Category Archives: Rural area

by Emily@HiringLibrarians | May 18, 2023 · 11:00 am

“They must genuinely like working with kids of all ages. Library policies and practices can be taught.”

^{By the 1890s, Users in Close Quarters: A 220th Birthday Salute to the Library of Congress (LOC). By Flickr user The Library of Congress.}

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: Youth & Family Services Manager

Titles hired include: Teen Specialist, Children’s Assistant

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ Other: We’re a small, rural library. No HR dept. Hiring decisions are ultimately made by director, with input from the respective dept head

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

√ Online application

√ Cover letter

√ Resume

√ Other: Cover letters matter!

Does your organization use automated application screening?

√ No

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

The respective Dept. Head and Director review the description to see if any updates are needed and compose the job posting, which is posted on our website, social media, state library job list, LinkedIn, and Indeed. Generally open until filled. Being a small community, we generally don’t get many applicants, and sometimes have to repost. Try to have 2-3 to interview, then decide whether to check references and make an offer, or repost.

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

Resume was neat, well-organized, and to the point without any padding or fluff. In the interview the candidate impressed with thoughtful answers that showed insight into library practices and working with kids, good customer service, and maturity to know when to refer things to someone else or ask for help.

Do you have any instant dealbreakers?

Poor communication skills, no experience with kids, seeming as though they do not really like kids, including teens, and/or would not have the patience required. They must genuinely like working with kids of all ages. Library policies and practices can be taught.

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

What they are really like working with. Are they a team-player, flexible, self-motivated? Can they work independently? Do they have good judgment?

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. Typical interview questions are very easy to find online; there is no excuse for not being prepared for the most common, standard questions. Not knowing anything about the library and community it serves. Be familiar with recent programs and new services, be prepared to suggest others.

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

Yes. Be sure you know what time zone your interview appointment is. Take it seriously and be ready on time, don’t bale. Dress professionally, try to have a neutral or pleasant background and good lighting.

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?

Spell out what you did and how it is related to the job you want; positions with the same title can be very different at different libraries, so don’t assume we know. Connect the dots for us, prove you have transferable skills.

When does your organization *first* mention salary information?

√ Other: For me, I didn’t find out the salary until the interview. Since I started, the pay info is included in the job ad.

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

Ask about training and how you will be supported as you learn. Too many places still follow the “sink or swim” method. Ask questions that show a genuine interest in the job and organization, and show you have a deeper understanding of the job.

Additional Demographics

What part of the world are you in?

√ Southeastern 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?

Be sure you include any relevant information that might set you apart from other candidates on your resume, and work it into the interview somehow. Your cover letter should show genuine interest and enthusiasm, and not just rehash your resume.

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, Public, Rural area, Southeastern US

Tagged as Librarian, librarians, libraries, library careers, library hiring, library interview, library jobs

by Emily@HiringLibrarians | May 16, 2023 · 11:00 am

“Sloppy dress, bad posture, one-word answers”

Image copying librarian, Mitchell Building, By Flickr user the State Library of New South Wales

This person hires for a:

√ Public Library

Title: Circulation Librarian

Titles hired include: Shelver, Library Clerk, Library Assistant

Who makes hiring decisions at your organization:

√ A Committee or panel

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

√ Online application

√ Supplemental Questions

√ Oral Exam/Structured interview

Does your organization use automated application screening?

√ Yes

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

I am part of a 3 person team who screens applications and interviews applicants.

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

Alert, enthusiastic, flexible

Do you have any instant dealbreakers?

Sloppy dress, bad posture, one-word answers.

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

how reliable they will be

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?

Not appear interested in job

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

We will if a candidate is out of town. Test all systems first, make sure everything works.

List all the types of work you have done

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 interviewers do not get age, sex, or race information.

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

When will make a decision? What is a typical day like? Is it a team atmosphere, or individual work?

Additional Demographics

What part of the world are you in?

√ Western 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

Thanks for reading! You can support this project by joining our Patreon or through any of the other (monetary and non-monetary) methods on this page.

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Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Public, Rural area, Western US

Tagged as jobhunting, libraries, library careers, library hiring, library interview, library jobs

by Emily@HiringLibrarians | April 20, 2023 · 10:00 am

“You can train a lot of things, but it’s nearly impossible to make someone care”

Two men in suits are behind a circulation desk — Ignore the camera, pretend to be working! By Flickr user National Library of Ireland on The Commons

This person hires for a:

√ Public Library

Title: Head of Information Services

Titles hired include: Adult Services Librarian, Youth Services Librarian, Technical Services Assistant

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

√ 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:

Supervisor and Assistant Director review JD/Job Narrative, agree on posting timeline and posting locations. Admin Assistant posts. Supervisor reviews applications and narrows to a reasonable number. Supervisor and two peers review chosen applications and interview. After all interviews are conducted, the supervisor and two peers compare results. Supervisor checks references, and uses references and interview feedback to make a decision. Assistant Director approves suggested salary. Director signs off on hire. Supervisor calls candidate and extends offer. If a candidate accepts, the first day is agreed upon. Offer letter is emailed and orientation scheduled.

