Category Archives: 100-200 staff members

Don’t be too specialized. But, at the same time, don’t be too generalized.

Fish Market This anonymous interview is with an public librarian who has been a hiring manager. This person hires the following types of LIS professionals:

Reference librarians, collection development and systems librarians, children’s and teen librarians, archivists.

This librarian works at a library with 100-200 staff members in an urban area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Someone who has experience-either via work history or volunteer or school practicums. I’ve had several applicants fresh out of (online) library school with NO library experience whatsoever. Someone who has a steady job history, I avoid people who have job hopped a lot or have a spotty work history with no explanation (a good explanation-took time off for family or health reasons-that’s completely understandable). Someone who is articulate in both writing and conversation, someone who has reasonable expectations for the job in terms of both scheduling and salary.

How are applications evaluated, and by whom?

HR sends the applications to a third party company that grades the applications before we receive a final list. I’m not sure what their criteria is. I’ve gotten applications for library jobs from people who clearly don’t meet the requirements, so I can’t say for certain that they eliminate based on the minimum requirements posted for the job. It’s kind of a mystery, really. Once we get a list, we (the hiring committee) decide who to interview based on their resume.

What is the most common reason for disqualifying an applicant without an interview?

Lack of experience in the area we’re hiring in. If I’m looking to fill a collection development position and the person is a librarian with no collection development experience, I’m not going to interview the person.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ Other: Only upon an open records request

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Don’t be too specialized. But, at the same time, don’t be too generalized. I realize that’s contradictory, but what I’m trying to say is that it’s important to have experience in different areas, depending on the library field you’re entering. For example, public librarians should have at least a baseline of experience in reference work, circulation, collection development and computers.

I want to hire someone who is

flexible

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 3-4

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?

√ No

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?

Both. There is a minimum number of years on the job descriptions, but I’m not sure how much HR sticks to that, given that I’ve had applicants with no experience. We tend to hire people with more experience as a practice because we’re perpetually short-staffed and need people who can hit the ground running.

Is librarianship a dying profession?

√ No

Why or why not?

I think librarianship is evolving, not dying. The nature of our day-to-day work might be changing, but there will always be a need for someone who is an information professional, able to parse through the huge amount of information that is out in the world and make sense of it all for the public. Yes, Marian the Librarian is dead, but the profession isn’t.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 100-200 staff members, Public, State of the Job Market 2015, Urban area

I’m not going to spend time on a candidate who has never stayed in a job for more than a year.

Crockery and S. Murray, Grainger Market 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:

Technical services, reference, children’s, teen.

This librarian works at a library with 100-200 staff members in an urban area in the Western US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

That magical alchemy of experience, personality and education.

How are applications evaluated, and by whom?

HR weeds out applications. We only get the ones that meet minimum qualifications (education, experience). From those, we have to choose 5 (if there are more than 5, if there are less, we interview all). Since everyone who hits my desk meets the minimum requirements, I look at other things that I consider red flags-spelling, grammar, serial job-hopping, mysterious gaps or abrupt terminations, references, etc.

What is the most common reason for disqualifying an applicant without an interview?

For me, serial job-hopping. I’m not going to spend time on a candidate who has never stayed in a job for more than a year.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Be diverse in your experience, specialization is great, but I love to see people who stretch.

I want to hire someone who is

reliable

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 5-6

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 5-6

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?

√ No

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?

Generally, we advertise for a minumum of 1 year, and we do take into account volunteering.

Is librarianship a dying profession?

√ No

Why or why not?

The field is changing, not dying. Technology has altered the landscape, but I don’t think it’s killed the profession.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 100-200 staff members, Public, State of the Job Market 2015, Urban area, Western US

If the applicant doesn’t have direct experience for the job posted, and he/she is trying to use previous skills, do a better job linking what you have done to the job posting

Crockery and S. Murray, Grainger Market This anonymous interview is with an academic librarian who has been a hiring manager. This person hires the following types of LIS professionals:

Subject liaisons and specialist, technical services staff.

This librarian works at a library with 100-200 staff members in an urban area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Meeting at least 75% of the qualifications of the position.

How are applications evaluated, and by whom?

Search Committee

What is the most common reason for disqualifying an applicant without an interview?

Lack of an ALA accredited MLS.  After that, lack of experience in the desired area.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

If the applicant doesn’t have direct experience for the job posted, and he/she is trying to use previous skills, do a better job linking what you have done to the job posting.  “I am willing to learn” or “I want to know about this area” is not a good enough response to get an interview for a job that requires specific experience.

