Elizabeth H. Bukowsky, a member of the National Archives’ Exhibits and Information staff, standing in front of a National Archives bulletin board exhibit prepared by EI [Exhibits and Information] and LI [Library] and displayed at the meeting of the Special Libraries Association at the Statler Hotel, Washington, DC, June 9-11, 1948. Photo by John Barnhill, NA photographer. National Archives.
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Manager, Facilities and Shared Services
Titles hired include: Senior Information Coordinator; Library Technician;
Who makes hiring decisions at your organization:
√ Library Administration
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Written Exam
√ More than one round of interviews
√ Other: Phone screen
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
I decide someone is needed
I get approval from my manager
I contact HR
I fill out FORMS and FORMS and FORMS with justification
I fill out more FORMS to get job pay range set
HR posts position on job boards, and uses HR software to manage
Resumes are sorted by software and HR (I always ask to see ALL, not just the ones that they think are qualified)
I pick who I want to interview
HR sets up interviews
I fill out more forms to justify my pick
HR offers them the job
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Understood questions quickly
Easy to speak with
Understood the technology
Second language
Do you have any instant dealbreakers?
spelling errors in resume or cover letter
Lack of spoken English
lying
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 researching the company
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
be on time
don’t read a script
don’t look up stuff when answering
turn off your phone
When does your organization *first* mention salary information?
√ It’s part of the information provided at the interview
Additional Demographics
What part of the world are you in?
√ Canada
What’s your region like?
√ Suburban
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 byfilling out the survey here.
[Librarians feeding large sheets of paper through a machine at the Card Section of the Library of Congress, Washington, D.C.] From the Library of Congress
This anonymous interview is with someone who hires for:
Titles hired include: Research Publications Coordinator, Education & Digital Initiatives Specialist, Medical Writer, Medicare Editor
Who makes hiring decisions at your organization:
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ CV
√ Proof of degree
√ Supplemental Questions
√ 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:
Create job description, send to compensation, send to recruiter, review applicants meeting requirements, interview applicants, extend offer to prefer candidate via recruiter
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
So very knowledgeable about information systems and architecture
Do you have any instant dealbreakers?
No energy, doesn’t ask questions
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they got along with co-workers
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this
Resume: √ Only One!
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 asking questions
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. It is really no different than an in-person meeting
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?
Provide examples of happy clients and successful projects. Have a good answer to “Why should I hire you”?
When does your organization *first* mention salary information?
√ Other: Salary discussion is handled by the recruiter
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
Lots of training, practice interviews
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Leadership/management style, culture, team and individual expectations
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?
√ 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 byfilling out the survey here.
ALA Camp Kearny library Left to right: J.H. Quire, Camp Librarian, Fr. Herbert Putnam, Gen’l. Director, Library War Service, I.N. Lawson, Jr. Assistant Librarian From the Library of Congress.
This anonymous interview is with someone who hires for a:
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:
Fill out position request forms, get approval, obtain funding, post job, review resumes, convene hiring panel, interview (w. HR rep present), make offer, get salary benchmarking, formalize offer by letter, receive signed offer letter back from employee.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Researched the role, even brings notes (that is fine!); could give clear structured answers to questions (Describe a situation related to question; what actions they took, or things they had to consider, and the outcomes. Demonstration of practical experience in this way is helpful, and answers matter even if they are not directly related to the field (Eg a newly graduated librarian might given an example from another job and that would be okay provided it was well structured around the process they use in a given scenario). 3 minutes long is usually okay for each question, better to be a bit longer than not detailed.
Do you have any instant dealbreakers?
Short interview answers with no details. Resumes that don’t list a speficif work duty and output or outcome related to it.
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
What is the most common mistake that people make in an interview?
