedia 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: Director

Titles hired include: Desk clerk, Children’s Librarian, Circulation Coordinator, Volunteer Coordinator, Page

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Cover letter

√ Resume

√ References

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

We post the job advertisement with instructions to email me their resume, references and cover letter. I will notify that I received it then reach back out when I have enough candidates (or immediately if the applicant is a gem) to schedule interviews. Lower level positions receive 1 interview (either in person or virtual) with myself (and possibly their direct supervisor). Higher lever position received 2 interviews. 1st is either in person or virtual, 2nd is in person. 1st is with just me and I will follow a rubric to rank them. 2nd is a panel with myself and 1 or 2 other higher level positions. After a decision is made, I will make an offer to the candidate, and if they accept, cut the others loose with a kind email. If no successful candidates, then we will relist and repeat.

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

One was wayyyyyy over qualified. My jaw literally dropped. It was for our Children’s Librarian position. In my state each district has a consultant, and that was her current role (plus previous youth services experience and director experience). She was on state committees for youth services initiatives. A real “unicorn”. During her second interview, we had them do mock storytimes and I’ve never seen so many elements incorporated in a successful and meaningful way. She had rhymes. She had songs. She had props. She had sight words. It was insane! Hired her in December 2020 to replace a beloved children’s librarian (who was there for 34 years) and she not only matched the high bar the community set for her- she exceeded it!

Second would be my head of circulation. While an MLIS was recommended, the candidate I went with didn’t have one. She impressed me with her calm and collected, yet empathetic personality. Hard skills can be taught, soft skills not so much. She possessed the soft skills (people skills/flexibility and not black and white thinking/management style). With her position, I was replacing someone who created a toxic work environment (very clique minded, loved bullying weaker employees) so I was looking for the exact opposite of that former employee. Someone who could help staff heal from the trauma inflicted by the previous employee. I succeeded with this hire and our organization culture is the best it’s ever been.

Do you have any instant dealbreakers?

Resumes/cover letter- misspellings. Interviews- complaining about previous employers. Also people with low emotional intelligence.

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

How well they handle pressure. How they got along with other coworkers. Are they gossips?

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?

Overly sucking up to me. Be polite, but don’t kiss my ass! I want to see your personality and determine if it fits in our organizational culture. I can’t do that if you aren’t genuine.

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

Stage your room so there is no clutter. Wear nice clothes. Pretend I’m in the same room as you and forget it’s through a camera. (I’ve also noticed people can get overly comfortable virtually then overly nervous in the second, in person interview.)

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?

Skills are transferable! For circulation positions- any customer service experience far outweighs any previous library work. Management experience transfers! If someone has a positive attitude and willingness to learn, I’m willing to give them a shot.

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?

I look for the best person for the job. All of my staff are white and all but 1 are female. Unfortunately only white people apply (except once, I offered, she turned us down.) I am trying on that front.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

Ask us what our current initiatives are. What our strategic plan is and how their position fits into it? Show that you researched us!

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

√ Other: We use virtual work in special circumstances (usually for childcare issues) or shutdowns lol!

How many staff members are at your organization?

√ 11-50

Is there anything else you’d like to say, either to job hunters or to me, the survey author?

Be genuine. Show that you can think outside the box. Try to connect your skills at every opportunity. Show you researched the library. And if you don’t get it- don’t be hard on yourself! Unicorns exist and sometimes there’s literally nothing you could have done! Also, apply again for other positions, they may have liked you but you just missed the cut.

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by | March 21, 2023 · 10:00 am

“If you show up in jeans looking like you just walked through a tornado, you’re crossed off the list immediately.”

The president of the Russian state library Victor Vasilevich Fyodorov. Just, CC0, via Wikimedia 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: Assistant Director

Titles hired: Adult/YS Reference Librarian, Teen Services Coordinator, Library Aide, Library Page

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ References

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

When a position opens up a job description is prepared and approved, then advertised by the state library online. The admin team collects applicants and reviews them to see who we want to interview, then convenes a hiring panel of relevant individuals (usually the supervisor of the position and the director/assistant director) with a third for Librarian and higher level positions. Candidates we select to continue do a background check and a city mandated occupational fitness exam, references, and then receive an offer letter. Librarian and higher level positions generally require a second interview.