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

Their attitude and values aligned perfectly with the job description. They were professional but enthusiastic, on time to the interview and asked good, relevant questions that showcased their interest.

What are your instant dealbreakers?

We cannot interview candidates for librarian jobs without an MLIS/MSI. The job also requires evening and weekend work, and we cannot hire if none of their references responds to inquiries. Otherwise, instant dealbreakers would be hateful language or inappropriate jokes or conduct. Smaller red flags are tardiness or failure to follow instructions; inappropriately criticizing their current employer during the interview; failure to fully answer questions; questions that only focus on pto/time off/vacations (this question is fine, but not if it’s their only question); candidates who express distaste for working with people, running events, or making decisions in lieu of a manager.

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

Their true work ethic and reliability (or lack thereof). You can train a lot of things, but it’s nearly impossible to make someone care. People can fake it for the interview, and it’s generally easy to find a reference or two to vouch for you, so it’s only until after hire that you’ll see if someone is only there to do the bare minimum.

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

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?

Interviewing for a job you don’t really want. If you’re just using us as a stepping stone, it will usually show.

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

I have not yet, but certainly could. I’d expect good wifi and all equipment to work (camera, mic, etc.) test beforehand!

A library degree is the most obvious. Other coursework in lieu, volunteer work, sub work, etc.

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?

Multiple people involved in the hiring process 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?

Ask for elaboration of the job responsibilities. Make sure you can work the required hours and that the nature of the work is what you want.

Additional Demographics

What part of the world are you in?

√ Midwestern 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?

√ 11-50

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Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Midwestern US, Public, Rural area, Suburban area

Tagged as GLAM careers, GLAM hiring, GLAM jobs, Librarian, librarians, libraries, library careers, library hiring, library interview, library jobs, LIS careers, LIS hiring, lis jobs

by Emily@HiringLibrarians | April 4, 2023 · 11:00 am

“To say ‘I love reading’ or ‘I’ve always wanted to work in a library'”

^{American Library Association – Library Personnel – Library workers, Camp Grant, Rockford, Ill. National Archives and Records Administration, Public domain, via Wikimedia Commons}

This person hires for a:

√ Public Library

Title: Senior Librarian

Titles hired include: Librarian, Senior customer service officer, Senior library assistant, customer services assistant, library assistant

Who makes hiring decisions at your organization:

√ A Committee or panel

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

√ Online application

√ References

√ Proof of degree

√ Oral Exam/Structured interview

Does your organization use automated application screening?

√ No

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

Once the closing date has passed, a list of applicants and their candidate packs are shortlisted by a team of three. Interviews take place with a scoring system for each vacancy. We have never needed to hold second Interviews. Successful candidate is then contacted and all others are informed by email. I have varying roles, sometimes I am lead interviewer, sometimes not.

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

It was for a senior library assistant position and they were enthusiastic about the role, demonstrated digital skills and knowledge that we had not thought of but would really benefit the role.

Do you have any instant dealbreakers?

Spelling mistakes, not enough written evidence on application and clear evidence that the applicant has not read the job description

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

If they really understand what the job entails. Most think it’s more about date stamping books than anything else

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

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

To say ‘I love reading’ or ‘I’ve always wanted to work in a library’

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

Must ensure they have a camera and microphone on their device!!

All experience is relevant if the candidate can link it to the job description – if they do their homework and investigate the role they will be able to mention transferable 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?

We do not ask for first names, just initial, do not ask for gender, age. Only ask if the applicant has a disability as we are required to but they are not obliged to state what it is

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

Should ask about organisation structure- who fits where, will the post be based in the one place, ask about training on the job.

Additional Demographics

What part of the world are you in?

√ UK

What’s your region like?

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

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?

Be honest from the start of the process as it will always come out if you’ve not been

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Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Public, Rural area, UK

Tagged as library careers, library hiring, library interview, library jobs

by Emily@HiringLibrarians | 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}

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!

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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Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Northeastern US, Public, Rural area

Tagged as Librarian, librarians, libraries, library careers, library hiring, library interview, library jobs

by Emily@HiringLibrarians | March 14, 2023 · 10:00 am

I place a lot of weight on retail experience that teaches you how to think on your feet and manage difficult situations.

