Category Archives: 200+ staff members

“Not being able to tell me what you are reading. You must have read something to apply to the job”

American Library Association – Library Personnel – Camp Greene Volunteer Library Workers. National Archives and Records Administration, 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: Director

Titles hired include: Clerk technician shipper librarian assistant 

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ 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

√ 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:

Posting review. Posting. Resume review. 1st short interview. Written test. 2nd long interview. Hire. On boarding. Probation. 

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

They knew about the library services and collections and believed in intellectual freedom. 

Do you have any instant dealbreakers?

Late. Swearing. Not knowing about or using the library. Not being able to tell me what you are reading. You must have read something to apply to the job. Not knowing what edi means for them. 

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

Capacity to support the member who hasn’t talked to anyone all day

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?

Too many umms. Not being themselves. 

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

Be yourself. 

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?

Tell us what you did. Why it matters. How you did it. When and where and then tell us why you think that makes you the best person for this role. 

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?

Exists in Screening. To reduce bias we ask everyone how they use their privilege, opportunity and challenges in life to enhance their practice as a public servant.  

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

What do you want to see in the first 3-6 months. 

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?

√ 201+ 

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

What percentage of the library team represents the community as a mirror

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Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Canada, Public, Urban area

“Since using video conferencing to present and teach is usually part of the job, we are looking for a level of competence and comfort with using this type of software”

Korean librarians visit Yongsan Library
Korean librarians visit Yongsan Library

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 LIS workers for an:

√ Other: NHS health library

Titles hired include: Library Administrator, Assistant Librarian, Specialist Librarian

Who makes hiring decisions at your organization:

√ A Committee or panel 

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

√ Online application 

√ 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:

Online application, anonymous shortlisting by at least two members of library staff using a scoring system, interviews by a panel (usually 3) including the original shortlisters. Lead shortlister will usually be the position’s line manager – I manage two posts within the larger team. All interviewers score each answer then compare total scores and agree on the preferred candidate. HR carries out reference and further checks.

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

They stood out because of an incredibly well written supporting statement which we require as part of the application form. It dealt with every element of the person specification and paid particular attention to explaining where their experience could be transferable.

Do you have any instant dealbreakers?

Someone who doesn’t meet any of the criteria in the person specification and/or doesn’t provide a supporting statement.

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

Nothing really. Would be nice to know how long they would be planning to stick around but that’s impossible!

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?

Not answering the question asked, being too vague, not giving specific examples.

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

Yes. Unexpected tech failures happen to everyone sometimes and aren’t a deal-breaker, but since using video conferencing to present and teach is usually part of the job, we are looking for a level of competence and comfort with using this type of software.

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?

Do your research on the sector or role. If you can explain how your experience would benefit our specific library users, that’s ultimately what we’re looking for. Try to provide concrete examples of how something you worked on demonstrated a particular skill we’ve asked for.

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?

Anonymous shortlisting, standardized scoring system, multiple scorers. But bias does happen as shortlisters are likely to give higher scores to answers that are similar to what we would say and how we’d say it. How to score isn’t completely objective.

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

Asking about the wider (large) organisation is helpful as it’s a complex context. We all work hybrid now, so it can be good to discuss that as well.

Additional Demographics

What part of the world are you in?

√ UK 

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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Filed under Other Organization or Library Type, 200+ staff members, UK, Urban area, 1 A Return to Hiring Librarians Survey

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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Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Midwestern US, Public, Rural area, Suburban area, Urban area

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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Filed under Public, 200+ staff members, Western US, Urban area, 1 A Return to Hiring Librarians Survey

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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Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Midwestern US, Public, Urban area

We are currently using Teams.

Whitman County rural library branch librarians, circa 1965. Note: names read left to right front to back as subjects appear. Branch librarian and location as follows: Mrs. McKenzie, Almota; Mrs. Shields, Pine City; Mrs. Van Tine, Penewawa; Mrs. Wilbourn, Riparia; Mrs. Holway, Palouse; Mrs. Armstrong, LaCrosse; Mrs. Redman, Library board member; Mrs. Bradley, Elberton; Mrs. Warwick, Tekoa; Miss Bowles, Colfax; and Mr. Hughes, Winona. Names: McKenzie, _, Mrs.; Shields, _, Mrs.; Van Tine, _, Mrs.; Wilbourn, _, Mrs.; Holway, _, Mrs.; Armstrong, _, Mrs.; Redman, _, Mrs.; Bradley, _, Mrs.; Warwick, _, Mrs.; Bowles, _, Miss; Hughes, _, Mr.
Whitman County Rural Library branch librarians, Colfax, Washington, circa 1965. Whitman County Library, Public domain, via Wikimedia Commons

This anonymous interview is with someone who hires for a:

√ Public Library  

Who makes hiring decisions at your organization:

√ Other: Panel recommendations are reviewed by Director 

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

√ Online application 

√ Proof of degree 

√ Oral Exam/Structured interview 

Does your organization use automated application screening? 

√ Other: Combination.. application is reviewed by County HR for minimum qualifications

How many pages should each of these documents be?

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

Resume: √ 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 terms of the question, not looking at our public face… website and social media before interviewing 

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

We are currently using Teams. 

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 experience and ability to learn and use software.

When does your organization *first* mention salary information?

√ It’s part of the job ad 

Additional Demographics

What part of the world are you in?

√ Other: Mid Atlantic US

What’s your region like?

√ Other: Large County system serving a diverse County with urban , suburban and rural settings

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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Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Public, Rural area, Suburban area, Urban area

We send the interview questions in advance. If a candidate doesn’t have their answers prepared, I am very unimpressed.

