Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Proof of degree
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
√ Yes
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.
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?
√ 101-200
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 byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Cover letter
√ CV
√ References
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Have served as a member of hiring committee
Do you have any instant dealbreakers?
Does not meet basic requirements (eg no library degree or equivalent for positions where this is required)
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ We don’t ask for this
CV: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
We provide questions in advance, and sometimes people overthink them
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?
Require diversity (gender and position) in hiring committee; accept equivalent foreign degrees
Additional Demographics
What part of the world are you in?
√ Canada
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 101-200
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 byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ References
√ Proof of degree
√ Supplemental Questions
√ Written Exam
√ Oral Exam/Structured interview
√ 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:
I see it through from start to finish for all positions I hire for, including creating job postings, screening applications, and interviewing. I also participate on panels for other positions. Hiring decisions are ultimately mine although HR does a final review that might trump that (to veto our candidate if there is a relevant veterans preference for another candidate, if someone doesn’t pass the background check, etc.)
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They seem excited about the position and display some understanding of what the position work entails. They’re able to clearly show a link between past experience and the position they are interviewing for. The experience doesn’t have to be the same type but they should be able to draw connections.
Do you have any instant dealbreakers?
Candidates who don’t understand what library work actually is (ex. they say they want to help people find books and don’t demonstrate any other knowledge of library services)
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: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not knowing anything about our library or community.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Make sure you check your audio and video before (you’d be surprised how many people have issues). If you join early and are waiting to be admitted, make sure you are ready to go. Don’t walk away, get distracted, etc.
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 all have required anti bias training. We also look at requirements and questions with an equity lens and include BIPOC staff in every interview.
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 several questions, it almost doesn’t matter what they are! Lots of candidates have no questions—it makes you seem like you aren’t curious, and don’t care about whether the job is a good fit.
Additional Demographics
What part of the world are you in?
√ Western US
What’s your region like?
√ Suburban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 101-200
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Could add a question about how the hiring market is in your area. Some candidates are shocked how hard it is where I am. It might take a librarian with years of experience who comes to my area years to find a position, or they may get stuck in a paraprofessional position. Being able to move for a job helps if you are set on a specific type of position.
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 byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Supplemental Questions
√ Oral Exam/Structured interview
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
Applicants are screened by application software; HR compiles ranked lists of applicants,; hiring committee selects interviewees from ranked list; hiring committee interviews, scores, and selects candidate; HR reviews and vets; job offer is extended by direct supervisor. My role extends from selecting interviewees to job offer.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Immensely thoughtful and knowledgeable response to customer service questions.
Do you have any instant dealbreakers?
Unprofessional behavior in the interview.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How well is technical experience reflected in the application and interview; applicants frequently oversell or undersell technical skills.
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this
Resume: √ We don’t ask for this
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Rambling answers that don’t address our questions are common.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
N/A
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?
Be knowledgeable about the work you’re applying for and show me how your prior experience fits that work.
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’ve changed aspects of screening and ranking, as well the structured interviews we use. Discrimination still exists primarily in the educational disparities in our community, and nation.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Applicants should ask more questions about what their working days will look like, and about what it’s like to serve the whole public, not just folks like themselves.
Additional Demographics
What part of the world are you in?
√ Southeastern 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?
√ 101-200
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
None
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 byfilling out the survey here.
Photograph of the Visit of Mrs. Gladys Sheriff, Librarian of Fourah Bay College, University College, Freetown, Sierra Leone, to the National Archives, 7/23/1964. National Archives
This anonymous interview is with someone who hires for a:
√ Academic Library
Title: Department Head
Titles hired include: Most positions don’t have titles, just profiles
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ Other: Department head (who is usually the supervisor for the position).
Which of the following does your organization regularly require of candidates?
√ Cover letter
√ Resume
√ CV
√ Other: It depends. We usually have one round of interviews; two if there are 2+ good candidates. The second round will come with an assignment.
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
See comment under #5 (Which of the following does your organization regularly require of candidates?). The hiring process is somewhat simple and structured and governed by policy. The writing of the job description and getting approval from the director is a long, less structured process.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Having a good cover letter, honestly. And in the cover letter, demonstrating that they’ve done a close reading of the job description and have a clear understanding of what the job entails. So few applicants do that – it makes the ones who do really stand out. Also, this has meant, in the majority of cases, a smooth transition into the new function – not to mention a good interview with a concrete foundation.