Amy is the Head of Adult Services for a public library serving diverse suburban and rural communities. Ordering books and managing the reference staff are probably the most visible parts of her job, but she especially enjoys mentoring future librarians and helping her library’s users navigate the complicated world of technology. She has a Bachelor’s degree in Social Work, and finds that training transfers well to her work in public libraries. She lives in the Metro Detroit area with her husband, toddler son, tween stepchildren, and two very hungry cats. (Seriously. They’re starving.)

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

We create a job posting, and distribute it through various channels: our consortium’s website, job seeking sites, Facebook, etc. If I’m the hiring manager, job applicants direct their application materials to me via email: application, resume, and cover letter. Sometimes I’m the only eyes on their materials before the interview, but if other senior staff members have time, or it’s an especially important position, I’ll ask for other opinions. I invite the candidates I feel are qualified to an interview with myself and another senior member of staff: typically a director or department head, but occasionally a senior librarian.

Titles hired include: Librarian, Reference Assistant, Circulation Assistant

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

√ Proof of degree

Does your organization use automated application screening?

√ No

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

The last candidate to really wow me had just an incredible job history – she’d switched from archaeology to library science. She had incredible stories that highlighted relevant skills she would bring to the position. In general, that’s what I appreciate most in a good candidate: not necessarily that their stories are interesting or exciting, but that they show the candidate’s best abilities and demonstrate their mastery of the exact skills I’m asking about.

Do you have any instant dealbreakers?

I can’t say there’s any one thing that will always be a dealbreaker, but what comes the closest is zero work history. It’s difficult to evaluate candidates whose entire experience is either academic (as a student) or volunteer.

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

For my part-time candidates, how their availability will change after they’re hired! (Because it will! It always does!)

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

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 themselves the time and space to think and answer a question fully. If I ask for an example and something doesn’t immediately spring to mind, tell me that, and ask for a minute to think. If you can come up with the example I’m looking for, I’d rather hear that after a moment’s awkward silence than have a quick, general answer that dances around the question!

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

Not typically, no.

When we’re hiring assistants for the public service desks – reference and circulation – it’s all about customer service! There are a wide variety of experiences that fit into that category, and I place a lot of weight on retail experience that teaches you how to think on your feet and manage difficult situations.

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?

Unfortunately, we don’t do anything formal 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?

Everyone should ask what a typical day on the job looks like. If you’re considering a position to “get your foot in the door” or gain experience for another position, you should ask 1. what the potential for promotion is and then 2. what opportunities the job provides for you to practice new skills and gain the experience you’re looking for.

Additional Demographics

What part of the world are you in?

√ Midwestern US

What’s your region like?

√ Suburban

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ Other: 40+

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Filed under 1 A Return to Hiring Librarians Survey, Midwestern US, Public, Rural area, Suburban area

Tagged as Librarian, librarians, libraries, library hiring, library jobs

by Emily@HiringLibrarians | March 9, 2023 · 11:00 am

I like to hire servers and retail staff who have had a few Christmas seasons under their belt.

^{Portrait de François Lesure (1923-2001). Photographie anonyme, CC0, via Wikimedia Commons}

This person hires for a:

√ Public Library

Title: Branch Manager

Titles hired: Branch associates, maintenance

Who makes hiring decisions at your organization:

√ The position’s supervisor

√ Other: Director

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

√ Resume

√ References

√ Written Exam

√ Oral Exam/Structured interview

Does your organization use automated application screening?

√ No

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

Phone interview after vetting paper applications, 1st interview with writing assignment, second interview.

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

we’re rural so not too much “wow”.

Do you have any instant dealbreakers?

Forgetting their resume or asking me to print it off for them before the interview.

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

That they’d get along with the rest of my staff.

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?

Assuming they need to read a lot to work here.

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

I haven’t.

I ask what outside skills/experience they might have to bring to the library. I like to hire servers and retail staff who have had a few Christmas seasons under their belt.

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 director is currently working on this.

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

what a day in the life of is like.

Additional Demographics

What part of the world are you in?

√ Midwestern 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

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Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Midwestern US, Public, Rural area

Tagged as Librarian, libraries, library careers, library hiring, library interview, library jobs

by Emily@HiringLibrarians | 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

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

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Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Northeastern US, Public, Rural area, Suburban area

Tagged as GLAM careers, GLAM hiring, GLAM jobs, Librarian, librarians, libraries, library careers, library hiring, library interview, library jobs, LIS careers, LIS hiring, lis jobs

by Emily@HiringLibrarians | March 2, 2023 · 11:00 am

I love applicants who have a strong background in customer service and can show it.