I don’t think anyone ever intends to make mistakes, we are human, people sometimes seem overconfident, but it’s nerves; or they seem nervous, but they steadfastly answer the questions, no one is perfect and my hope is that every qualified candidate understands that sometimes they only don’t get the job because they made it to the interview as 1 of 2 or 3 highly qualified candidates. It’s not often a lack of anything, just competitive markets sometimes.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Job hunters – when asked to attend a virtual interview – should ask about the process: will someone be there navigating the virtual interview, introducing each panel member, reminding folks to take breaks, or pause to listen, checking to make sure the technology is working properly etc. It is the most unstructured interview environment otherwise. Another question is, how many will be on the panel for the virtual meeting? I once attended an academic panel interview virtually that I was dropped into from the “lobby” with 14 faces staring at me and they said “Well, in the interest of time, we will just get going, I am so and so and here’s my question.” By the 5th interviewer question, I was lost on the screen, had not had a chance to set my Zoom side to speaker view only, etc, and every time someone spoke, they shifted on the screen. As a hiring manager now, I would make sure everyone is ready, comfortable and relaxed and technologically set up for the interview first. If someone says you will be facing a 7 to 12 person panel online, consider carefully what that flow will feel like for you, and what you need as the interviewee.
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?
My biggest problem with libraries hiring library staff is this presumption that every library is so different. They are not. Organizations all have their people, budget, facility and online pain points. Soft skills and innovative thinking, program planning, etc is all transferable. My advice here for librarians in particular is to stop talking about being relevant as a library, and start talking about the profession and it’s components – it is information technology (from relational database work to tech management to teaching IT skills), it is information classification, it is community development (which transfer to any library, special, academic or otherwise, stakeholder, community, it’s all interchangeable), it is program planning, budget management, engagement work, adult education, etc. Everyone thinks they know what a library worker does – they truly do not.
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?
This is something that needs serious addressing and as a hiring manager, I have been advocating for changes in this area, including naming the biases when I see them. This is serious work and it requires more than just a policy to change it and personally, I do not think my organization can even see it’s extensive hiring biases. What I see happening in Canadian library job markets is this: Library headhunters, especially those tasked by boards to hire at the highest levels of college, university and public libraries in Canada particularly continue to do a terrible job of seeking out diverse candidates. Of late, in Western Canada, many libraries are installing men almost routinely into the highest roles, including men without even a library background or the ALA degree – and male librarians have never been held back from leading in libraries in the first place. For example, in 2021, Calgary Public Library hired it’s first woman librarian CEO in its 109 year tenure – that screams bias that it took so long and sadly, I see that bias against woman leadership in libraries continuing without any critique into 2022. I can safely say that no woman has run a library in my province without all the required qualifications and then some. We hold men and women and people from diverse backgrounds to different standards for performance and it needs to stop.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Candidates may want to ask a question to assess their own fit to the organization. For example, the candidate might say “In the past, I’ve enjoyed working in collaborative teams where ideas are respected and methods to act upon ideas are in place, how do you promote collaboration, respect and new ideas and innovation in your organization?”
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
I applaud this survey. I am wholeheartedly disheartened as a Canadian librarian that in my 20 years of library work, the strong guard of female and diverse mentors is reverting back to the traditional male library leader with a stay at home wife or not kids. It’s troubling in a way I cannot even express and I do believe hiring firms contracted by library boards or academic institutions are truly doing a terrible job and have no idea about the issues in feminized professions and continue to have processes that favour men, mostly white men, but generally men.
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.
Ellen Mehling has been assisting job seekers, both librarians/info pros and the public, for over 15 years. She has worked in academic libraries, special libraries, and archives, for an organization that serves libraries, as director of a library school program, and works currently as a job search advisor/instructor and for Brooklyn Public Library’s Business & Career Center. She is founder/writer/editor of BPL’s Work Life blog.
Briefly describe the hiring process at your organization and your role in it:
Serve as hiring manager and/or on hiring committees, reviewing resumes, on interview panels (at current and past workplaces)
√ 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
√ References
√ Proof of degree
√ Other: interview (usually a panel)
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?
An archivist hired at a past job – she had done her homework about the organization, and presented herself as calm, confident, and professional, in her interview. She turned out to be a great employee.
Do you have any instant dealbreakers?