Do you have any instant dealbreakers?
Maybe this makes me a jerk, but at the application stage, poorly formatted or unusually formatted resumes/CVs can be deal breakers (and by ‘unusual’, I don’t mean like the amazing comic resume/CV one candidate submitted).
Reason 1: I want my team to have good teammates. My team specializes in information and data literacy, which includes presenting info and data clearly and with/within certain professional standards. So, to me, the format alone already gives some indication about whether the applicant is at the expected level – and in some cases, if they are tech or information literate themselves.
Reason 2: We process, review and respond to every single application ‘by hand’ so anything that makes a resume or CV harder to read and get through (like dates in weird places, inconsistent or odd formatting or fonts, missing email addresses, etc.) means it can get overlooked in favor of those without issues.
That said, a good cover letter and some enthusiasm will almost always win the day.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
If they’re going to drop out after getting tenure and/or make things harder for the rest of the team.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Only One!
CV: √ Two is ok, but no more
What is the most common mistake that people make in an interview?
Being too nervous or putting too much pressure on themselves to do everything ‘right’. I’m just trying to have a conversation to get to know the candidate & I’m not trying to trick anyone or pull any gotcha moves. I want to know who the candidate is and how they think and what they want from the job. I want to see if there’s a connection and if we can work together.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes! I’m not sure, honestly.
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?
There are at least two levels for me here.
#1 is organizational awareness or sensitivity or understanding of working in a large or complex organization. One interviewee talked about her experience organizing a volunteer event with the city, but she forgot to inform an important party about something and ended up causing some hurt feelings and mistrust. She was able to resolve things but learned a lot of lessons about stakeholders and hierarchies. Her example was convincing and worked for me.
#2 is content knowledge. This is a little trickier, perhaps. I’d be convinced by someone demonstrating some research and/or asking good questions. For example, one fresh graduate from a non-library program asked which information literacy framework we followed and then drew upon her experiences as a student to connect to the job description and tasks. “After I saw the framework, I thought back on the library skills training we did as freshmen and I realized how well the training fit with the framework. I never knew!”
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 are required by policy to have diverse interview teams (usually 3-4 people in any interview process). ‘Diverse’ has very little meaning here as 95% of the library staff are white and local to the region. A ‘diverse’ interview team generally means we have to have men + women, preferably from departments outside of our own. Neurodiversity and physical ability aren’t even on people’s radars as indicators of diversity. Strangely, LGBTQ+ people are so accepted as to be almost invisible, hence the return to man + woman as indicators.
Discrimination is still crazy. In one application round, we had a fantastic application from someone who grew up in Vietnam. He had an amazing cover letter, too. My former boss said, “Guess we’ll have to pass on this one.” I asked why. He said, “You know how they are. No respect for women. We already have enough turmoil in the department.” (The turmoil being me, the first new employee in 10+ years, and an immigrant to boot.) After picking apart his weak ‘argument’, I took the issue to HR.
In what contexts does discrimination still exist? Well, that ^. Also in what I wrote above about semi-dismissing messy resumes/CVs. We could very well be rejecting good candidates who just don’t know how things work here (not that we get many applications from people from diverse or international backgrounds), even with lax language requirements.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask me anything! It’s important to know that we, like all other university libraries in the country, work with profiles and not with strict job/task descriptions. That means that in 3 years or 5 years or whenever, people can be asked to do different tasks that fit their profile. I see it as an overall positive, though it was very confusing when I started my own job.
Additional Demographics
What part of the world are you in?
√ Other: Mainland Europe
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?
√ 101-200
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
To you: good questions – good food for thought! Thanks for the opportunity to reflect!
To job hunters: I’d rather hire a person with potential who fits with the team and has a growth mindset than a stick in the mud with experience.