^{Nora Beust, from a 1925 newspaper. No photographer credited, Public domain, via Wikimedia Commons}

This person hires for a:

√ Public Library

Title: Branch Manager

Titles hired: Shelver, Branch Assistant, Children’s Librarian, Assistant Manager, Floater

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor

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

√ Online application

√ Resume

√ Supplemental Questions

√ Other: It depends on the position

Does your organization use automated application screening?

√ Yes

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

First we write up a justification as to why the position needs filled, then the position is posted, as applications are submitted HR pushes them through so that they are available for viewing by the manager and asst manager, we begin reviewing the applicants at this time to speed up the process. Once the position closes we narrow it down to 3-5 candidates, selecting them in the software. HR calls to setup interviews. Interviews happen with manager, asst manager, and an HR rep. We discuss the candidates after each interview and rank them using the Lever software. Candidate is chosen with a day (or two), HR writes up a hiring proposal with proposed hourly rate/salary (based on experience), calls the candidate and offers the job. Once candidate accepts the other interviewees are personally called and told that they did not receive the position.

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

I love applicants who have a strong background in customer service and can show it.

Do you have any instant dealbreakers?

Inability to be flexible

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

Personality flaws that can be hidden, passive aggressive nature and the like

How many pages should each of these documents be?

Cover Letter: √ Only One! Two

Resume: √ Only One!

CV: √ We don’t ask for this

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

Not taking the time to properly answer the question

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

Rarely

Just tell me how your current work relates to the position.

When does your organization *first* mention salary information?

√ It’s part of the job ad

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

Nothing that I’m aware of. It might be best to have names hidden from the application reviewers.

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

How did we handle the pandemic? How does the community support the library?

Additional Demographics

What part of the world are you in?

√ Midwestern US

What’s your region like?

√ Urban

√ Suburban

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 201+

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

Tagged as libraries, library hiring, library jobs, library interview, library careers

by Emily@HiringLibrarians | February 27, 2023 · 11:00 am

I was a Fulbright Fellow in Managua, Nicaragua, and scored an on-campus interview in January in Northfield, Minnesota

Rebecca M. Gordon, PhD, is a moving image archivist and film/media studies scholar. She is currently wrapping up documentation and final reports for her work as the Systems Manager for the Sara Gómez film restoration and preservation project at Queen’s University’s Vulnerable Media Lab in Kingston, Ontario. Her scholarship appears in PUBLIC, The Journal of Film and Media Studies, Film Quarterly, The Journal of Reception Studies, Film Philosophy, and several collections.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Less than six months

Why are you job hunting?

√ This is the next step after finishing library/archives/other LIS graduate degree

√ I need more flexibility in my schedule (to care for dependents or otherwise)

Where do you look for open positions?

ArchivesGig, LinkedIn, SAA, Society for Cinema and Media Studies, AMIA, Seattle Area Archivists

What position level are you looking for?

√ Entry level

√ Requiring at least two years of experience

√ Supervisory

√ Department Head

√ Clerk/Library Assistant

√ Other: Intern! — archives/libraries/museums/galleries were shut during Covid so I’m still trying to get hands-on applied experience to go with the theory

What type(s) of organization are you looking in?

√ Academic library

√ Archives

√ Public library

√ Special library

√ Other: Museum, National Parks Service, Government Archives

What part of the world are you in?

√ Other: Pacific Northwest and Canada

What’s your region like?

√ Urban area

√ Suburban area

√ Rural area

Are you willing/able to move for employment?

√ Yes, within my state

√ Yes, within my country

√ Yes, to a specific list of places

√ Yes, as long as at least some of my moving costs are covered

√ Other: I’ll move anywhere from Alaska south to Southern California and east to the Rockies, but I have to be close enough for elderly parent emergency travel

What are the top three things you’re looking for in a job?

Not Toxic, Sense of Purpose Shared by 85%+ of Colleagues, Unionized

How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)

about 20

What steps, actions, or attributes are most important for employers to take to sell you on the job?

√ Having (and describing) excellent benefits

√ Introducing me to staff

√ Having a good reputation

√ Funding professional development

√ Prioritizing EDI work

√ Other: Are honest about any problems in the organization that are already public knowledge

Do you expect to see the salary range listed in a job ad?

√ Yes, and it’s a red flag when it’s not

Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?

Yes: if the person in charge is someone with a bad reputation from their previous position; if I’m told I don’t qualify but I’m the only one who applied and my qualifications *do* match the advert; there isn’t a deadline on the job ad but I apply and receive an email saying the position is no longer available

The Process

How much time do you spend preparing an application packet?

