Category Archives: Southeastern US

by | 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.

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by | April 28, 2023 · 10:00 am

“We are a Christian institution, so much of this interview is about faith and fit with the university’s mission/vision.”

Australian Institute of Librarians’ inaugural meeting at Canberra, August 20, 1937. Photographer A. Collingridge, Canberra

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:

√ Academic Library 

Title: Systems & Electronic Resources Librarian

Titles hired include: Circulation Supervisor, Data Librarian

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ 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

√ CV

√ References

√ Proof of degree 

√ More than one round of interviews

√ A whole day 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:

When a position is available, the library director and the position’s direct supervisor work together to update the job description and draft a job posting. The posting is vetted by HR and posted online. After a decent amount of applications are received, the director and supervisor review them and choose at least 3-4 for phone interviews. Questions are provided to candidates ahead of time. 

We then determine who we’d like to interview on campus. We prefer to interview two so a comparison can be made, and before the in person interview is scheduled, we ask about salary expectations. Unfortunately for staff roles there is not a set amount, we have to advocate based on the role/candidate so we try to determine whether we’re in the same ballpark. (I would personally prefer a different approach but that is not my call to make.)

For staff positions, the interview is a few hours long (library tour, director/supervisor interview, and meeting with the whole team). It is longer for librarian positions, but we haven’t hired one in a few years. After in person interviews, the direct supervisor talks with references to aid in the decision making process – usually these references confirm our gut feelings about a candidate, though in one recent case the references convinced us to go in a different direction.

After we decide who we want to offer the position to, they need to interview with the Academic Affairs for fit. We are a Christian institution, so much of this interview is about faith and fit with the university’s mission/vision. If this person approves of the candidate we can officially offer the position. 

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

The last person who wowed me for a staff job position had a ton of experience. They were incredibly passionate about libraries, and spoke as if they already worked in our library. There is a fine line in that sort of environment between being too presumptuous and being confident, and they were very much on the confident side.

Do you have any instant dealbreakers?

Not asking questions about the job itself but rather ONLY about salary/benefits, dress code, or other logistics. Giving bad contact information for references. Not sending a thank you email after an interview (not because I think I deserve to be thanked for doing my job, but because I think this is a continuation of the interview – a chance to reiterate qualifications and indicate continued interest in a role).

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

The person’s temperament in a stressful situation when they haven’t had the chance to prepare like you can in an interview setting… their work ethic, their email etiquette, their real personality… basically, I am so curious to know what they are like on an average day, not when they are at their absolute best.

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ Two is ok, but no more 

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

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

I think women can be too hesitant to sell themselves at times, and many won’t advocate for themselves financially.

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

We haven’t so far but wouldn’t be opposed to it given specific circumstances. We typically have done phone interviews post-2020 and then in person. It seems for a first interview the phone makes it a little less pressure. 

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?

Many library roles work with people, so there is lots of opportunity to apply different types of experience to library work. Be creative and share examples of how your work has taught you X skill (customer service, organization, punctuality, etc.). 

When does your organization *first* mention salary information?

√ Other: We discuss it between phone and in person interviews, and then negotiation takes place after an offer has been made. Not how I’d like to do this, personally!

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

We are a small team… and it’s hard to implement some of the strategies I’ve read about online such as blind review. Also, as a Christian institution people do play up their connections to the university in their application so it is very hard to avoid some forms of discrimination/bias – according to our bylaws that is what we have to do (while following federal laws too – I know this is controversial but I did want to share this perspective on this site). I will say that I personally am not a member of the denomination of my institution though I am a Christian. I am also a younger member of our team. I try to “give people a chance” when I have the opportunity to hire. This means choosing to interview people who AREN’T graduates of my institution, or who may have a diverse background that would bring a new perspective to our team. 

This is all hard though, because of the type of applicants we get, and the type of people who want to work at an institution like mine. Baby steps though!

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

While we do get many applicants who are graduates of my institution, if they are not (or don’t have other personal connections) it is good for them to know the culture and the lifestyle agreement they have to sign, especially since we’re a faith based institution. Regarding the position, I think it depends if they have library experience or not. I feel like you can’t ask too many questions in an interview, so have at it! 

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 0-10  

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by | January 19, 2023 · 11:00 am

Don’t be afraid to ask questions that address your concerns.

Jean Blackwell Hutson, Curator of the Schomburg Collection, and writer Langston Hughes at the Schomburg Collection in Harlem. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Youth Services Manager

Titles hired include: Youth assistant, youth specialist 

Who makes hiring decisions at your organization:

√ 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 

Does your organization use automated application screening? 

√ No 

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

We grid the applicants by a standard list of criteria that match the qualifications listed on the job description and bring in the top candidates to interview.

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

Energetic, lots of enthusiasm, organized, excellent with children and families

Do you have any instant dealbreakers?