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 1

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 3-4

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?

No, but it helps.

Is librarianship a dying profession?

√ No

Why or why not?

Not dying, but there will be fewer opportunities in the future.

Do you have any other comments, for job hunters or about the survey?

Not sure that the people responding will be the people you need to get an accurate assessment of the workplace.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 100-200 staff members, Academic, Southern US, State of the Job Market 2015, Urban area

We’ve stopped hiring completely since the Canadian dollar dropped

Employment Bus Interior by Flickr user Metro Transportation Library and ArchiveThis anonymous interview is with a librarian who has been a hiring manager and a member of a hiring committee. This person works at an academic library with 100-200 staff members.

What are the top three things you look for in a candidate?

1. Does the candidate meet the qualifications listed in the job posting 2. For academic postings, is this person contributing to librarianship through scholarship, service, etc. 3. Does this person fit the dynamic of our library

Do you have any instant dealbreakers, either in the application packet or the interview process?

Desperation. Listen, I’ve been desperate, I know what it’s like. I know it’s unavoidable. But it is possible to not let your desperation show. This is key. For example, if I see that you’ve applied to my library to be a project archivist, a data entry clerk, a cataloger, a liaison librarian and an Associate University Librarian, all in the span of a few months, I’m sorry but I don’t want to hire you for any of them. How am I supposed to know which of those things is actually _your_ thing, and which are the ones you’d be willing to settle for? I’ve also interviewed someone who, at the end of the interview, said she really wanted to start a job ASAP because she was running out of money. I need to know that you want to work here because the job is a good fit, not because you’ll take any library job any old where at this point.

What are you tired of seeing on resumes/in cover letters?

Unexplained gaps in time. Typos. For student hires, I’m tired of seeing, “I’m really excited to apply to work at the campus bookstore.” The word “passion”

Is there anything that people don’t put on their resumes that you wish they did?

Information based on the job posting. I hire based on the posting. If the requirements stated in the posting aren’t glaringly obvious in your resume, I have to take a longer time to parse through your application package to find them. If I have a stack of 100 resumes for one position and I can’t figure out if you have an MLIS + 3 years of experience in 20 seconds or less, I’m moving on. I think people (falsely) assume that everywhere has some type of HR software that is vetting resumes. That may be true some places, but not where I work. I am literally going through every resume, and not all of them have MLISs – or have even worked in a library. I need to be able to at least tell you apart from those people.

How many pages should a cover letter be?

√ Only one!

How many pages should a resume/CV be?

√ 3 or fewer for support staff. As many as it takes for academics.

Do you have a preferred format for application documents?

√ .pdf

Should a resume/CV have an Objective statement?

√ I don’t care

If applications are emailed, how should the cover letter be submitted?

√ I don’t care

What’s the best way to win you over in an interview?

Be genuine and know your stuff. I hire for technical services, and I can tell when someone doesn’t give a crap about cataloging. Give a bunch of craps. Be genuine.

What are some of the most common mistakes people make in an interview?

Bringing a cup of coffee. Not dressing well. Sometimes when we ask about why a person would be a good fit for a job they really end up telling me why the job is a good fit for them. Not the same thing.

How has hiring changed at your organization since you’ve been in on the process?

We’ve stopped hiring completely since the Canadian dollar dropped. NB: We’re a Canadian library.

Anything else you’d like to let job-seekers know?

Job seekers, please stop e-mailing me asking about job opportunities. When something comes up it will be posted. If it isn’t posted it doesn’t exist. I work in the public sector, I can’t not post a job when one becomes available.

For some context, take a look at the most recently published summary of responses to this survey.

If you’re someone who has participated in hiring library workers, take this survey and share your viewpoint.

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Filed under 100-200 staff members, Academic, Original Survey

I find this an exciting time for the profession

Crockery and S. Murray, Grainger Market This anonymous interview is with an academic 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:

subject liaisons, specialists (research data management, images, undergraduate education)

This librarian works at a library with 100-200 staff members in a rural area in the Northeastern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Met minimum qualifications as stated in the job description

How are applications evaluated, and by whom?

The search committee evaluated all applications. We developed our own rubric and scoring system. We select the top 3 or 4 candidates for on-campus interviews.

What is the most common reason for disqualifying an applicant without an interview?