Dishonesty, including exaggeration of skills and experience.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
What really happened at a past job, the real reason someone left a past position, and how things went with former supervisors and colleagues. Applicants are not always honest about these things(!), and if references aren’t checked properly and thoroughly, you can end up with a big problem. I have seen this happen more than once.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not preparing and practicing! This includes doing some research about the employer. Also, applicants trying to take over the interview and steer the conversation to what they want to talk about and things they want to share. The interviewer(s) is/are conducting the interview – I have learned that it is a huge red flag when an applicant is pushy and tries to take over the interview. AND dishonesty! (did I mention that already?)
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Practice so you are comfortable on camera, and remember that “eye contact” = looking at the camera, not at the people on your screen. Being interviewed via Zoom or Teams or whatever is very different than just attending a meeting or presentation. Make sure the light source in the room is in front of you so you are not a faceless silhouette.
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?
Think of which skills you have already that can be applied to a different kind of work (transferable skills). Figure out what skills you may need to improve or acquire, and how you can do that. NETWORK NETWORK NETWORK! Explain (briefly) anything that needs explanation, in your cover letter and interview. It is always better if your reason for making such a transition is that you are moving toward something you want, rather than running away from something you don’t want (or a bad situation in current position).
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?
How is success measured in this position? What are the first things they will need to get up to speed on if they are hired? They should know the job description thoroughly and know about the organization too. Their knowledge of the organization doesn’t have to be comprehensive but knowing nothing is a bad look.
Additional Demographics
What part of the world are you in?
√ Northeastern 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?
I am so happy Hiring Librarians has returned. It is such a helpful resource!
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:
√ Academic Library
Title: Campus Librarian
Titles hired include: Reference & Instruction Librarian, Campus Librarian, Dean of Library Services
Who makes hiring decisions at your organization:
√ HR
√ Library Administration
√ The position’s supervisor
√ A Committee or panel
√ Employees at the position’s same level (on a panel or otherwise)
√ Other: VP of Academics & President of College
Which of the following does your organization regularly require of candidates?
√ Online application
√ CV
√ References
√ Proof of degree
√ Supplemental Questions
√ 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:
Hiring committee of peers & Dean of Libraries
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were confident, knowledgeable, and direct/professional with their answers
Do you have any instant dealbreakers?
If they’re confused easily, stress out over simple questions, or say something racist/sexist in the interview
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
it’s a good process, no complaints
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?
underestimating the job responsibilities
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Speak clearly, repeat the question to make sure you’re answering correctly, other than that… good luck. Virtual interviews all suck.
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?
If you sound like you don’t have any idea what we do, you’re not getting the job. If you sound like you understand what you’re in for, any application of your personal experience can help 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?
HR reviews the first round of on-paper candidates and requires certain protected-status candidates to get an initial interview in the 2nd round.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Relevant questions that are unexpected are always good. Asking about the working relationships & culture is good too
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Suburban
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Public Library
Titles hired: Regional manager, Librarian, public service assistant
Who makes hiring decisions at your organization:
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Resume
√ References
√ 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:
Pre screen panel of 3 interviewers, 3 questions, 10 minutes to answer. If selected to move on, 1 hour interview with 5 member panel
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Consistent use of STAR technique, involvement in professional associations, and ability to articulate concepts from self guided professional development
Do you have any instant dealbreakers?
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
What is the most common mistake that people make in an interview?
Not providing specific examples to support answers
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes.
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?
Hype up customer service skills
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?
Pre and post bias discussion. Diverse 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’d like them to ask more about our strategic mission and the culture between admin and branch level. What is the role of Librarian in the organization. How do you see it changing in the next 5 years.
Additional Demographics
What part of the world are you in?
√ Western US
What’s your region like?
√ Urban
√ Suburban
Is your workplace remote/virtual?
√ Other: Occasional WFH opportunities. Generally discouraged for non management
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Supplemental Questions
√ 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:
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
√ Other…
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.
Additional Demographics
What part of the world are you in?
√ Western 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+
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.