Not enough experience and needing a schedule that does not work with our staffing needs

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

What inspires them 

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?

Talking too much

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?

Relate what they have done in other industries to the library and the tasks outlined in the job description 

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?

N/A

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

Ask about the culture and why the last person left (if applicable)

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

 √ Never or not anymore 

How many staff members are at your organization?

√ 11-50 

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

Don’t be afraid to ask questions that address your concerns. 

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by | January 11, 2023 · 11:00 am

we don’t have any questions that talk about working with children although we encounter children throughout the library.

Librarians standing behind a shelf in the Reference Collection at Metropolitan State University, on September 4, 2009.
Librarians 2009 (1). By Flickr user Library and Information Services Metropolitan State University

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Assistant Manager

Titles hired include: Youth Services Assistants (PT and FT), Adult Services Assistants (PT and FT), Circulation Assistants (PT and FT), Evening/Weekend Supervisor, Central Librarian

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

√ A Committee or panel 

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

√ Online application

√ Cover letter

√ Resume 

√ References 

√ More than one round of interviews 

Does your organization use automated application screening? 

√ Yes 

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

Applicants apply online. It is screened by the HR manager and then sent to the hiring managers (my manager and me). We review applications and schedule phone interviews. We select the top 3 candidates and invite them for in person interviews. If necessary, we will conduct a second in person interview. 

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

Knowledge of library practices was a huge plus. Answered questions in a clear and understandable manner. Asked questions.

Do you have any instant dealbreakers?

When candidates do not understand how a public library operates. 

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

We are limited to a pool of questions that we can ask from. Sometimes these questions aren’t the best for the positions. For example, we don’t have any questions that talk about working with children although we encounter children throughout the library. 

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?

Focusing only on one aspect of the job.

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

We conduct phone interviews. It helps if they are clear and concise with their answers. Also make sure there is good services/WiFi. 

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 believe it should be relevant to the position they apply for. It should change per person/position. 

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 101-200 

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by | December 30, 2022 · 10:00 pm

It’s students. If they have work study and can read, they’re eligible for hiring

Manzanar Relocation Center, Manzanar, California. A barrack building has been turned into a library… National Archives

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Circulation Supervisor 

Titles hired include: Circulation & Reference Desk Student Worker

Who makes hiring decisions at your organization:

√ The position’s supervisor 

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

√ Other: Apply in person

Does your organization use automated application screening? 

√ No 

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

If we have an opening, I choose students who are available to work the hours I need filled

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

I had a student who was the only one in her class who showed up for in library study. I liked her honesty and approached her and asked if she wanted a job 

Do you have any instant dealbreakers?

Attitude and being underdressed 

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

If they can count money and knows how to think independently 

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?

Talking too much

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?

N/A

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?

It’s students. If they have work study and can read, they’re eligible for hiring 

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

What can get them fired 

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 0-10  

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by | December 24, 2022 · 11:00 am

Applicants frequently oversell or undersell technical skills

a group of librarians pose under a Reference & Research assistance sign
Relaxed librarians. Photo by Flickr user Library and Information Services Metropolitan State University

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Branch Manager

Titles hired include: Regional managers, records managers, literacy coordinators, dept. heads, evening-weekend shift supervisors, entry-level staff

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:

Applicants are screened by application software; HR compiles ranked lists of applicants,; hiring committee selects interviewees from ranked list; hiring committee interviews, scores, and selects candidate; HR reviews and vets; job offer is extended by direct supervisor. My role extends from selecting interviewees to job offer.   

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

Immensely thoughtful and knowledgeable response to customer service questions. 

Do you have any instant dealbreakers?

Unprofessional behavior in the interview.  

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

How well is technical experience reflected in the application and interview; applicants frequently oversell or undersell technical skills.

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ We don’t ask for this  

CV: √ We don’t ask for this  

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

Rambling answers that don’t address our questions are common.

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

N/A

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?

Be knowledgeable about the work you’re applying for and show me how your prior experience fits that 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?

We’ve changed aspects of screening and ranking, as well the structured interviews we use. Discrimination still exists primarily in the educational disparities in our community, and nation.    

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

Applicants should ask more questions about what their working days will look like, and about what it’s like to serve the whole public, not just folks like themselves. 

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 101-200 

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

None

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by | December 23, 2022 · 11:00 am

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

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

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Curator

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

Who makes hiring decisions at your organization:

√ The position’s supervisor

√ A Committee or panel 

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

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

√ Proof of degree 

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews 

√ A meal with hiring personnel 

Does your organization use automated application screening? 

√ No  

Do you have any instant dealbreakers?

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

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

Resume: √ Two is ok, but no more 

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

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

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

When does your organization *first* mention salary information?

