Category Archives: Western US

Showing up to the interview drunk. Yes, that has happened. Lol.

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: Assistant Director, programming librarians, clerks, shelters, custodians

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

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

√ Cover letter

√ Resume

√ References 

√ 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:

We ask candidates to submit a resume and cover letter, I review (with other staff help, depending on the position). I use a rubric to evaluate resumes of qualified candidates. Invite for in-person interviews, and I use a rubric to evaluate interviews. I am the director and have the final decision. I often delegate that decision to my Assistant Director for clerk and shelver positions. 

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

Quick thinker, evidence of innovative thinking and overall high level of competence and confidence. 

Do you have any instant dealbreakers?

Showing up to the interview drunk. Yes, that has happened. Lol. 

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

Hard to define. You don’t know a person until you work with them. 

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?

Occasionally. The setting matters… make sure your sound/microphone works well, show that you’re comfortable with the technology. 

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

It depends greatly on the hiring agency. We may focus on customer service skills, but another agency may focus on educational level or skills. Read the job ad and job description closely and look for their values. Focus on highlighting how you meet those priorities. 

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 use rubrics for comparing candidates. 

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 priorities for the position, what the job looks like in the day-to-day, how much public service time vs project time you’ll have. Show that you are interested in the details of the position and in the work, not just the paycheck. 

Additional Demographics

What part of the world are you in?

√ Western 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?

√ 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.

Leave a comment

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

I am always impressed when someone asks about disaster preparedness

Stuart Strachan, Senior Archivist, National Archives, examines files from the Prime Minister’s Department (1980). Archives New Zealand on Flickr.

This anonymous interview is with someone who hires for a:

√ Other: Museum

Title: Archivist

Titles hired include: Assistant Archivist

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

√ 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:

The HR manager posts the Assistant Archivist position, the Archivist does an initial pass on the applicants’ resume and cover letter. The Archivist and Curator pick the top 6 candidates for phone interviews with both. Following the phone interviews, the top 3 candidates are invited for an interview via Zoom or in-person. The Curator and Archivist evaluate the final candidates with the Archivist making the final 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 worked with multiple types of collections, i.e. paper, photos, and oral histories. They showed a willingness and excitement to learn more skills and apply them.

Do you have any instant dealbreakers?

A disorganized resume. If the resume is not uniform and organized, it shows a lack of attention to detail that is required in this job.

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

How willing they are to speak up to say something isn’t working or if their concentration is wavering during long-term monotonous tasks. Things can always be adjusted even if it’s picking up a small task to “jump start” their concentration, but if they don’t/won’t speak up, I can’t help them.

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?

They didn’t do research on the organization or the area that they might live in.

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

Yes. They should be comfortable but not lounging. I can tell if they’re comfortable because those interviewees tend to be more engaged.

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?

Highlight applicable skills. We do a lot of cataloguing and research, tell me what you’ve done similarly. Look into remote volunteering situations to bolster your resume if you are unable to volunteer or intern in an archive.

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 don’t have anything in place. I try not to look at names, graduating and/or working dates, or addresses of former workplaces until after the initial pass. In our organization, local hires are always prioritized because management requests early start dates. This could rule out most candidates for the archives as there is not a large pool of local applicants.

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

For us, copyright is key, as I work in a single artist museum. Asking questions about projects coming up is always good to show planning for the future. I am always impressed when someone asks about disaster preparedness, because it shows me they have looked into the area and are looking at the protection of the collection 

Additional Demographics

What part of the world are you in?

√ Western 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?

√ 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.

Leave a comment

Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Archives, Rural area, Special, Suburban area, Urban area, Western US

Metadata models can be intimidating, and this candidate made it seem much more accessible.

WACS with the Army Service Force – Librarian. National Archives.

