Category Archives: Northeastern US

by | May 9, 2023 · 10:00 am

“Nobody is perfect and the questions we ask allows for candidates to give examples of when they were less than perfect”

Librarians, State Library of New South Wales, 1952

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: Government

Title: Branch Chief 

Titles hired include: Systems librarian, acquisitions librarian, library technician, electronic resources librarian

Who makes hiring decisions at your organization:

√ A Committee or panel 

√ Other: Candidates selected need to get a security clearance, so if they can’t get through the process they won’t be hired.

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

√ Online application 

√ Resume 

√ References

√ Proof of degree

√ Supplemental Questions 

Does your organization use automated application screening? 

√ Other: HR reviews candidates before they get sent to me

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

The jobs get posted on USAjobs.gov. HR reviews the candidates and selects the most “qualified” based on how candidates respond to the application questions. For positions I supervise, the hiring panel will be led by me and have 3-5 total people on the panel. Once we receive the list of “qualified” candidates the hiring panel will individually score the resumes to determine if the candidates address the qualifications listed on the job posting. We then meet to discuss which candidates to interview. Each person interviewed is asked the same series of questions and they are scored based on how they answered the questions. After interviews are done we meet again to discuss the candidates, tally up the interview scores, and determine which candidates will be asked for references. I will conduct the reference checks and meet with the panel to make a final decision. I let HR know if our choice and they contact the successful candidate. It can take anywhere from 3-6 months (sometimes longer) to get through the security clearance. 

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

Many of our questions asked during the interview are situational questions and we tend to get a real feel for candidates emotional IQ. The last candidate who blew me and the hiring panel away had an extremely high emotional IQ that came out strongly during the interview. They’ve been in the job for two years now and they were absolutely the perfect hire.

Do you have any instant dealbreakers?

Lack of personal awareness. Nobody is perfect and the questions we ask allows for candidates to give examples of when they were less than perfect. We are most interested in the lessons they learned from that. 

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

If they are interested in the actual job or if they are just looking for a way to get into the government. 

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this 

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

CV: √ We don’t ask for this 

What is the most common mistake that people make in an interview?

Not giving enough information on a question. Even if it seems like a simple answer, we usually asked the question to learn more about the candidate. So while the answer may be a simple answer they need to elaborate. 

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

All of our interviews are now virtual. Bring your true personality and self to the interview and it’s fine. 

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?

Between library types is an easy transition and there’s no issue there. Paraprofessional to professional is rare in the librarian series, unless you have a MLS, in the federal government. If you have a degree it’s easy. A paraprofessional without a degree would have to go into the other two library adjacent series. 

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 hiring managers don’t have a choice on who ends up on our certification list. The questions we use have been vetted against bias in theory. There are programs that they are putting in place to encourage minority hiring that we’ll explore for our next open position.

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

Anything else they want to know about the library, the job, the organization within the library.  We just don’t have any answers about anything HR related or benefits, so those are always weird and awkward questions. 

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?

√ Other: Over 20 in the library, but it’s a huge government institution so many thousands.  

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by | April 14, 2023 · 11:00 am

“In an ideal world, I would love to know the one flaw that will most annoy me about working with them.”

Cleo S. Cason, from a 1971 publication of the US Department of Defense. 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: Event and Outreach Librarian

Titles hired include: Children’s librarian, clerk

Who makes hiring decisions at your organization:

√ A Committee or panel

√ Employees at the position’s same level (on a panel or otherwise) 

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

√ Cover letter

√ Resume 

√ References 

√ 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:

We solicit applications, select from the pool of applicants who we want to interview, interview in a first round, and continue to a second round for those candidates that fit the role best. I (depending on the job) have been involved in creating the job description, selecting for interviews, interviewing, and making the decision on who to hire. 

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

They, both in the interview and on paper, were clearly passionate about the age group they work with and wanted to be a part of making our community and our library a better place. In their interview they clearly aligned with the goals of our library and on paper they possessed the kind of experience we were looking for. 

Do you have any instant dealbreakers?

Candidates who have no experience with customer service or who do not appear to be comfortable working collaboratively. 

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

In an ideal world, I would love to know the one flaw that will most annoy me about working with them. 

How many pages should each of these documents be?

Cover Letter: √ Only One! 

Resume: √ Only One! 

CV: √ We don’t ask for this  

What is the most common mistake that people make in an interview?