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

The last candidate for one of our librarian positions had many fantastic ideas for the youth space that they spoke fluently about in the interview. It was clear that they had put a lot of thought into the position and wanted it for what it entailed rather than just because it was a job.

Do you have any instant dealbreakers?

Unpreparedness or untidiness at the interview. If you show up in jeans looking like you just walked through a tornado, you’re crossed off the list immediately. If you’re doing a remote interview, clean your room before turning the camera on! I also very much am not inclined to hire anyone who doesn’t have anything to ask the interviewers at the end of or during the interview. Asking questions shows you’re engaged and interested in what the position entails.

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

How many pages should each of these documents be?

The true reason for why you applied with us. It’s 100% okay to say it’s just because you saw the listing online and you feel like a good fit, we don’t need a made up story about how our library has always been a dream for you! (Unless of course it actually has, in which case, go right ahead!)

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 practicing responses. There’s a wealth of sample questions at various places online, you should at least have a fluent response prepared for “Why do you want to work for us?” or “Tell us about yourself.” and similar basic questions. Should also run through some scenarios and questions specific to the position. I think a lot of people try to wing their interviews without really preparing beforehand, and it shows.

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

Tidy room (or blurred/green screened BG). Tidy appearance. Treat it exactly like you would an in person interview. But most of all make sure you have a decent quality microphone!

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?

Research what goes on in a library and relate the work through equivalencies. Stocking shelves at a grocery store can have many parallels to keeping shelves in order in a library. Caring for children at a daycare can be very relevant to working in Youth Services. There’s parallels just about everywhere, use your skills to both show you can do the work well but ALSO that you understand what work in a library asks of you.

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?

Trainings and conscious effort. Our region of the country is not terribly diverse, but we absolutely hear and hire diverse candidates, and I’m not aware of any context in which discrimination exists in our hiring process.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

I always like to hear a candidate ask about the interviewers. “What brought YOU to this library?” “What do YOU like about working here?” as it will give the candidate a great picture of what it’s like working there and also is a great way to start a candid conversation in an interview. Never be afraid to make the interview a two way street, it doesn’t have to be just rigidly structured single direction questions. I also like for them to ask about what sort of projects/tasks the candidate would be expected to take on immediately, as it shows initiative and interest in the role.

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 11-50

Is there anything else you’d like to say, either to job hunters or to me, the survey author?

The job market for librarians can be rough if you only look locally. I always advise aspiring librarians to look nationally (or even internationally, as an ALA approved MLIS isn’t just good for the US but Canada too!) for good opportunities. If you widen your search, and are open to a faraway move, it can actually be relatively easy to find a job! I’ve worked in all four corners of North America and two countries while climbing up through libraries, and compared to trying to search for a job just where I was, it’s a relative breeze.

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by | March 9, 2023 · 11:00 am

I like to hire servers and retail staff who have had a few Christmas seasons under their belt.

Portrait de François Lesure (1923-2001). Photographie anonyme, CC0, via Wikimedia 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: Branch Manager

Titles hired: Branch associates, maintenance

Who makes hiring decisions at your organization:

√ The position’s supervisor

√ Other: Director

Which of the following does your organization regularly require of candidates?

√ Resume

√ References

√ Written Exam

√ Oral Exam/Structured interview

Does your organization use automated application screening? 

√ No

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

Phone interview after vetting paper applications, 1st interview with writing assignment, second interview.

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

we’re rural so not too much “wow”.

Do you have any instant dealbreakers?

Forgetting their resume or asking me to print it off for them before the interview.

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

That they’d get along with the rest of my staff.

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?

Assuming they need to read a lot to work here.

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

I haven’t.

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?

I ask what outside skills/experience they might have to bring to the library. I like to hire servers and retail staff who have had a few Christmas seasons under their belt.

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?

The director is currently working on this.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

what a day in the life of is like.

Additional Demographics

What part of the world are you in?

√ Midwestern US

What’s your region like?

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 0-10

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by | March 7, 2023 · 11:00 am

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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by | March 2, 2023 · 11:00 am

I love applicants who have a strong background in customer service and can show it.