Returning Books to their Places. National Archives

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Department Director

Titles hired include: Liaison librarian (multiple), scholarly communications librarian

Who makes hiring decisions at your organization:

√ Library Administration 

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

√ Cover letter

√ CV

√ References 

√ 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:

We have two rounds (a phone screening then the full day interview). We usually bring 3 people in for full interviews, but it can be anywhere from 2 to 5. The search committee doesn’t include the position’s supervisor. The committee writes a report summarizing the pros and cons of each candidate. This is submitted to Admin as the hiring authority. Admin checks references, chooses the candidate and negotiates the offer. Search committee chair is responsible for all other communication with candidates.

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

They were well prepared and confident in their public presentation, and able to respond effectively to the audience’s questions. They were able to address multiple aspects of the role, and draw on their own experience.

Do you have any instant dealbreakers?

Lack of preparation for the parts of the interview day we give advance notice of. We send the interview questions in advance. If a candidate doesn’t have their answers prepared, I am very unimpressed.

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

Our required qualifications are absolutely requirements. If you don’t show that you meet them, we can’t interview you. 

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more 

Resume: √ We don’t ask for this  

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

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

Make sure you’ve shared your screen/slides before you start presenting, check in that the volume is okay. If possible, try to share a phone number or alternative contact method in case the internet drops.

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?

Don’t rely on the committee to make the connections. Draw out the relevant stories and aspects of any previous work. Paraprofessional to professional roles can be hard in a single organization (which is stupid). You might need to leave and return in order to make that transition

When does your organization *first* mention salary information?

√ Other: We just started providing ranges or minimums in ads this year

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

Honestly, we do very little. We have HR telling us our targets for diverse hires, but that’s about the only formalized process

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

Why is this position available? How are decisions made in your organization? What internal communication channels exist? 

Additional Demographics

What part of the world are you in?

√ Midwestern 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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Filed under 200+ staff members, Midwestern US, Urban area, 1 A Return to Hiring Librarians Survey

Are you going to be dead weight for us to carry?

A photo by Ian Robertson of Dorothy Davies [left],the librarian at the Trenton Public Library. She is holding books and looking at a poster advertising Gilmour & Co. Lumbering Industries near the mouth of the Trent River in Trenton, Ontario.
HC03646. Photo by Flickr user Community Archives.

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Division Manager

Titles hired include: Librarian I/II/II, Supervising Librarian, Library Assistant

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ A Committee or panel 

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? 

√ No 

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

Applications go to HR for initial screening. Those who are deemed qualified are sent to have an interview with a hiring committee panel at the Library. Committee discusses all candidates at the end of the interview process and chooses the top candidates based on the interviews and application materials.  Send those names to our Director for approval.

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

The candidate was really engaged, personable. They weren’t uptight. They paused to think about their answers rather than just diving in and never really answering the questions. They asked us to repeat the questions if they weren’t sure they hit all the points they needed to make. And they sold us on them.

What are your instant dealbreakers?

If your answer to “why do you want this position” is anything like “it’s the next step in my career” or “I want a raise.”

And if the candidate doesn’t have any questions for us at the end.  Show me you’re engaged and excited about the opportunity!

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

Are you going to be a bust? Are you going to be dead weight for us to carry?

How many pages should each of these documents be?

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

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?

If it’s an internal interview, the candidate depends on the panel’s prior knowledge of the candidate’s experience and achievements.

External candidates who don’t do any research into our community.

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

We have done virtual interviews.

Test your equipment in advance!  BE ON TIME. 

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?

Ask about the position.  Ask about the goals, the hurdles, and/or the expectations.

Additional Demographics

What part of the world are you in?

√ Western 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+  

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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Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Public, Rural area, Suburban area, Urban area, Western US

If you’re over qualified explain why you’re still interested.

Donnell Library. Three librarians around table. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Library manager

Titles hired include: Senior librarian, reference librarian, archivist, archives assistant 

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

√ 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:

The supervisor arranges a panel who screens applicants and conducts interviews. The structure depends on the position and the size of the pool.

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

They clearly understood the position, took time to learn about the organization and succinctly communicated why they were an ideal fit for the position.

Do you have any instant dealbreakers?

No cover letter or a letter that doesn’t connect with the position we’re recruiting.

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?

Talking around a question rather than answering it.

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

We do. Make sure your audio and lighting are good and pay attention to what’s in your background.

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?

You should draw those lines in your cover letter and again during the interview.

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 seek to have diverse viewpoints represented on our hiring panel.

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

I appreciate when they ask about challenges and opportunities at our institution and what kind of a culture we have.

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+

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

Please read the job ad. Make sure you’re qualified. If you’re over qualified explain why you’re still interested.

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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Filed under Public, 200+ staff members, Western US, Urban area, 1 A Return to Hiring Librarians Survey

Anything that isn’t generic, something they want to know about this particular job.

Interior of the Aguilar Library, Ave C, ca. 1901. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Curator

Titles hired include: University Archivist, Head of Processing, 1st Year Success Librarian

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

√ CV

√ References

√ Proof of degree 

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews 

√ A meal with hiring personnel 

Does your organization use automated application screening? 

√ No  

Do you have any instant dealbreakers?

Cover letters that aren’t targeted to the job qualifications. How many pages should each of these documents be?

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

Resume: √ Two is ok, but no more 

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

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?

Talk about what they did that was exceptional and related to job description. Don’t make the committee guess whether a certain job experience was relevant. 

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?

EEOO training. Avoid asking questions where candidates might reveal protected categories. 

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

Anything that isn’t generic, something they want to know about this particular job. 

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 201+ 

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

Please write a targeted cover letter. If I’m hiring for skill/experience A, it doesn’t matter how good you are at skill/experience B. It’s okay to tell me how your expertise in B will enhance your ability to do A but don’t ignore the fact that we want to know if they can do A. 

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.

Leave a comment

Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Academic, Southeastern US, Suburban area