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 byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ CV
√ References
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
√ A whole day of interviews
√ A meal with hiring personnel
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
Online applications go to HR who conduct an initial screening, they send applications onto the hiring committee which is almost always chaired by the supervisor for the open position. The hiring committee always includes multiple staff from across departments with some knowledge of the work the incumbent will be performing (supervisor, curator, someone in a parallel or very similar position within the unit, someone with a tangentially related job in another unit). The committee goes through bias awareness training with HR. The committee reviews all the applications and discusses them. In the searches I’ve been involved with, we go around the table and discuss each candidate and generally rate them as a yes, maybe, or no, though there is no formal rubric for this. We go through the yes’s and maybe’s and narrow down to a few people we want to bring for a phone screening. After the phone screening we narrow the finalists who will be invited for a full day interview. The full day interview includes interviews and lunches/events with various configurations of staff from various units. The committee collects feedback from staff on the candidate. The committee meets to make a decision. It’s generally after the full-day interview when we check references for the candidate we want to make the offer to. HR reaches out to make the offer and handles the salary negotiations, sharing info about benefits, etc.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Their cover letter was exceptionally well-written and told a compelling story about their career and why they were a great fit for the position. It was truly impeccably written and the entire application package included a good mix of quantitative info (# of collections worked on, quantifying budget and workflow efficiencies) and more qualitative information about what they enjoyed about the work, their working style, and what it’s like to have them as a colleague. One thing that really impressed me was that the cover letter included tidbits of how their colleagues would describe them and their accomplishments. “I’m well-known within the department for my XYZ skills. My colleagues have asked me to review documentation because of my expertise, and I am frequently asked to liaise with XYZ committees and units. One colleague described me as “our resident XYZ expert.” That kind of thing.
Do you have any instant dealbreakers?
If it’s clear from the CV and/or cover letter that they do not understand the job they’re applying for. Something like applying for a cataloging position and spending the entire cover letter talking about how much they want to focus on exhibits and instruction.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Honest assessment of their working style – not in terms of productivity but things like preference for oral vs. written communication, their preferred management style, the type of training they need and how they would like it delivered. In my experience people are so eager to please that you can’t get a good sense of this from the questions we ask. There are lots of vague answers which makes it difficult to gauge the type of training and onboarding they would actually need and whether it’s realistic for us to provide that in the way that would make them most likely to succeed.
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
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 doing enough research about basic subject knowledge and core competencies for the position. Not anticipating or being prepared for behavioral type questions “tell us about a time when…” “Tell us how you would hypothetically handle this situation…”
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes, we do Zoom interviews. It can be hard to get the same degree of connection, so it can feel a little awkward. Not much specific advice but don’t be afraid to ask for questions or clarifications.
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?
This is one of my biggest pet peeves. I honestly don’t have much advice for paraprofessionals or folks in this situation because I think the problem is absolutely on employers and hiring managers, not on the applicants themselves. If you’re switching between library types you can definitely emphasize the functions which are the same and the skills that are transferrable. If you’re a paraprofessional you can emphasize the degree to which you worked independently, and perhaps any areas where you have leadership or were asked to consult or offer your advice on workflows, documentation, etc. Those are both indications of professional growth and expertise and ability to move into a professional role.
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?
HR does a training about this but in my opinion it is inadequate.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I love when candidates have done a bit of research and ask about specific initiatives going on at the library, if they have a sense of recent projects we’ve done or know what our standards and workflows are, at least at a very surface level. I also like questions about training and onboarding and the possibilities for cross-training and professional development. It’s good when someone shows initiative and interest in a particular area, a willingness to be more involved professionally, or even offers feedback or suggestions if we’ve mentioned a particular challenge or ongoing issue.
Additional Demographics
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Urban
√ Suburban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 101-200
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Job postings and position descriptions are a major problem. They need to be clearer, more specific, and more transparent about a lot of things. I’ve personally applied for jobs where the job description listed every possible archives/library function under the sun, it seemed like a generalist job with “additional duties as assigned” thrown in for good measure, only to get to the interview and realize that the employer had a very specific focus for the job (95% one function or task) and they use a boilerplate job desc or just include all those other things so you can’t make the case that you’re being given tasks outside your scope. Also, be transparent about salary, benefits, hours, and onsite vs remote work time from the get go.
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 byfilling out the survey here.
Mrs. Joan Fertig, Hungarian-born librarian at the Westinghouse plant. LOC.gov
This anonymous interview is with someone who hires for a:
√ Special Library
√ Other: Government Library – State Library
Title: Assistant Director
Titles hired include: Librarian, Senior Librarian, Research Program Specialist, Student Assistant, Intern
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
√ Resume
√ References
√ Proof of degree
√ Supplemental Questions
√ Written Exam
√ Oral Exam/Structured interview
√ 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:
If I have a current position vacancy in my unit, I craft a current job description with details on duties and responsibilities submit it to the director and then HR to review/approve before the recruitment plan is crafted with HR assistance – how long to keep it open, screening criteria grid to apply for applicants, interview questions (with suggested responses, scoring grid), where to post position availability.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were able to communicate their ideas and response to the questions in a way that highlighted their strengths, skills, experience – and even when they didn’t have specific experience or familiarity with the question or topic, were able to translate/bridge similar qualities and experiences
Do you have any instant dealbreakers?