Nora Beust, from a 1925 newspaper. No photographer credited, Public domain, via Wikimedia 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: Branch Manager

Titles hired: Shelver, Branch Assistant, Children’s Librarian, Assistant Manager, Floater

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor

Which of the following does your organization regularly require of candidates?

√ Online application

√ Resume

√ Supplemental Questions

√ Other: It depends on the position

Does your organization use automated application screening? 

√ Yes

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

First we write up a justification as to why the position needs filled, then the position is posted, as applications are submitted HR pushes them through so that they are available for viewing by the manager and asst manager, we begin reviewing the applicants at this time to speed up the process. Once the position closes we narrow it down to 3-5 candidates, selecting them in the software. HR calls to setup interviews. Interviews happen with manager, asst manager, and an HR rep. We discuss the candidates after each interview and rank them using the Lever software. Candidate is chosen with a day (or two), HR writes up a hiring proposal with proposed hourly rate/salary (based on experience), calls the candidate and offers the job. Once candidate accepts the other interviewees are personally called and told that they did not receive the position.

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

I love applicants who have a strong background in customer service and can show it.

Do you have any instant dealbreakers?

Inability to be flexible

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

Personality flaws that can be hidden, passive aggressive nature and the like

How many pages should each of these documents be?

Cover Letter: √ Only One! Two

Resume: √ Only One!

CV: √ We don’t ask for this

What is the most common mistake that people make in an interview?

Not taking the time to properly answer the question

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

Rarely

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?

Just tell me how your current work relates to the position.

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?

Nothing that I’m aware of. It might be best to have names hidden from the application reviewers.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

How did we handle the pandemic? How does the community support the library?

Additional Demographics

What part of the world are you in?

√ Midwestern US

What’s your region like?

√ Urban

√ Suburban

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 201+

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by | February 16, 2023 · 11:00 am

Do not ask questions. My pet peeve. This is useless and a waste of our time. 

Karl Geiger (1855-1924), Dt. Bibliothekar, Direktor der Universitätsbibliothek Tübingen 1895-1920. Julius Wilhelm Hornung, CC0, via Wikimedia Commons

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Administrative Manager/Regional Manager

Titles hired include: Administrative Manager, Librarians I-IV, Sr. Library Assistant, Library Assistant I-II, Clerk, Page

Who makes hiring decisions at your organization:

√ HR

√ Library Administration 

Which of the following does your organization regularly require of candidates?

√ Online application 

√ References

√ Proof of degree 

√ Written Exam

√ Oral Exam/Structured interview 

√ More than one round of interviews 

Does your organization use automated application screening? 

√ Yes 

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

Energy, enthusiasm 

Do you have any instant dealbreakers?

Stating misinformation about organization, bad grammar, lingo and cliches

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

Mental health issues

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ Only One!

CV: √ We don’t ask for this  

What is the most common mistake that people make in an interview?

Not researching organization;, rambling, unfocused answers that are too long

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

People tend to sound more monotone and show less enthusiasm in this setting. Smile sometimes and look at the camera. Be aware of your background and keep it simple. It can be needlessly distracting.

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?

Emphasize customer service, work with people 

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?

Too expensive to live in our area now. Makes it hard for lots of people.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

None! Do not ask questions. My pet peeve. This is useless and a waste of our time. 

Additional Demographics

What part of the world are you in?

√ Western US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 201+ 

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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by | February 14, 2023 · 11:00 am

I was a person very much in this position- the catch22 of library workers

A woman in a black dress sits on the stairs reading a book
Reader, Reading Room, Mitchell Building, State Library of New South Wales. By Flickr user State Library of New South Wales

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Director of Central Services

Titles hired include: Manager of Genealogy; Entertainment, Literature, and Biography Librarian; 

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Online application  

Does your organization use automated application screening? 

√ Other: We use ADP; I’m uncertain which of the hiring tools within it our HR department uses. 

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

Depending on the position, I might help write the job description and job ad and send it to HR to post on our library website as well as external job boards (depending on seniority of the position). We have a paper application, but I can’t remember the last time we actually had to review any of those as most people apply directly through the ADP software. Depending on the level of the position (youth services or librarian or supervisory), candidates will typically be asked to submit a cover letter and resume as well. HR reviews the applications and forwards eligible candidates and their application information back to me and the other members of the hiring panel. From there, the group of us (2 to 4 people) determine who we would most like to meet and send those names back to HR who coordinates scheduling the interviews. Each position has a certain set of predetermined questions we ask during the interview. Once the panel thinks we have a viable candidate, we submit that name to HR to make the offer which they do once they have checked references.