Doesn’t meet minimum qualifications as stated in the job description

Do you (or does your library) give candidates feedback about applications or interview performance?

√ Other: We haven’t been asked, but I think we would be willing to do so.

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

In both the cover letter and c.v. or resumé, emphasize skills and experience that are called for in the job description. Research the hiring institution! (2 things, sorry!)

I want to hire someone who is

farsighted

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 3-4

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 3-4

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are more positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ No

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?

No, but it often raises the applicant’s standing

Is librarianship a dying profession?

√ No

Why or why not?

Changing, but not dying. I find this an exciting time for the profession. By redirecting our skills and adapting them to new environments, we will be more essential than ever. Of course we need to convince others of that (including some librarians).

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 100-200 staff members, Academic, Northeastern US, Rural area, State of the Job Market 2015

Experience can include in grad school, para-professional, etc.

Queipo Market in Little Havana - MiamiThis anonymous interview is with an academic librarian who has been a member of a hiring or search committee. This person hires the following types of LIS professionals:

Instruction and reference librarians

This librarian works at a library with 100-200 staff members in an urban area in the Western US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ more than 100, but less than 200

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Met the required minimal qualifications and submitted the appropriate documentation

How are applications evaluated, and by whom?

A committee with a checklist (for documents and qualifications) and then a rubric for cover letter and preferred quals

What is the most common reason for disqualifying an applicant without an interview?

Does not yet have the degree required OR Does not yet have the years of experience required (it’s a tie between these two reasons)

Do you (or does your library) give candidates feedback about applications or interview performance?

√ Other: If asked after making it to an inteview

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Read the job description and requirements and use that to develop your materials.

I want to hire someone who is

engaged

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 3-4

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 5-6

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are the same number of positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ No

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ No

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

For most entry level positions no, but it is preferred and experience can include in grad school, para-professional, etc.

Is librarianship a dying profession?

√ No

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 100-200 staff members, Academic, State of the Job Market 2015, Urban area, Western US

I would not recommend anyone start library school, unless they REALLY want to.

View of street vendors at 7th and B Streets, NW (Ca. 1880) MarketThis anonymous interview is with a public librarian who has been a hiring manager. This person hires the following types of LIS professionals:

Reference, children’s, catalogers, acquisitions staff, teen librarian (singular for entire system)

This librarian works at a library with 100-200 staff members in an urban area in the Midwestern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 26-50 %

And how would you define “hirable”?

self-motivated, approachable, detail oriented, knowledgeable

How are applications evaluated, and by whom?

HR then upper management

What is the most common reason for disqualifying an applicant without an interview?

lack of qualifications, poor cover letter, over-confidence, gut feeling

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Cover letters suck to write, but they really do provide a platform to separate you from other candidates. Make it honest, but humble.

I want to hire someone who is

self-motivated

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 3-4

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?

Not required, but experience definitely gives you a leg up.

Is librarianship a dying profession?

√ Yes

Why or why not?

Not necessarily dying, but definitely shrinking. I would not recommend anyone start library school, unless they REALLY want to.

Do you have any other comments, for job hunters or about the survey?

My experience has shown that cover letters really do make the difference in selecting candidates to interview.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 100-200 staff members, Midwestern US, Public, State of the Job Market 2015, Urban area

First weeded by HR through unknown set of criteria

Clothes Market, but where Kildare TownThis anonymous interview is with a 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, children’s librarians, reference librarians, managers

This librarian works at a library with 100-200 staff members in an urban area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Had minimum qualifications, didn’t have job requirements we couldn’t meet

How are applications evaluated, and by whom?

First weeded by HR through unknown set of criteria, then by search committee head and then search committee

What is the most common reason for disqualifying an applicant without an interview?

Doesn’t have minimum required qualifications (no experience in needed field, etc.)

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

articulate professional experience in terms of the job one is applying for

I want to hire someone who is

teachable

How many staff members are at your library/organization?

√ 100-200

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 more positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ I don’t know

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ I don’t know

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

yes, officially

Is librarianship a dying profession?

√ No

Why or why not?