This anonymous interview is with someone who hires for a:

√ Other: Software vendor

Title: Senior DAM Architect

Titles hired include: Taxonomist, DAM librarian

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor

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

√ Other: CEO

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

√ Resume 

√ Supplemental Questions

√ 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:

I currently hire information professionals as consultants – we’re hoping to start hiring FT roles once this program expands. I start by posting on LinkedIn, both my feed and on relevant professional group pages and will be posting to SLA in the future. I had candidates reach out to me on LinkedIn to start. It allowed me to vet them beyond their resume, and have a brief conversation before moving toward a full initial video interview (or phone, depending on their preference). Once someone passes that, I bring in our customer success managers who handle the areas where these folks would be working. Anyone who wows them moves back to me for follow up, then they provide references. Our head of hiring calls the references and has a lengthy conversation about the candidate and not only their strengths and weaknesses but how they prefer to communicate and the way to get the best out of them. She sends a detailed report to the CEO and me, and we discuss further. If we decide to move forward, I let the candidate know and then the CEO and CFO discuss the contract with them. We’re a small company, so working directly with the CEO isn’t outside the norm. However, a full-time employee may have a slightly different experience, as they won’t be dealing with the CEO for the contract – that will go through the CFO and hiring manager.

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

One of our recent candidates wowed everyone throughout the hiring process. She was knowledgeable but also approachable. She communicated clearly and resisted using industry jargon, except occasionally with me. It was clear that she had a lot of experience and could set clients at ease, which is important as our clients are usually speaking with a taxonomist or librarian because they are starting on their DAM journey or are having issues with an existing DAM. Metadata models can be intimidating, and this candidate made it seem much more accessible.

Do you have any instant dealbreakers?

Inability to communicate clearly and exaggerating experience.

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

Any constraints with working remotely – we have an office but have mostly been hiring full-remote candidates. It would be great to know if they have the appropriate bandwidth or need that to be supplemented, or if they are set up to work comfortably from home, or if they prefer to work in a public place or rent a workspace.

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

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?

Answering too quickly, which I commonly see leading to not answering the question thoroughly.

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

Yes, as of right now we only hire via virtual interviews due to the pandemic. Show that you can handle the technology – you’re going to need it anyway, so it’s disheartening to see someone who doesn’t know how to work their camera or lights themselves poorly (which I personally find distracting). 

Don’t worry about issues with internet connection or working with a particular video conferencing app for the first time. We have all been there, and it’s good to see how someone handles that. Pivot quickly and over-communicate if there’s an issue. We had a candidate who had construction that knocked out her wi-fi the morning of the call. She let us know immediately and offered a phone interview, which went very well.

Turn any mishaps into an opportunity to show how you can handle these (currently common) issues professionally and efficiently.

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?

I consider all of the facets of the role I’m hiring for. For better or worse, we typically end up managing our own projects. So project management experience is a plus. As we work with clients, I value experience in customer service. We also work with software engineers on occasion, so any work in that area, even a course on coding, is beneficial.

My advice to candidates is to find the pieces of your experience that you can tie into commonly used skills, even in a setting that you haven’t worked in before. Connect the dots for any hiring managers so they can see how your experience translates.

I would also say that candidates should come with some understanding of why their type of experience could bring new opportunities. One of my best supervisors had been a high school teacher, and that’s where she learned how to work with clients who had different ways of processing information and wrangling a meeting with lots of strong voices. Her skills from that background made her a more attractive candidate for the role she was in, but she had to make sure the hiring manager understood that.

When does your organization *first* mention salary information?

√ Other: Only when we make an offer, but I am hoping to change this.

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

To reduce bias in the interview process, we ensure there are a range of perspectives included and the panel is diverse. 

We currently don’t post in enough places and leverage my own network significantly, since we’re just starting to build out our team. While I try to ensure my network is diverse, posting in places where I’m more likely to reach diverse candidates is hampered because I cannot include the salary with the posting. Once that is fixed, I hope to reach more candidates.

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

They should ask me what tools we use to collaborate and communicate, why I chose to work at the company, and what challenges we’re trying to alleviate with this role.

It is important for candidates to know about our most recent (public) wins and that we service a wide range of clients. I would love for candidates to come into an interview with some basic knowledge of our product, whether that be from asking contacts who work with the tool or visiting our Youtube channel and/or our site. I’d hope any candidates who haven’t worked in digital asset management have read up on why librarians are important to the field and what skill sets they need to use.

Additional Demographics

What part of the world are you in?

√ Western 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?