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

The person we recently offered a librarian position was an internal candidate who even though we all thought we knew him pretty well, had some very impressive extracurriculars listed on his resume that helped him to stand out. For example, the position maintains our library’s zine collection, and he has been working on various zine initiatives around town for several years. 

Do you have any instant dealbreakers?

People who in the interview talk more about what the position would mean for them vs what they could bring to the position. 

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

Their enneagram number! 

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ Two is ok, but no more 

CV: √ As many as it takes, but keep it reasonable and relevant  

What is the most common mistake that people make in an interview?

Not answering the questions asked. 

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

Yes. And I think we have seen a lot of great interviews in this format; the only one that felt weird was someone interviewing from their current office / library. I understand they were likely doing it during a lunch break or something, and we don’t compensate for interview time, so I get it! It just was sort of off putting. 

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?

I was a person very much in this position- the catch22 of library workers. My advice would be similar to the advice given to me – figure out SOME way to get library experience whether it’s volunteering or a practicum or asking a friend to allow them to job shadow. Ultimately, I’m hiring for professionalism and customer service skills, but what that means in the library setting is different.

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?

The overall whiteness of those with advanced degrees means we still see hiring bias when trying to fill “librarian” positions. There are fewer such positions, but it still presents a problem. Even when we list “equivalent experience” we find that people (esp those who don’t work at libraries) don’t always know what sorts of things would qualify them. 

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

How much autonomy will they have to do their job.The library is a bureaucracy, so I know it can sometimes be frustrating for folks with the levels of permission that are in place.

Additional Demographics

What part of the world are you in?

√ Midwestern US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 201+  

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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by | February 9, 2023 · 11:00 am

Everything we do, every step, is to create a good patron experience

Newspaper clipping from Thursday, April 26, 1979, from page 17 of the Whitman County Gazette, published in Colfax, Washington. The clipping shows a group photograph of librarians from the Whitman County Library, gathered for a workshop presented by consultants from the Washington State Library. Librarians present were from Albion, Colfax, Colton, Endicott, Garfield, Oakesdale, Palouse, Rosalia, Tekoa, and Uniontown. Note: names read left to right, seated subjects named first, followed by standing subjects. Names: Kuder, Martha; Clow, Margaret; Hawkins, Andrea; Jamison, Barbara; Doyle, Dorothy; Elwood, Win; Zinke, Elaine; Dahmen, Ernestine; Burkhart, Sally; Helt, Esther; Maloy, Edna; St. John, Shirley; Shoemaker, Vida; Robinson, Alice; Delzer, Mary
Whitman County Library branch librarians, Colfax, Washington, 1979. Whitman County Library, Public domain, via Wikimedia Commons

This interview is with someone who hires for a:

√ Public Library

Title: Public Library Director

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

We have no HR, city application comes to me, the group interviewing reviews and we choose who to interview

Titles hired: page, clerk, children’s librarian, assistant director, programming assistant, cataloger, circ supervisor

Who makes hiring decisions at your organization:

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ Demonstration (teaching, storytime, etc)

√ Other: totally depends on position…

Does your organization use automated application screening? 

√ No

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

they really wanted that position, not to work in a library, but to do the actual work and able to connect their experience even if it wasn’t obvious

Do you have any instant dealbreakers?

saying you’re a detail person but fail to fill out the basic application correctly, failing to complete each portion of the application, cold call before the job closes, having been a problem patron before

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

intent

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?

rambling answers that aren’t answers, not preparing for potential questions, knowing nothing about the library/looking at the website and social media

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

We don’t, but I’ve done them. good connection, plain background, knowing where to look

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?

Is it customer service? it applies, make sure to say that. The basic tenets of customer service apply to all library jobs, even behind the scenes – everything we do, every step, is to create a good patron experience

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?

TBH we have very little diversity in our community, but we do seek diverse candidates as much as possible. We are openly working on training with all staff. Acknowledging you have bias is a huge step. systemic racism and bias permeate everything, so it exists in every context.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

what does a typical day look like, will on-going training/CE be available, what are short term goals for the library as a whole, what challenges does the library face

Additional Demographics

What part of the world are you in?