Too shallow or glib responses that do not address the questions asked
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How well they interact with colleagues, how they act under pressure and with multiple and often conflicting deadlines
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?
Fail to fully answer/address the question asked with sufficient details and information
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes, all have been handled virtually since COVID first prevented us from working onsite, mid-March 2020. The first few were conducted in Teams and Zoom, with audio only enabled (cameras for applicant and panelist turned off). In this instance, vocal variety, enunciation, level, tone are big factors. Pre-COVID, we had done a couple of interviews virtually with cameras on – lighting, presentation, background noises will be playing a factor along with the others noted for interviews with the camera off. In both cases, it is important for candidates to present their best selves with thoughtful responses.
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?
Be able to communicate how and why their experience relates to the job duties and responsibilities of the position they are interviewing for. To connect the dots and map it out explicitly so that the interviewer(s) are able to understand – if they have similar experiences or skills-set in other jobs even if the job titles or industries or settings are different – doing so helps put things into context and makes the roadmap much clearer.
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?
Audio only virtual interviews, review of interview questions to ensure all are objective and job-related, interview panel includes HR rep. The state civil service system can be mystifying and a bit of a challenge to navigate and time consuming process – it is not a discriminatory practice or process on its merits, yet those responsible for hiring are interviewing candidates, and how they judge/score their responses might be subject to prejudice, and they are faced with choosing among comparable candidates after the interviews and making decisions about which one would ‘fit’ in with the staff, and this is another area where bias and discrimination could take place (whether implicit or explicit).
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Seems like it would vary by the candidate – whatever is important to them should be raised/asked. This is a two-way interview, and those on the hiring panel are/may be colleagues. At the very least, ask a question (or two) that shows the candidates have done a little homework – checked out the company and or unit website or conducted a search to see what is being talked about or shared (program news, updates) and plans for the future.
Additional Demographics
What part of the world are you in?
√ Western US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Other: My entire unit is working virtual; and it varies throughout based on work responsibilities
How many staff members are at your organization?
√ 101-200
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Please be aware that job duties vary so much that it is not enough to say/write the titles of the positions held – convey the range, extent. Also, do not dismiss/overlook experiences and skills obtained through volunteer work, either with a professional association (library or information pro) or personal association
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 byfilling out the survey here.
This former salesgirl, librarian, and sixth-grade school teacher has been repairing and servicing cars which used to be only open jobs for men. National Archives
This anonymous interview is with someone who hires for a:
√ Academic Library
√ Archives
Title: Curator of Special Collections and Archives
√ Employees at the position’s same level (on a panel or otherwise)
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ CV
√ References
√ Oral Exam/Structured interview
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
√ A whole day of interviews
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
For staff, there is a posting that is reviewed prior to posting by supervisor and HR director, then posted to a variety of library and state job boards. The committee reviews all applicants for qualifications (req or preferred) and decides on a pool to interview virtually. The committee does virtual interviews with candidates, and decides on the candidate they would like to make an offer to, after checking references of the top candidate/s. They make a verbal offer contingent on a background check. The candidate, supervisor, and hr director discuss salary and a pay rate in the posted range is decided upon and if the candidate accepts, a formal offer letter with a start date is created and signed. The faculty process is similar but far more involved, and has 2 rounds of final interviews, one that is short, and a final that is the equivalent of half a day (and still virtual). The committee brings the final candidates to campus after the offer has been made, and the candidate decides after the visit.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Framing challenges positively, actually speaking to the position in the application materials.
Do you have any instant dealbreakers?
Indicators that someone is overly critical in unproductive ways. I want to hear criticality from candidates, it’s a form of problem solving, but I do not want constant, unproductive negativity.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they treat people who are more vulnerable than they are.
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?
Not speaking to the position announcement, being too general.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
The usual. Make sure we can hear you.
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?
All leadership in all roles is relevant. A LOT of people who have never directly supervised people have leadership experience, from school, from life. Writing documentation, training, being a ‘team lead.’ Use it. Play it up.
