This anonymous interview is with someone who hires for a:
√ Public Library
Title: Library Administrator
Titles hired include:
Librarian, Library Assistant, Clerk, Access Services Assistant, Security Manager, Library Administrator
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
√ Supplemental Questions
√ More than one round of interviews
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
Recruitment – alternating between internal and external, screened for minimum quals, randomly selected pool of about 20 at a time sent to interview panel (3-5 people), panel interview creates a list of ranked candidates based on score, names are referred out to hiring manager based on score and location/FTE preference, second interview is done at local level (3-4 people usually), selection is made.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
demonstrated leadership in answers, complete answers, good sense of humor, thoughtful and prepared (we send questions at least 24 hrs ahead of time)
Do you have any instant dealbreakers?
Because we send questions ahead of time, someone who is obviously unprepared (doesn’t have an answer) is kind of a deal breaker. I did a virtual interview this year where the candidate was playing a video game at the same time. Poor answers to diversity and equity questions.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
references, and sometimes resume – only the initial hiring panel who makes the list sees the resume generally
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?
incomplete question answers, answers that are too SHORT. If you have 30 minutes for the interview and you are done in 10, you need to rethink the details in your answers.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
yes. Don’t be afraid to communicate issues you have – poor internet connection or equipment, etc. Otherwise, just relax. We are mostly taking notes and sometimes don’t even have you on our main screen,
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?
It doesn’t take a lot to convince me. Candidates who can show parallels are actually my favorite because it takes skill to show how you have the skills without having worked in a library before. I try to have some questions to encourage this as well – ie. Tell me about a time you had to teach yourself something complicated, how did you go about it? What did you learn? What would you do differently? – Advice – have an awareness of how the library is part of a larger system, its own type of environment – think about public access on a bigger picture level. Say more than “I love the library” – tell us what a library means to you. ASK IF THE PERSON HAS SEEN YOUR RESUME. I tell people if we haven’t, which isn’t uncommon, but others might not think to tell you that before the interview starts. When you answer questions, answer every part – an incomplete answer is the easiest way to rank someone lower in a large candidate pool. When you are finished with your answer, go back and summarize your answer as it pertains to each part of the question – make there be no doubt.
When does your organization *first* mention salary information?
√ It’s part of the job ad
√ It’s part of the information provided at the interview
√ 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?
random selection pool of applicants, training on bias. Where bias still exists – in my org it does not exist as much for race, sexual orientation, or gender – but it’s very prevalent with older age and weight.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask what an average day looks like, how promotions occur (although sometimes asking about this can give a bad impression that you don’t want the job you’re interviewing for so be careful about your wording). Most people ask what we like about working at the library. This is an ok question. Ask what our challenges are as a system or branch. Ask what success looks like for someone in this position after 6 months. Ask what type of employee the manager finds the easiest to manage and the staff the easiest to work with.. Benefits questions are best asked to HR.
What part of the world are you in?
√ Western US
What’s your region like?
Is your workplace remote/virtual?
√ Never or not anymore
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?
Again – answer COMPLETELY. Talk about teamwork, problem solving, and highlight your previous work experience. We do love to hear that you love the library, but make your answer larger than that – why? What does it mean to you? What do you think it means to the public or country at large? If there’s something specific you need – ask about it – but also be careful. For example, we sometimes have people asking about very specific schedule needs around other responsibilities (school, children, etc). Weekends and evenings are part of public library life and jobs that don’t include one or both are few – so be prepared for that.