√ It’s part of the job ad 

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

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

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

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

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 201+ 

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

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

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by | December 11, 2022 · 11:00 am

For us, it’s not showing ambition

Paul Brockett, Librarian, Smithsonian Nat’l Academy of Science, 7/19. Loc.gov

This anonymous interview is with someone who hires for a:

√ Archives 

Title: Archives assistant 

Titles hired include: Graduate research assistants and interns, but we did just hire a third full time person

Who makes hiring decisions at your organization:

√ The position’s supervisor

√ Other: Director

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

√ Online application

√ 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:

They apply and we go through the resumes, once we go through the resumes the director will call them in for an interview and we interview them

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

They had a lot of good experience and a great personality 

Do you have any instant dealbreakers?

The biggest thing for us is qualifications and personality. They have to be able to work with the public as well as being able to work on collections

How many pages should each of these documents be?

Cover Letter: √ Only One! 

Resume: √ Two is ok, but no more 

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

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

For us, it’s not showing ambition  

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

We have not 

When does your organization *first* mention salary information?

√ It’s part of the job ad  

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 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 8, 2022 · 11:00 am

How many hours a day they spend on social media or on the telephone with friends instead of doing the work.

Annual Archivist Awards. Sam Anthony (left). National Archives.

This anonymous interview is with someone who hires for a:

√ Academic Library

√ Archives 

Title: Archivist

Titles hired include: Archives technician, Librarians

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ A Committee or panel 

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

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

√ Proof of degree

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews

√ A meal with hiring personnel

√ Other: Zoom Interview

Does your organization use automated application screening? 

√ No 

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

For archives positions I write the job description. I am lead on interviewing. I can choose the best candidate but must make a good case.

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

They were articulate

Do you have any instant dealbreakers?

Not having the skills asked for in the job description. Talking about how the job would benefit them, not what skills they would bring to help the institution.

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

How many hours a day they spend on social media or on the telephone with friends instead of doing the work.

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

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

It varies

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

Being comfortable on camera is hard.

Be sure to pick your background appropriately. Sound matters.

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?

From para to professional is hard. Moving institutions is probably the only way to do it. Former co-workers may never accept the change.

All experience is relevant. But there are so many candidates so employers can be picky.

When does your organization *first* mention salary information?

√ We only discuss after we’ve made an offer

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

Very little is done to reduce bias. I would suggest training.

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

I think trying to understand the personalities of the people the candidate would work with, and making sure they would like to work with those people. Anything can be done for a year, but long term is hard.

Look at the culture of the organization.

Additional Demographics

What part of the world are you in?

√ Southeastern US

What’s your region like?

√ Other: Small town in rural area but less than 45 minutes to a city

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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Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Academic, Archives, Rural area, Southeastern US

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by | November 29, 2022 · 10:00 pm

Don’t expect the search committee members to carry the conversation.

LIBRARIANS WITH TERMINALS OF THE LOCKHEED DIALOG – NASA / RECON – DOE RECON USERS. National Archives.

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Head of Research

Titles hired include: Research librarian; oral historian; circulation assistant

Who makes hiring decisions at your organization:

√ Other: The Dean makes the final decision but the search committee provides a report and everyone in the library provides feedback.

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

√ Cover letter

√ CV

√ References

√ Supplemental Questions

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day 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:

For faculty: served on search committee (SC), often chairing it.  SC evaluates all candidates’ materials using a rubric developed from the job ad. Top scores are invited for Zoom interviews. Three are invited for on-campus interviews. All day interview includes dinner the night before, presentation to the entire library, meetings with the supervisor, home department, and a community member related to the candidate’s interest (this is for the candidate’s benefit and not shared with the hiring committee). References checked. Dean consults with SC, reviews feedback from others in the library, and makes an offer.

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

Made it very clear why they wanted *this job* at *this university*.  

Do you have any instant dealbreakers?

Rudeness to the administrative assistant who coordinates the search.  Generic cover letters which do not address the job ad, or spend a lot of time talking about items not related to the job description/ad. (Example: “I’m applying for the reference librarian position. Here’s why I love archives with much details)

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

Can’t think of anything

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

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

For in-person: be ready to make lots of small talk. Don’t expect the search committee members to carry the conversation.

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

Yes.  Test your setting to make sure the lighting is adequate, that your background is not distracting, that your Internet connection is strong and reliable, and that you  audio is clear.

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?

Write a compelling cover letter that explains how the experience transfers to the needed job skills.  One of the best letters I read was from someone who explained how bartending prepared them to work a public service desk.

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?

Everyone has to complete online training; we follow ‘best practices’ in the literature including having a sensitivity audit of job ad wording, using a rubric and common questions, giving questions in advance to candidates. Our uni is currently employing a search advocate firm which is intended to help us improve further.

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

Interviewing goes both ways, so candidates should think about what their priorities are in a workplace. Flexible schedule? Ability to choose your own projects? Support for professional development?  

Additional Demographics

What part of the world are you in?

√ Southeastern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 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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Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Academic, Southeastern US, Suburban area

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