Becoming too comfortable and being casual in an inappropriate way. 

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

We have not.

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 have library experience but it’s not patron-facing experience, you’re less valuable than someone who has customer service experience. We can train someone to use software and to know how to find things, but it’s much harder to train someone in customer service. 

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 do nothing. EDI is ostensibly a part of our collection development, but apart from a line at the bottom of all job descriptions (ie., “Blank Public Library does not discriminate based on race, sexual orientation, gender identity, disability, etc.”), we don’t consciously attempt to reduce bias. 

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

What sort of collaboration and communication style does this library have? What are your big goals over the next year? What ways are you trying to change and grow as an institution?

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 11-50 

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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by | March 31, 2023 · 11:00 am

“Be polite, but don’t kiss my ass!”

Helen_Virginia_Stelle “Courtesy, Tampa-Hillsborough County Public Library System.”, CC0, 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: Desk clerk, Children’s Librarian, Circulation Coordinator, Volunteer Coordinator, Page

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

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

√ Cover letter

√ Resume

√ References

√ 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:

We post the job advertisement with instructions to email me their resume, references and cover letter. I will notify that I received it then reach back out when I have enough candidates (or immediately if the applicant is a gem) to schedule interviews. Lower level positions receive 1 interview (either in person or virtual) with myself (and possibly their direct supervisor). Higher lever position received 2 interviews. 1st is either in person or virtual, 2nd is in person. 1st is with just me and I will follow a rubric to rank them. 2nd is a panel with myself and 1 or 2 other higher level positions. After a decision is made, I will make an offer to the candidate, and if they accept, cut the others loose with a kind email. If no successful candidates, then we will relist and repeat.

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

One was wayyyyyy over qualified. My jaw literally dropped. It was for our Children’s Librarian position. In my state each district has a consultant, and that was her current role (plus previous youth services experience and director experience). She was on state committees for youth services initiatives. A real “unicorn”. During her second interview, we had them do mock storytimes and I’ve never seen so many elements incorporated in a successful and meaningful way. She had rhymes. She had songs. She had props. She had sight words. It was insane! Hired her in December 2020 to replace a beloved children’s librarian (who was there for 34 years) and she not only matched the high bar the community set for her- she exceeded it!

Second would be my head of circulation. While an MLIS was recommended, the candidate I went with didn’t have one. She impressed me with her calm and collected, yet empathetic personality. Hard skills can be taught, soft skills not so much. She possessed the soft skills (people skills/flexibility and not black and white thinking/management style). With her position, I was replacing someone who created a toxic work environment (very clique minded, loved bullying weaker employees) so I was looking for the exact opposite of that former employee. Someone who could help staff heal from the trauma inflicted by the previous employee. I succeeded with this hire and our organization culture is the best it’s ever been.

Do you have any instant dealbreakers?

Resumes/cover letter- misspellings. Interviews- complaining about previous employers. Also people with low emotional intelligence.

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

How well they handle pressure. How they got along with other coworkers. Are they gossips?

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?

Overly sucking up to me. Be polite, but don’t kiss my ass! I want to see your personality and determine if it fits in our organizational culture. I can’t do that if you aren’t genuine.

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

Stage your room so there is no clutter. Wear nice clothes. Pretend I’m in the same room as you and forget it’s through a camera. (I’ve also noticed people can get overly comfortable virtually then overly nervous in the second, 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?

Skills are transferable! For circulation positions- any customer service experience far outweighs any previous library work. Management experience transfers! If someone has a positive attitude and willingness to learn, I’m willing to give them a shot.

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?

I look for the best person for the job. All of my staff are white and all but 1 are female. Unfortunately only white people apply (except once, I offered, she turned us down.) I am trying on that front.

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

Ask us what our current initiatives are. What our strategic plan is and how their position fits into it? Show that you researched us!

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

√ Other: We use virtual work in special circumstances (usually for childcare issues) or shutdowns lol!

How many staff members are at your organization?

√ 11-50

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

Be genuine. Show that you can think outside the box. Try to connect your skills at every opportunity. Show you researched the library. And if you don’t get it- don’t be hard on yourself! Unicorns exist and sometimes there’s literally nothing you could have done! Also, apply again for other positions, they may have liked you but you just missed the cut.

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by | March 21, 2023 · 10:00 am

“If you show up in jeans looking like you just walked through a tornado, you’re crossed off the list immediately.”