√ 51-100 

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

I would add more options for the type of organizations – none of my previous roles have been in those types of environments. I would include something software-related, as there are so many of us working for companies like Spotify or Netflix or software vendors, like me. I only worked for a library in grad school.

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.

2 Comments

Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Other Organization or Library Type, Urban area, Western US

We ALL feel a lot, your level of maturity is reflected in the library-twitter world you inhabit.

Exterior of the University of Exeter Library, with students entering and exiting the building
The University of Exeter Main Library, Benjamin Evans, Public domain, via Wikimedia Commons

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Dean & Director

Titles hired include: All of the library faculty and staff in our university library

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

√ CV

√ References

√ Supplemental Questions 

√ Other: DEI Statement

Does your organization use automated application screening? 

√ No 

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

Depends if it is faculty or staff. We have search committees, DEI expectations, training and meetings before the job description can be approved by HR. We have a very strong procedure to ensure that we are fair and accommodating to all applicants.  

Faculty run the faculty search, but the dean makes the final decision (provost must give approval)

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

They had a strong sense of self and understood the value they would bring to the workplace. An openness to experience and to joining an academic environment. An understanding of our student-centric campus ethos.

Do you have any instant dealbreakers?

Yes! You can be the smartest person in the room but if you have a low EQ and can’t work with others the hire will not be successful.

One must come with a well formulated concept of self in regards to DEI work and evidence of support/knowledge for our campus population. As a majority under-represented campus, we require a DEI lens/mindset.

If your priority is to work 100% at home. We allow telecommuting, but we are a F2F campus and that requires equal focus on site.

Negative angry-twitter postings. We ALL feel a lot, your level of maturity is reflected in the library-twitter world you inhabit. You do not have to say everything you think. It is called being a grown up

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

what their career goals are. I consider growing people my responsibility and knowing what people want re: knowledge acquisition would be useful

How many pages should each of these documents be?

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

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?

They don’t consider their fit with the campus. Do your homework. 

Sell what you bring to us. 

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

We have. Practice a solid presentation. Two years into COVID/online work there is NO EXCUSE for a lousy presentation. Make sure the lighting is good, sound, your entire face!  I just had an interview for an instruction position and one candidate only had 1/3 of her face visible.

Bring the energy – it is more difficult for us to get to know you. Show interest and excitement.

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?

Connect the dots. I hired a Home Depot manager who strongly connected her skills to running a service desk. She’s awesome

When does your organization *first* mention salary information?

√ Other: we finally got our campus to share. As a state institution, there is one solid number. But it is uneven.

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

So much. 

All search committees have training and overview by the Inclusive Excellence office. HR and the Dean looks to highlight and be aware of all diversities.

1) pre-search mtg

2) mid-way through mtg

3) post-work mtg

We have standard questions and a strong process that enforces an open mind and process

We have rubrics so that we are rating the same skills

We have changed our minimum standards of requirements

We try to present a diverse search committee, as much as possible

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

What DEI work are we engaged in?

What is the strategic plan and how is it incorporated into regular work? It is great to have values and goals, but are they important enough to accomplish!

What new, exciting projects is the library involved in?

Additional Demographics

What part of the world are you in?

√ Western 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?

√ 51-100

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

Have hope, empower yourself, align your priorities/goals with the institution. There are many good jobs and some bad ones. Be picky even when it feels like you can’t be. 

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.

Leave a comment

Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Academic, Urban area, Western US

Always share that you speak another language

headshot of Rachel Schmidt

Rachel Schmidt loves all the facets of being a librarian. In her current role, she serves as the Supervising Youth Services Librarian for the Santa Clara City Library. Growing school and local education partnerships, leading story times and providing access to learning opportunities for ages 0-18 are her main priorities. 

Rachel also loves to collaborate with other librarians. Feel free to reach out!

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

1. Application submissions

2. Oral Board (Outside Panel)

3. Interview (Library Staff Panel)

4. Ref check

5. Possible 3rd Interview

Titles hired: Librarian I, Librarian II, Library Assistant, Intern Consultant

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?

√ Online application

√ Cover letter

√ Resume

√ References

√ Supplemental Questions

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

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?