Beth Walker (she/her) is a Senior Librarian at the Haymarket Gainesville Library in Prince William County Virginia. She received her MLS from UNC-Chapel Hill and her undergraduate degree from St. John’s College, which is known for its distinctive Great Books program.
She lives in Haymarket with her spouse and two cats.
Briefly describe the hiring process at your organization and your role in it:
The supervisor of the position creates a hiring profile, laying out the main duties of the position and desired qualifications/experience. An ad is created and posted. HR uses an automatic screening system for minimum qualifications. Then an HR subject matter expert additionally screens the remaining applications to verify qualifications. All remaining applicants are interviewed. The interviews are scored based on responses demonstrating skills and experience. The top scorer is sent a “ban the box” question via email, and then references are called. References must be current and/or former supervisors. If the references check out, the top candidate is offered the position. Alternates may be selected by the hiring manager, so if the top candidate does not accept the position or leaves within 6 months, then the alternate may be considered.
Which of the following does your organization regularly require of candidates?
√ Online application
√ References
√ Supplemental Questions
√ Oral Exam/Structured interview
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?
Provided good, clear examples in the interview of their skills, even if they did not have direct experience for the proposed questions. Skills are transferable, so I would rather see a candidate understand their capabilities rather than have exact experience.
How many pages should each of these documents be?
Cover Letter: √ Only One! Note: We accept cover letters and resumes, but mainly focus on the electronic application submitted
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 providing enough details to answer the question. Also, repeating the same examples or going into too much detail about one aspect and then neglecting other areas (saying “I don’t have an answer for that” after spending 10 minutes on the previous question). It also helps to show enthusiasm for something other than “loving books”. Don’t rely only on your resume to demonstrate your skills.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Have a good internet/audio setup. Otherwise I don’t really factor in setting (to the extent that I don’t even care about how a person dresses, or what the background looks like). I prefer not to have interruptions (animals, people), but you can always let me know if you are in a space that might not afford the same level of privacy as an 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?
Again, skills are transferable, so try to give examples of what you have done that are similar to what the hiring manager is looking for. You may want to think outside of the box and maybe write out in advance some examples to refer to. I also accept personal life experiences as examples, even though it can’t necessarily be verified via references. Anything related to volunteer work, involvement in community organizations or church activities, or even jobs you may have had previously that were not library-related. We are always looking for people who are good interacting with other people, are able to follow instructions and relate that to other people, and have some experience with technology.
When does your organization *first* provide 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?
Managers in our organization are required to take an Equal Employment Opportunity training every year to identify the various kinds of discrimination and how to avoid it. Hiring managers don’t see the applications until they are screened through, then all qualified candidates are interviewed. We try to score candidates based on only their responses, but obviously this is where potential discrimination can occur. Like many libraries, ours trends heavily white and female, which can contribute to implicit bias. However, hiring panels always include at least two managers and the scores must agree within a certain range. We use a competency matrix to score, so if the scores are too far apart you have to justify why the candidate’s responses scored higher or lower.
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 team and growth opportunities. Also, ask any questions you really want to know, because you are also interviewing our organization for fit. Since our library is a part of the county government, there can be quite a bit of bureaucracy involved, so if you are unfamiliar with that type of work environment ask about it.
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Suburban
Is your workplace remote/virtual?
√ Other: Certain positions can occasionally telework, but it is mostly in person
How many staff members are at your organization?
√ 201+ Note: Our system has 11 branches; the larger branches have about 20-30 staff, and the smaller branches around 5, supplemented by volunteers
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Don’t underestimate your own worth! It can be uncomfortable to talk about yourself, especially if you are worried that you are not exactly qualified, but sell up everything you can think of that is relevant to the job description. Particularly in the paraprofessional positions, managers can see your potential if you give good examples of skills. If you are applying for a public-facing position, make sure to highlight any customer service experience you may have. Write down some examples of things you have accomplished and are proud of, and use it in the interview. If you are more experienced, don’t be afraid to show the full extent of your knowledge, but be willing to demonstrate that you still enjoy learning.