The president of the Russian state library Victor Vasilevich Fyodorov. Just, CC0, 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: Assistant Director

Titles hired: Adult/YS Reference Librarian, Teen Services Coordinator, Library Aide, Library Page

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

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

√ Online application

√ Cover letter

√ Resume

√ References

√ 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:

When a position opens up a job description is prepared and approved, then advertised by the state library online. The admin team collects applicants and reviews them to see who we want to interview, then convenes a hiring panel of relevant individuals (usually the supervisor of the position and the director/assistant director) with a third for Librarian and higher level positions. Candidates we select to continue do a background check and a city mandated occupational fitness exam, references, and then receive an offer letter. Librarian and higher level positions generally require a second interview.

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

The last candidate for one of our librarian positions had many fantastic ideas for the youth space that they spoke fluently about in the interview. It was clear that they had put a lot of thought into the position and wanted it for what it entailed rather than just because it was a job.

Do you have any instant dealbreakers?

Unpreparedness or untidiness at the interview. If you show up in jeans looking like you just walked through a tornado, you’re crossed off the list immediately. If you’re doing a remote interview, clean your room before turning the camera on! I also very much am not inclined to hire anyone who doesn’t have anything to ask the interviewers at the end of or during the interview. Asking questions shows you’re engaged and interested in what the position entails.

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

How many pages should each of these documents be?

The true reason for why you applied with us. It’s 100% okay to say it’s just because you saw the listing online and you feel like a good fit, we don’t need a made up story about how our library has always been a dream for you! (Unless of course it actually has, in which case, go right ahead!)

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 practicing responses. There’s a wealth of sample questions at various places online, you should at least have a fluent response prepared for “Why do you want to work for us?” or “Tell us about yourself.” and similar basic questions. Should also run through some scenarios and questions specific to the position. I think a lot of people try to wing their interviews without really preparing beforehand, and it shows.

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

Tidy room (or blurred/green screened BG). Tidy appearance. Treat it exactly like you would an in person interview. But most of all make sure you have a decent quality microphone!

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?

Research what goes on in a library and relate the work through equivalencies. Stocking shelves at a grocery store can have many parallels to keeping shelves in order in a library. Caring for children at a daycare can be very relevant to working in Youth Services. There’s parallels just about everywhere, use your skills to both show you can do the work well but ALSO that you understand what work in a library asks of 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?

Trainings and conscious effort. Our region of the country is not terribly diverse, but we absolutely hear and hire diverse candidates, and I’m not aware of any context in which discrimination exists in our hiring process.

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

I always like to hear a candidate ask about the interviewers. “What brought YOU to this library?” “What do YOU like about working here?” as it will give the candidate a great picture of what it’s like working there and also is a great way to start a candid conversation in an interview. Never be afraid to make the interview a two way street, it doesn’t have to be just rigidly structured single direction questions. I also like for them to ask about what sort of projects/tasks the candidate would be expected to take on immediately, as it shows initiative and interest in the role.

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 11-50

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

The job market for librarians can be rough if you only look locally. I always advise aspiring librarians to look nationally (or even internationally, as an ALA approved MLIS isn’t just good for the US but Canada too!) for good opportunities. If you widen your search, and are open to a faraway move, it can actually be relatively easy to find a job! I’ve worked in all four corners of North America and two countries while climbing up through libraries, and compared to trying to search for a job just where I was, it’s a relative breeze.

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by | March 7, 2023 · 11:00 am

when the applicant uses the phrase “see resume”. To me that is just lazy.

Moving to the new library premises in Chydenia building, 1970. By Flickr user Aalto University 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: Deputy Director

Titles hired include: Branch Manager, Technical Services Manager, Public Relations and Outreach Manager, Information Services Coordinator, Circulation Services Coordinator, Archives Assistant 

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 

√ References 

√ Supplemental Questions 

Does your organization use automated application screening? 

√ No 

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

In addition to being Deputy Director I also handle human resources. So I handle the whole hiring process and I  also participate in at the interview process depending on the position

Do you have any instant dealbreakers?

Taking shortcuts in the application process, for example when the applicant uses the phrase “see resume”. To me that is just lazy.

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

Ability to work with others. Deciphering between what the applicant states in their interview with reality.