1. Passion and love of serving community

2. Demonstrated Problem solving and leadership

3. Excited to learn and demonstrate flexibility

Do you have any instant dealbreakers?

1. Bad story time demo

2. Not friendly

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

Their compassion for all walks of life.

How many pages should each of these documents be?

Cover Letter: √ Only One!

Resume: √ Two is ok, but no more

CV: √ Two is ok, but no more

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

Not preparing. Not studying the organization. A little nod to the organiztion goes a long way. Like “ I really love how your Library uses social media to connect with your community” or “One of the main reasons that I applied for this position is that I found that EDI Is deeply embedded into the organiztions strategic plan”. 

Practicing general interview strategies beforehand can really help a candidate warm up for the interview. I suggest revisiting LinkedIn for Learning or any other basic interview courses to get a reminder on the basics. When I am gearing up for an interview, I tend to practice answering questions in my car during my commute so that I can make my answers sound more succinct and I can avoid too much repetition in my experiences/statements. 

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

You need to have a strong internet connection and be able to show friendliness and professionalism. Zoom interviews are very difficult. Also, make sure to take notes and ask a few thoughtful questions after the interview to get more engagement with the panel. 

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?

Great customer service is great customer service and we can learn that anywhere. Demonstrate how they go above and beyond and serve with equity. Being welcoming. Skills and job processes can be learned.

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?

Use a rubric and have multiple interviews

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

Work culture. What is a regular work day like? What are your organizational goals? Strategic plan? What would you like to see accomplished in 5 years? How does your Library support professional development? How do staff have fun and bond at work? 

Additional Demographics

What part of the world are you in?

√ Western 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

Is there anything else you’d like to say?

You need to show a confident version of yourself! Show passion. And it’s always great to demonstrate how you have built relationships in your work with partner organizations. Always SHARE THAT YOU SPEAK ANOTHER LANGUAGE…this always gets overlooked.

Leave a comment

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

Facility with language

New Dorp, Seated librarian with costumed children at story hour. From the New York Public Library

This interview is with someone who hires for a:

√ Public Library

Title: Senior Librarian

Titles hired: Librarian, Clerk, Specialist, Supervisor, Page

Who makes hiring decisions at your organization:

√ Library Administration

√ A Committee or panel

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

√ Online application

√ References

√ Supplemental Questions

√ 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:

I participate in panels as SME in children’s services.

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

Facility with language.

Do you have any instant dealbreakers?

Yes

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

Attitude

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?

Assume they can do things alone, not ask for help.

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

Yes.

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

Make connections with experience to new 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?

Reach out to national library associations

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

What teams are like

Additional Demographics

What part of the world are you in?

√ Western US

What’s your region like?

√ Other: Half rural half suburban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 11-50

Leave a comment

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

It makes the interviewers uncomfortable.

The Librarian, U.S. Naval Academy. From the Library of Congress.

This anonymous interview is with someone who hires for a:

√ Other: Military Base Library

Title: Director

Titles hired include: Library Technician

Who makes hiring decisions at your organization:

√ The position’s supervisor 

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

√ Online application

√ Resume

√ References

Does your organization use automated application screening? 

√ Yes

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

We conduct interviews with a panel. If it’s my employee, it’s ultimately my decision. We have to have two positive references to hire.

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

Maturity, understanding of the work, job experience

What are your instant dealbreakers?

Anything that implies that the library is a quiet, easy place to work, someone who is eligible for a card and doesn’t have one, doesn’t live in the area, availability 

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 knowing anything about the place they are interviewing for

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

Yes,  please practice with the technology. Also learn it, don’t insist that interviewers is a different one

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 and understanding people is key

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?

When can I expect an answer, what does a typical day look like

Additional Demographics

What part of the world are you in?

√ Western 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

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

People have started asking in interviews, “is there anything that would keep you from hiring me?” Don’t do that. It makes the interviewers uncomfortable. Ask after the selection is made.

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.