Always need someone to navigate resources, whether in print, online, or in some multimedia format. Librarian work has become more important, and while one can get the needed education via experience, professional training is a much needed component for most.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

Leave a comment

Filed under 100-200 staff members, Public, Southern US, State of the Job Market 2015, Urban area

Don’t be diffident — we want to hire a colleague, not a supplicant

dtclark

At VCU, the largest research university in Virginia, Dennis T. Clark is is deeply involved in the design and programing of a $50 million library addition, reimagining the library service model, expanding the reach of digital media tools as well as invigorating partnership efforts to academic disciplines. Prior to his current appointment, he held evolving leadership roles in public services at Texas A&M University Libraries, where he earned tenure in 2010. He has extensive experience as a music librarian and served as Director of the Wilson Music Library and Lecturer of Music Bibliography at Vanderbilt University. VCU has 100-200 staff members, and Mr. Clark has experience both as hiring manager and as a member of a hiring or search committee. He is on Twitter @dennistclark

What are the top three things you look for in a candidate?

The first is the potential to do the job for which are advertising. On the surface, that seems obvious, but it’s not. A lot of really good librarians don’t get hired because employers are afraid to hire if he or she is not already in a similar position. A good track record is important, but more important is the potential to be successful. Potential can be demonstrated in more creative ways the already having done the same work. The second is a service perspective. We don’t want to hire anyone who doesn’t have their own intrinsic desire to exceed the expectations of his or her clients, customers or stakeholders, however defined. We can teach almost everything else, but we can’t teach that. The third is engagement with our context. Prove to us that you’ve researched and understand our state, university, library, students and faculty. The onus is one the candidate.

Do you have any instant dealbreakers, either in the application packet or the interview process?

We try to look holistically at a application, but candidates that don’t include everything we asked for in the advertisement aren’t going to progress very far. If we ask for references, provide them. This is easy stuff. Typos and grammar mistakes are deadly. We’re librarians, and most of us have an eye (and respect) for detail. Again, it’s easy — have someone proof your letter and CV.

What are you tired of seeing on resumes/in cover letters?

Typos. Grammatical Mistakes. Don’t use contractions. Don’t assume a casual relationship, even if we have met. Odd fonts. More than one font. Mostly, bad or bland writing.

Is there anything that people don’t put on their resumes that you wish they did?

This is one of the most formal pieces of communication that you will ever submit. Keep your lingo professional. Keep your sentences short and to the point.

How many pages should a cover letter be?

√ Two is ok, but no more

How many pages should a resume/CV be?

√ As many as it takes, I want to look at every accomplishment

Do you have a preferred format for application documents?

√ .pdf

Should a resume/CV have an Objective statement?

√ No

If applications are emailed, how should the cover letter be submitted?

√ As an attachment only

What’s the best way to win you over in an interview?

Be prepared. Present yourself well, and with a lot of confidence. Don’t be diffident — we want to hire a colleague, not a supplicant. Dress well. This may be the most important day of your career thus far, look like it. If you use a slides for a presentation, own it. If you get stumped on a question, move it along. Don’t apologize for not knowing a particular fact. Have good questions for us, but don’t assume it’s a 1/1 ratio.

What are some of the most common mistakes people make in an interview?

Not being prepared. Not having questions. Mostly, common mistakes such as not looking directly at people when speaking, things like that. I had one interviewee who checked their email on their phone at the beginning of our one-on-one interview slot. Tsk, tsk.

For some context, take a look at the most recently published summary of responses to this survey.

If you’re someone who has participated in hiring library workers, take this survey and share your viewpoint.

Leave a comment

Filed under 100-200 staff members, Academic, Original Survey

We’re willing to give folks a chance.

Fruit Venders, Indianapolis Market, aug., 1908. Wit., E N Clopper. Location Indianapolis, Indiana.This anonymous interview is with a 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:

reference librarians, catalogers, children’s librarians, extension librarians

This librarian works at a library with 100-200 staff members in a suburban area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Have a Master’s Degree (not all did); had experience of some kind – even volunteering; had customer service experience.

How are applications evaluated, and by whom?

The librarian over that department reviews all applications and pulls the top three to five to actually interview.

What is the most common reason for disqualifying an applicant without an interview?

No degree; poor application – spelling, grammar, etc.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Come prepared to the interview. Be upbeat and personable. Make sure your resume is up to date and no mistakes on it.

I want to hire someone who is

a people person – the rest can be taught.

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 3-4

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 5-6

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are more positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ No

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ No

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

It’s preferred, but not necessary. We’re willing to give folks a chance.

Is librarianship a dying profession?

√ No

Why or why not?

As long as we work to make our library relevant, we’ll be around. We have to adapt to the changes in our community.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 100-200 staff members, Public, Southern US, State of the Job Market 2015, Suburban area