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   

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

We have done a few virtual interviews, usually due to an out of town applicant. They should be sure that they have privacy and no interruptions. Also they need to be sure that their equipment is working properly prior to the designated interview time. To shine they need to be comfortable and personal in a virtual setting maybe even sharing their screen (if appropriate) for any document or presentation sharing  

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?

I like when the candidate mentions having done research about our library and asking questions about what they have learned. I also like when they ask what the panel this have been some challenges and major accomplishments of our library system 

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Suburban

√ Rural 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 51-100

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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by | January 16, 2023 · 10:00 am

I am rarely wowed, honestly.

Ascension Community High School librarian, Suanne Gordon reshelves books that have been in storage while the school was being renovated. National Archives.

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Director of Library Services

Titles hired include: Librarian, Library Associate

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor 

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

√ Online application

√ Cover letter

√ Resume 

√ References 

√ More than one round of interviews 

Does your organization use automated application screening? 

√ No 

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

I (director) chose the hiring committee. We review resumes, choose candidates for interview, refer finalists to college admin, and I consult with them re: the hire.

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

Articulated experience and how it applied to the goals of our library and college. I am rarely wowed, honestly. 

Do you have any instant dealbreakers?

When people put their foot in their mouth re: why they want to work there or how they feel about diversity initiatives. 

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

Why they want to leave their current position.

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ We don’t ask for this 

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

What is the most common mistake that people make in an interview?

Not researching the college or what’s happening in the field. Like if you’re interviewing for an instruction librarian and you can’t speak meaningfully about the ACRL Framework, then you aren’t prepared for the interview.

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

Yes. Make sure you can be heard/have a good connection! 

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?

Give examples of how they partnered with librarians on “professional work” and what they learned from it. Give examples of what they’ve read about or conference presentations/webinars they have attended and what excites them/what they would like to do. I am happy to train people, but they have to show me that they’re willing to learn. 

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?

Our HR requires a search committee that is diverse in race and gender. We post job ads to lists like REFORMA. I’m sure there are still some unconscious “fit” issues but we’re working hard to be aware of that kind of thinking.

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

I want to know that they are excited about what we have going on. I want them to ask about the work day and expectations so I know that they will like their new job and not want to quit! It’s as important that we are a good fit for them as it is that they are a good fit for us.

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Other: by request, but it is uncommon

How many staff members are at your organization?

√ 11-50 

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

I post awesome jobs with great salaries and I get really unqualified applicants. Our last search yielded SEVEN qualified candidates. I don’t know how to find all of these great librarians that are out there looking for jobs! We post to all the job lists/sites.

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, 10-50 staff members, Academic, Northeastern US, Suburban area

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by | January 3, 2023 · 10:00 am

If your cover letter sucks, I’m not putting more energy into your application.

Montford Point Marines Training. National Archives

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Cataloging and metadata librarian

Titles hired include: Acquisitions associate, Collections Maintenance Supervisor

Who makes hiring decisions at your organization:

√ HR 

√ A Committee or panel 

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

√ Online application

√ Cover letter

√ Resume

√ CV

√ References 

√ Supplemental Questions 

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews 

√ A meal with hiring personnel 

Does your organization use automated application screening? 

√ No 

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

I have served on three search/hiring committees since coming to my university. Committees are members of the department in which the hire will work, plus a library HR rep, and usually one (but sometimes more) person outside of the department that the hire will be a part of. The committee does the bulk of the work. Supervisors get a chance to meet candidates, typically in a second interview, but cannot give input on the process. The committee makes their recommendations to the provost, and ultimately the provost decides from the candidates put forth by the hiring committee. 

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

They tailored their cover letter to the position. Cover letter, CV, written follow up question responses were all clear and highly organized. They used these opportunities to showcase their written communication skills. They were professional and open in interviews. They tailored their responses to the position, even if their background didn’t align with the duties of the role they’re applying for. They showed enthusiasm about taking on a new role. 

Do you have any instant dealbreakers?

Lack of clear written communication. If your cover letter sucks, I’m not putting more energy into your application. If your written question responses haven’t been edited. Not following basic instructions in the preliminary parts of the application process, even before the interview.  

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more  

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?

I’ve found people who are too casual are usually not taken seriously. I think this is a more common mistake in the era of zoom interviews (during the pandemic).

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

Yes. Treat it the same as you would an in-person interview. It’s not an excuse to be casual. 