Leave a comment

Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Special, Suburban area, Western US

Consistent use of STAR technique

Image: Hudson Park, Picture book hour, Miss Cutler, children’s librarian. From the New York Public Library

This anonymous interview is with someone who hires for a:

√ Public Library

Titles hired: Regional manager, Librarian, public service assistant

Who makes hiring decisions at your organization:

√ The position’s supervisor

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

√ Resume

√ References

√ Oral Exam/Structured interview

Does your organization use automated application screening? 

√ Yes

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

Pre screen panel of 3 interviewers, 3 questions, 10 minutes to answer. If selected to move on, 1 hour interview with 5 member panel

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

Consistent use of STAR technique, involvement in professional associations, and ability to articulate concepts from self guided professional development

Do you have any instant dealbreakers?

No

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

Resume: √ Two is ok, but no more

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

Not providing specific examples to support answers

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

Yes.

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

Hype up customer service skills

When does your organization *first* mention salary information?

√ It’s part of the job ad

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

Pre and post bias discussion. Diverse hiring panel

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

I’d like them to ask more about our strategic mission and the culture between admin and branch level. What is the role of Librarian in the organization. How do you see it changing in the next 5 years.

Additional Demographics

What part of the world are you in?

√ Western US

What’s your region like?

√ Urban

√ Suburban

Is your workplace remote/virtual?

√ Other: Occasional WFH opportunities. Generally discouraged for non management

How many staff members are at your organization?

√ 201+

Leave a comment

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

Focus should be on how the candidate can make a contribution

young man and male librarian stand on opposite sides of a desk, black and white
Image: Librarian at desk with patron from The New York Public Library

This anonymous interview is with someone who hires for a:

√ Public Library

Title: Director – retired

Titles hired include: Librarian, Library Assistant, Page, Division Manager, Supervising Librarian, Executive Assistant, Police 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

√ Supplemental Questions

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

Applications are prescreened by HR and hiring manager, finalists invited for panel interviews

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

Clearly prepared, understood the job as advertised, researched the organization and could express why they wanted to work there and why they were a good fit for the role.

Do you have any instant dealbreakers?

Rude to HR or support staff, only interested in the benefits, critical of previous organizations or managers

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

work ethic, ability to deal with stress

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?

Lack of preparation, not knowing anything about the organization they’re interviewing with, not asking any questions

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

Be mindful of what’s in your background

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?

Study the desired qualifications and tie in your experience where you can

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?

Applications are carefully evaluated based on minimum qualifications only

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

Questions I like to hear are things like “What would you expect the person you hire to accomplish in the first 6 months?” or “How can the person you hire best help the library to be successful?” Focus should be on how the candidate can make a contribution.

Additional Demographics

What part of the world are you in?

√ Western 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

Leave a comment

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

There is no “magic” question

Heather has worked in public libraries for several years, happily serving in every staff role. She cites the best part as helping staff reach their goals.

Outside of work, Heather can be found out hiking the local trails in Southern California.

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

First step is the online application with supplemental questions, second, the panel interview (internal or external depending on the position); if a two step position then it will be an internal panel second round interview. If a supervisory position, the final candidate would meet with the City’s executive team.

Titles hired include: Digital Navigators, Librarians, Supervisors, PT/FT

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

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

√ Online application

√ Resume

√ References

√ Proof of degree

√ Supplemental Questions

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

They were enthusiastic about the opportunity, the organization and understood that working in a public library was a challenge but it was one they really wanted.

Do you have any instant dealbreakers?

Attitude — unwillingness to learn, take direction; unfamiliarity with the job/organization; skills can be learned, attitude cannot.

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

Sometimes attitude isn’t revealed in the interview; there is no “magic” question.

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: √ We don’t ask for this

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

Being honest with themselves about whether or not this is the right position for them

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

Practicing beforehand and staying relaxed; it’s hard for both interviewer and subject; don’t be afraid to admit that this is awkward

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?

Try and build a bridge or tell a story about your experience that links the two; I’ve done x and this is how it relates to or is similar to y

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 not examined our practices for bias, yet, but will be doing so.

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 I do to be successful in this role; What would be the most challenging aspect of the position; what is the culture like; what do you like about working there

Additional Demographics

What part of the world are you in?

√ Western 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?

√ 0-10

Leave a comment

Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Other Organization or Library Type, Public, Suburban area, Western US