10-12 hours, depending on the job

What are the steps you follow to prepare an application packet?

Read the job ad carefully and highlight areas that are in my wheelhouse and those I’ll need to stretch to fulfill; Refresh my resume or CV; write a cover letter that addresses the highlighted bits; Refresh my list of references depending on the job; Refresh my DEI statement if one is required

How do you prefer to communicate with potential employers?

√ Other: both phone and email are fine

When would you like potential employers to contact you?

√ To acknowledge my application

√ To tell me if the search is at the interview stage, even if I have not been selected

√ Once the position has been filled, even if it’s not me

How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?

depends; one to three months is fair for a serious job; three to six months is normal for an academic position unless something goes wrong, in which case I hope the candidates, including me, would be informed

How do you prepare for interviews?

I try to review what the organization needs; I am working hard on preparing succinct answers are about how I can serve/fill the needs of the organization

What are your most hated interview questions, and why?

The ones that ask me to talk about myself so they can get to know me: I have a weird, long background; I’m working on that elevator pitch (see above) so I don’t fall into a trap of my own making

During your current search, have you had any of the following experiences:

Submitted an application and got no response √ Happened more than once
Had an interview and never heard back √ Happened more than once
Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once
Asked for an accommodation for a disability √ Not Applicable
Withdrawn an application before the offer stage √ Happened more than once
Turned down an offer √ Happened more than once

If you have ever withdrawn an application, why?

I was offered another job and was going to be asked to pay for my own travel for an on-campus interview

If you’ve turned down an offer (or offers), why?

I was offered another job and didn’t want to move to where that job was (though in retrospect, that was probably a stupid decision)

If you want to share a great, inspirational, funny, horrific or other story about an experience you have had at any stage in the hiring process, please do so here:

Oh man. I was a Fulbright Fellow in Managua, Nicaragua, and scored an on-campus interview in January in Northfield, Minnesota. I accepted, and asked if I could have a day to go to the Mall of America to get a winter coat and some snow boots, and maybe other appropriate clothes. They asked me why. The search later failed, and no one told me so until I called and asked. Later, the person who had told me about the job said, “Yeah, I knew that one might be trouble.” — To which I replied, very curtly, “WHY WOULD YOU DO THAT? That is unconscionable behavior.”

What should employers do to make the hiring process better for job hunters?

Be super transparent. If they know that there’s going to be an HR hiccup, lay out in the job ad what hiccups might occur that are not the fault of the search committee, but could well occur. Lay out from the get-go what kinds of professional development training will, could, or will never be supported — and supported I mean both “paid for” and “understood to be important”

You and Your Well-Being

How are you doing, generally?

√ I’m maintaining

√ I’m somewhat depressed

√ I’m running out of money

√ Not out of money yet, but worried

What are your job search self-care strategies?

long walks, informational interviews, check-ins with my AMIA mentor(s), ask over and over and over and over again about volunteering and interning

Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?

I was the Precarious Labor Organization Representative to the Board of the Society for Cinema and Media Studies for three years (2019-2022); the main thing I’d say to job hunters is for the love of God organize: join a union, or see if your professional organization has a precarious labor or contingent labor organization. And please don’t let yourself be siloed–be aware of what at LEAST one other professional organization is doing with/for its job hunters. And apply for NEH Summer Institutes! They’re awesome.

Job Hunting Post Graduate School

If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)

2022 coursework done; June 2023 is the graduation date

When did you start your first job search for a “professional” position (or other position that utilized your degree)?

√ Less than six months before graduating with my MLIS/other LIS degree, but still before I graduated

In relation to your graduation, when did you find your first “professional” position?

√ Hasn’t happened yet – I’m still looking

What kind of work was your first post-graduation professional position?

√ Other: Residency, I extended my MA residency for a few months because there was work to be done and funding for it, but I also was teaching two courses for the Film & Media Dept at the university where I was doing my residency

Did you get support from your library school for your first job hunt (and/or any subsequent ones)?

No — wasn’t a library school though: Toronto Metropolitan University’s Film + Photography Preservation & Collections Management program

Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?

…well, I’m glad I already spent 20+ years of my life with an English/Film Studies PhD looking for jobs in *that* field; this feels very familiar

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Filed under 2023 Job Hunter's Survey, Academic, Archives, Canada, Public, Rural area, Special, Suburban area, Urban area, Western US

Tagged as archives, archives careers, archives jobs, archivists, libraries, library hiring, library jobs

Category Archives: Rural area

Additional Demographics

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Your Demographics and Search Parameters

The Process

You and Your Well-Being

Job Hunting Post Graduate School

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