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

This has happened a lot and I like hiring candidates with different backgrounds! Make sure you find a way to connect your past experience to the job you’re applying for, even if they aren’t similar. There must be some similar aspects or strengths you can carry from your previous work. 

When does your organization *first* mention salary information?

√ It’s part of the job ad 

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

Hiring at my organization is completely blind until the interview stage. We also take a diversity, equity and inclusion course, as well as a course on examining our personal biases before we can join a hiring committee. 

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

I like when candidates ask about the organization as a whole, and also when they ask about how we see the position evolving over time. 

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Urban

√ Suburban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 51-100 

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

Apply to things even if you don’t meet all the requirements! As long as you can draw meaningful connections between your past experiences and the job you’re applying for! 

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by | December 29, 2022 · 11:00 am

I haven’t had to fill an opening in 5 years so it is hard to recall details

Marilla Waite Freeman. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Head of Borrower Services 

Titles hired include: Library Associate, library assistant, shelver

Who makes hiring decisions at your organization:

√ The position’s supervisor 

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

√ References

√ 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:

Within my department: 

1 post opening

2 phone interview top applicants

3 schedule in person interview with myself and one of my FTE

4 written quiz to test knowledge of dewey decimal and other related skills

5 contact references 

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

I haven’t had to fill an opening in 5 years so it is hard to recall details.  She is still with us, and an excellent employee.

Do you have any instant dealbreakers?

Short one word answers.

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

How well they can problem solve without being micromanaged.

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: √ We don’t ask for this  

What is the most common mistake that people make in an interview?

Short answers. This should be a conversation, not a Q&A quiz.

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

No.

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

Customer service relevant.  I’m looking for candidates who can manage the stress of working with the public.  

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?

I’m not sure.

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

Something that shows an interest in the organization, staff they’d be working with,  details of the job, etc. Asking no questions is a red flag.

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 51-100 

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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by | December 25, 2022 · 10:00 am

Not showing up

Reception at the Annual Meeting of the American Association of Law Librarians. Washington, DC. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Director

Titles hired include: Library Assistant, children’s librarian

Who makes hiring decisions at your organization:

√ The position’s supervisor 

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

√ Cover letter

√ Resume

√ References

Does your organization use automated application screening? 

√ No 

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

Municipality posts jobs, collects resumes, forwards them to me. I interview with another staff person, make hiring recommendation

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

Pleasant, answered every question thoughtfully, seemed like good personality fit

Do you have any instant dealbreakers?

Abrasive people, drama queens, evasive or inattentive answers

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

Personality fits

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: √ We don’t ask for this  

What is the most common mistake that people make in an interview?

Not showing up

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

Sometimes. We all have tech glitches, roll with them.

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

Customer service, willingness to learn, don’t assume all last work transfers, please have some tech skills

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?

Anything

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 0-10

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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by | December 17, 2022 · 11:00 am

How do you plan to live on this wage?

A black and white portrait of a man with a lush beard and mustache, wearing a suit.
William George Eakins, Chief Librarian of the Law Society of Upper Canada, 1891-1913. By Flickr user Archives of the Law Society of Ontario

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Head of Adult and Technology Services

Titles hired include: Children’s Librarian, Head of Circulation, Administrative Assistant/Library Associate, assistant circ 

Who makes hiring decisions at your organization:

√ Library Administration

√ A Committee or panel

√ 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 

√ Supplemental Questions 

√ 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:

Hiring committee assembled. Job role reviewed and put out to bid. Application submission, invite for an in-person interview, often includes demonstration or hands on skill portion, job offer. We also pick an alternate as well. We will re-advertise until we find the right candidate. 

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

They responded to the job role meaning they researched it. They knew about the organization’s history and community. They were personable, professional and had a wide breadth of experience. 

Do you have any instant dealbreakers?

When application process and requirements aren’t submitted. We may still invite them for an interview, but it counts against them if we have to ask more than once for—say— a cover letter. 

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

How will you find housing here? Do you have stable year-round housing? How do you plan to live on this wage? 

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more  

Resume: √ Two is ok, but no more  

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

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

No

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?

Showcase your ability to multitask and learn 

When does your organization *first* mention salary information?

√ It’s part of the job ad 

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

We have a diverse hiring committee and consider it a metric. Our community is diverse, we ask direct service related questions regarding diversity and acceptance.

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Rural 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 0-10 

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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