Karen K. Reczek is a Social Scientist within the Standards Coordination Office (SCO) at the National Institute of Standards and Technology. Karen works with high level Federal, State, Local & private sector officials to coordinate standards development and standards research to identify and support development of standard activities and programs to meet Federal needs. Previously Karen worked at Bureau Veritas CPS as Senior Manager, Information Resources Center for 14 years and prior to that at Bristol-Myers Squibb in Scientific and Information Resources and Services. For over 30 years, Karen has served in various leadership positions in SLA, including elected and appointed positions at the SLA International, Community level. She is the winner of 2018 SLA John Cotton Dana Award. She is currently President, SES: Society for Standards Professionals.
Briefly describe the hiring process at your organization and your role in it:
Write description and skills requirements; work with HR to post the job; HR screens candidates that make a qualifying list; supervisor selects people to interview; panel interviews and makes selection in ranked order. HR extends offer.
Titles hired include: Information Specialist
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
√ Resume
√ Proof of degree
√ Supplemental Questions
√ Oral Exam/Structured interview
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?
Short answers that answered the questions. Articulate, organized in their approach, good examples, personable, and asked good questions.
Do you have any instant dealbreakers?
Won’t look me in the eye, even on camera! No questions for me. Unorganized responses or responses that make it clear the person did not understand the questions nor did they ask to clarify.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Their real ability to let go of set ways and learn new things and continue to adapt to the role should it change. I try to ask behavioral interview questions to get some of this revealed.
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, I love reading.
What is the most common mistake that people make in an interview?
Not researching the organization, or the department/divisions; not coming prepared to ask questions; not being prepared at all.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes, recently. See above. Turn your camera on. Make “eye” contact”; smile. Be brief. Ask clarifying questions.
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?
No need to convince me. I know it’s possible. Just offered an administrative person and info specialist role because they seemed very capable of owning the role and doing quality work once trained.
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?
HR’s new system is supposed to start to try and address that. Yet, it still exists.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
About opportunities for growth – like do you support belonging to professional orgs, attending conferences, opportunities for advancement. How the department works; what the supervisor’s style is and expectations; what the role is and responsibilities and what training will be offered to learn the job, etc.
Additional Demographics
What part of the world are you in?
√ Northeastern 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?
Do your homework. Be prepared. Ask questions tailored to the person interviewing you. Ask HR about culture and training. Ask the hiring manager about day to day responsibilities, management style, work environment, etc. The job hunter is interviewing the organization just as much as the organization is interviewing the job hunter. Don’t forget that. Try to learn about the culture. Sometimes that’s make or break once you get there and realize it is not a good fit.
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 an public librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:
catalogers, selectors, reference, children’s, managers, web content
This librarian works at a library with 200+ staff members in an urban area city/town suburban area rural area in the Midwestern US.
Approximately how many people applied for the last librarian (or other professional level) job at your workplace?
√ more than 200
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Had current degree, had experience with technology and people of all ages & ethnicities, had customer service experience, performed well in interview, had professional cover letter resume.
How are applications evaluated, and by whom?
Evaluated for education, appropriate answers for supplemental questions, professionalism.
What is the most common reason for disqualifying an applicant without an interview?
Answered no to a supplemental question which means they either don’t have experience working with people of all ages & ethnicities or they don’t have experience with technology.
Do you (or does your library) give candidates feedback about applications or interview performance?
√ Yes
What is the most important thing for a job hunter to do in order to improve his/her/their hirability?
Have customer service experience, enthusiasm for technology, and be approachable, professional and outgoing.
I want to hire someone who is
friendly.
How many staff members are at your library/organization?
√ 200+
How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?
√ 7 or more
How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?
√ 7 or more
Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with para-professional workers over the past decade?
√ Yes
Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?
They do not need to have professional experience but they should have some work history.
Is librarianship a dying profession?
√ No
Why or why not?
It’s evolving. We need librarians to lead services and staff, not to staff reference desks.
Hiring Librarians 