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 don’t de-identify application materials, and should.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
√ Employees at the position’s same level (on a panel or otherwise)
√ Other: for leadership positions we include at least one staff member who would report directly to them
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ A whole day of interviews
√ A meal with hiring personnel
√ Other: Librarian License for applicable positions
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
All applications are received by our Office Manager. She screens for clearly not meeting qualifications. Those that make it through that phase go to our Deputy Director. He screens for skillset and coordinates the panel. The panel is led by the senior librarian in the channel being hired for, a supervisor or peer for the position being hired, and a member of our diversity committee. The Office Manager arranges for the interviews. Once the interviews are complete, the Office Manager coordinates the background checks and drug tests. For senior level positions – meaning the Administrative team – those come to me directly. Those interviews are typically 3 rounds. They include a telephone interview, a meet and greet with the departments they will support and a formal panel interview. I hold all hiring responsibilities as delegated by our library board. I almost always follow the recommendations of my team. I can only remember one time that I vetoed a decision.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were familiar with our organization and shared how they would fit in it.
Do you have any instant dealbreakers?
As the director, I most frequently will be the one to greet applicants at the door. Most of the time, they think I’m my Office Manager. If they speak differently, or better, to me once they figure out I’m the Director, I won’t hire them. Equity and the value of every patron is one of our core values. I need to know they will live that out without someone watching. ** I forgot another one. I’m a female. My Deputy Director is a male. If a candidate only speaks to him and refuses to address me, it makes it clear that my leadership won’t be recognized.
Is there anything you wish you could know about candidates that isn’t generally revealed in the hiring process?
No.
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
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?
No knowledge at all about who we are or what we do. Asking me questions that you can find on the website such as our hours or locations demonstrates lack of initiative.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Learn the technology. Everyone has rough days or technology challenges so we have grace for that. But if you are applying for a technology librarian, you should be able to share your screen in a common platform.
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?
Our organization focuses on excellent services as a part of our mission. Being able to demonstrate customer or public service makes every applicant stand out. I wish that parents who have taken a break from work would better understand their value. I know this isn’t the same as the question but I find that parents tend to undervalue their experiences at the interview table.
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 have a diversity committee that has reviewed our interview question bank. We have a member of the committee on each panel. We have recently started clearly defining the necessary skills prior to the interview to make sure that we are all evaluating the same thing. We have also experimented with a focus on numerical evaluation though that had its own challenges.
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 being asked what our priorities are for the early months. I like questions about the culture of the organization because it shows that the applicant understands the value of a healthy workplace.
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Other: We are a large regional system made up of urban and rural areas.
Is your workplace remote/virtual?
√ Other: Only during COVID quarantines.
How many staff members are at your organization?
√ 101-200
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Public Library
Title: Library Manager
Titles hired include: Public Services Assistant, Youth Services Assistant
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ Other: The position’s supervisor and one other manager in the hiring department
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
√ Oral Exam/Structured interview
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
HR screens applicants based solely on their qualifications matching. Those that are qualified are passed on to the hiring manager who decides who to interview. I am the hiring manager at my branch.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Before we opened, I saw him on the steps engaging in casual conversation with the homeless men who were waiting to come inside and warm up. It was a good indication that he had the right attitude for this library and its clientele.
Do you have any instant dealbreakers?
Failing the alphabetization test. I let that slide once and regretted it.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Honestly? I wish I could know if the job was a stopgap or stepping stone, or if they really were ok with working for such low pay. (I don’t control the pay rate.)
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this
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?
I’m tired of hearing vague claims about how much candidates value the library. If they are really a library user or advocate, I want them to tell me something that demonstrates that. If they aren’t, that’s okay! Tell me something else that shows me that they’re a kind, helpful, socially aware, critically-thinking and/or tech savvy human that is interested in learning how awesome the library is.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Candidates seem to grasp what’s needed virtual interviews.
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?
Since I hire paraprofessionals rather than librarians, I can’t answer this.
When does your organization *first* mention salary information?
√ It’s part of the information provided at the interview
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
Nothing, as far as I know.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I just like questions that show they have given the position some thought. It’s important for them to know that they need patience and that not everybody is nice to you at the library. It’s a customer service job.
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?
√ 101-200
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 byfilling out the survey here.
Hiring Librarians 