√ Midwestern 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

Is there anything else you’d like to say, either to job hunters or to me, the survey author?

we need to be better about articulating what matters – your love of fiction or belief in the mission are great, but that doesn’t mean you are able to do the work, and the steep learning curve employees can expect.

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by | February 8, 2023 · 11:00 am

Working with Children & Police Clearances or willingness to get them

A female librarian seated at a computer working with PDQ, while a male physician examines a print-out.
Doctor and Librarian Working with PDQ. Bill Branson (Photographer), Public domain, via Wikimedia Commons

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Senior Library Assistant

Titles hired include: Library Assistant

Who makes hiring decisions at your organization:

√ A Committee or panel 

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume 

√ References 

√ Oral Exam/Structured interview 

√ Other: Covid Vaccinations, Working with Children & Police Clearances or willingness to get them

Does your organization use automated application screening? 

√ No 

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

HR will screen the applicants that meet qualifications.  2 people from the library will review the remaining applications and select 3/4 to interview.  Panel of 3 will interview the candidates and select 1 for a background check which is done by HR.

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

Positive Attitude

Do you have any instant dealbreakers?

Negative Attitude 

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more 

Resume: √ As many as it takes, but keep it reasonable and relevant

CV: √ As many as it takes, but keep it reasonable and relevant  

What is the most common mistake that people make in an interview?

Don’t answer the question 

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?

find a volunteer role at a library

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?

Decisions are not left to 1 person, both for selecting interview candidates and for hiring decisions. 

Additional Demographics

What part of the world are you in?

√ Australia/New Zealand 

What’s your region like?

√ Urban

√ 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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by | February 7, 2023 · 11:00 am

It’s ok not to ask questions if the candidate feels they have all the info they need.

Story time at Kenilworth Branch. By Flickr user Local History & Archives Hamilton Public Library

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Customer Experience Librarian 

Titles hired include: Home Library Librarian, Marketing Officer, Library Technician, IT Support Officer, Library Assistant, Librarian, Children’s Librarian

Who makes hiring decisions at your organization:

√ The position’s supervisor 

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume 

√ References

√ Proof of degree 

Does your organization use automated application screening? 

√ No 

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

1. Online application with responses along with cover letter and resume. 

2. Interview Round – 2-3 person panel & behavioural questions, + practical exercise if it’s a children’s programs or cataloguing role.

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

Client-focused answers in interview that are recent and off the cuff rather than rehearsed examples. Written applications with persuasive writing that expresses why they want the role. Great interpersonal skills that translate to customer service during interview that are natural and not rehearsed or formal.

Do you have any instant dealbreakers?

Poor/average interpersonal skills in interview. Candidates who aren’t current and not aware of library best practice/other libraries. Candidates that don’t express that they want the job.

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

Why exactly they want the job and how do they think it will be a good fit for them. Short term career goals – Where do they see themselves in 5yrs

How many pages should each of these documents be?

Cover Letter: √ Only One! 

Resume: √ As many as it takes, but keep it reasonable and relevant  

CV: √ As many as it takes, but keep it reasonable and relevant

What is the most common mistake that people make in an interview?

Not expressing how/if they want the job.  Waffling too much – not keeping focussed on the question. Not working on/ developing their interpersonal and empathy skills.

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

None so far

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?

Seek to gain a work placement, casual work or volunteer in the new library sector. 

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?

For customer service work, sometimes a written application may not be a strength for someone with English as a second language, so they may not make it to the interview round. Our panels are not required to have a mix of genders or an independent panel member from another department.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

It’s ok not to ask questions if the candidate feels they have all the info they need. It depends on the role and what has been disclosed in the ad and interview. If there are obvious gaps in info and the candidate hasn’t probed the panel – I may think they are either nervous or not that serious about the role.

Additional Demographics

What part of the world are you in?

√ Australia/New Zealand 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 51-100 

Is there anything else you’d like to say, either to job hunters or to me, the survey author? 

Candidates need to be “people people” to work in libraries. Every role is client-focussed whether it’s cataloguing, IT or management. Put people at the centre of all your responses and application.  

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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