Category Archives: 3 Organization Type

by | March 31, 2023 · 11:00 am

“Be polite, but don’t kiss my ass!”

Helen_Virginia_Stelle “Courtesy, Tampa-Hillsborough County Public Library System.”, CC0, via Wikimedia Commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest.  

This person hires for a:

√ Public Library

Title: Director

Titles hired include: Desk clerk, Children’s Librarian, Circulation Coordinator, Volunteer Coordinator, Page

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

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

√ Cover letter

√ Resume

√ References

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

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

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

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

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

Do you have any instant dealbreakers?

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

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

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

How many pages should each of these documents be?

Cover Letter: √ Only One!

Resume: √ Two is ok, but no more

CV: √ We don’t ask for this

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

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

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

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

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

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

When does your organization *first* mention salary information?

√ It’s part of the job ad

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

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

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

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

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

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

How many staff members are at your organization?

√ 11-50

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

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

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by | March 21, 2023 · 10:00 am

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

The president of the Russian state library Victor Vasilevich Fyodorov. Just, CC0, via Wikimedia Commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest.  

This person hires for a:

√ Public Library

Title: Assistant Director

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

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

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

√ Online application

√ Cover letter

√ Resume

√ References

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

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

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

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

Do you have any instant dealbreakers?

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

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

How many pages should each of these documents be?

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

Cover Letter: √ Only One!

Resume: √ Two is ok, but no more

CV: √ We don’t ask for this

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

Not practicing responses. There’s a wealth of sample questions at various places online, you should at least have a fluent response prepared for “Why do you want to work for us?” or “Tell us about yourself.” and similar basic questions. Should also run through some scenarios and questions specific to the position. I think a lot of people try to wing their interviews without really preparing beforehand, and it shows.

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

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

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

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

When does your organization *first* mention salary information?

√ It’s part of the job ad

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

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

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

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

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 11-50

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

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

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by | March 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.

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?

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+ 

Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

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by | March 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

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: 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.

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 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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by | March 7, 2023 · 11:00 am

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

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

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest.  

This person hires for a:

√ Public Library 

Title: Deputy Director

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

Who makes hiring decisions at your organization:

√ The position’s supervisor

√ A Committee or panel 

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

√ Online application 

√ References 

√ Supplemental Questions 

Does your organization use automated application screening? 

√ No 

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

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

Do you have any instant dealbreakers?

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

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

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

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ Two is ok, but no more 

CV: √ We don’t ask for this   

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

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

When does your organization *first* mention salary information?

√ It’s part of the job ad  

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

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

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Suburban

√ Rural 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 51-100

Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

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by | 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

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: 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

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?

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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by | 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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by | February 20, 2023 · 11:00 am

Once I applied for a job and heard back about scheduling an interview 13 minutes after my initial email!

Jenna Courtade is a current MS/LIS student at the University of Illinois. 

She is looking for positions in digital imaging labs or archives as she is passionate about preserving, and making accessible, important cultural and historical material. Jenna loves spending her free time baking, working on crafts, or developing the film she uses to photograph friends. 

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 

√ My current job is temporary 

Where do you look for open positions?  

ArchivesGig, MuseWeekly newsletter, USA Jobs, other job boards.

What position level are you looking for?  

√ Entry level

√ Requiring at least two years of experience

√ Supervisory 

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

√ Academic library

√ Archives 

√ Special library 

What part of the world are you in?

√ Midwestern US 

What’s your region like? 

√ Rural area 

Are you willing/able to move for employment? 

√ Yes, to a specific list of places 

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

Good fit for my career goals; Good pay; location I don’t mind.

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

Approximately 35

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

√ Pay well

√ Having (and describing) excellent benefits

√ Introducing me to staff 

√ Prioritizing work-life balance 

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?

A job title that has a “/” or other indication that it is probably two jobs squished into one.

The Process

How much time do you spend preparing an application packet?

It depends. On a job that I am not overly interested in, maybe 30 minutes. For a job that I am really interested in, I could spend a few hours.

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

I use my standard resume/CV, then tailor my standard cover letter. I have different standard cover letters depending on the type of position. If I really like the job, I will spend a longer time to add more to the standard cover letter. I also have a portfolio of my work that I include with some applications. Finally, I have a pre-assembled list of references incase the application asks for it.

How do you prefer to communicate with potential employers?

√ Email 

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?

I expect it to take a few months, ideally no more than 2 months.

How do you prepare for interviews?

I write myself questions based on the job requirements and qualifications. Then I practice with family and friends.

What are your most hated interview questions, and why?

What is your biggest weakness. I don’t like the negative aspect of it.

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

  • Submitted an application and got no response  √ Happened the majority of the time or always 
  • Had an interview and never heard back  √ I don’t know
  • Interviewed for a job where an internal candidate was eventually chosen  √ I don’t know
  • Asked for an accommodation for a disability √ Not Applicable
  • Withdrawn an application before the offer stage √ Not Applicable
  • Turned down an offer √ Not Applicable

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:

Once I applied for a job and heard back about scheduling an interview 13 minutes after my initial email! That was so exciting.

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

Provide as much information on salary range as possible and always let people know if they were accepted or rejected. 

You and Your Well-Being

How are you doing, generally?

√ I’m optimistic

√ I’m maintaining 

What are your job search self-care strategies?

I have not really established any. This makes me think that maybe I should. 

Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?

Thank you for putting this together!

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?)

May 2023

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

√ More than six months before graduating with my MLIS/other LIS degree 

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? 

√ N/A – hasn’t happened yet 

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

Yes, there are resources I have used and could use if I wanted.

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

I think it has been useful to start early, for practice, but I think that I have not heard back from many employers since I would not be able to start until many months out. 

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by | February 16, 2023 · 11:00 am

Do not ask questions. My pet peeve. This is useless and a waste of our time. 

Karl Geiger (1855-1924), Dt. Bibliothekar, Direktor der Universitätsbibliothek Tübingen 1895-1920. Julius Wilhelm Hornung, CC0, via Wikimedia Commons

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Administrative Manager/Regional Manager

Titles hired include: Administrative Manager, Librarians I-IV, Sr. Library Assistant, Library Assistant I-II, Clerk, Page

Who makes hiring decisions at your organization:

√ HR

√ Library Administration 

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

√ Online application 

√ References

√ Proof of degree 

√ Written Exam

√ Oral Exam/Structured interview 

√ More than one round of interviews 

Does your organization use automated application screening? 

√ Yes 

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

Energy, enthusiasm 

Do you have any instant dealbreakers?

Stating misinformation about organization, bad grammar, lingo and cliches

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

Mental health issues

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ Only One!

CV: √ We don’t ask for this  

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

Not researching organization;, rambling, unfocused answers that are too long

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

People tend to sound more monotone and show less enthusiasm in this setting. Smile sometimes and look at the camera. Be aware of your background and keep it simple. It can be needlessly distracting.

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?

Emphasize customer service, work with people 

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?

Too expensive to live in our area now. Makes it hard for lots of people.

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

None! Do not ask questions. My pet peeve. This is useless and a waste of our time. 

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?

√ 201+ 

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 | February 14, 2023 · 11:00 am

I was a person very much in this position- the catch22 of library workers

A woman in a black dress sits on the stairs reading a book
Reader, Reading Room, Mitchell Building, State Library of New South Wales. By Flickr user State Library of New South Wales

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Director of Central Services

Titles hired include: Manager of Genealogy; Entertainment, Literature, and Biography Librarian; 

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor

√ A Committee or panel

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

√ Online application  

Does your organization use automated application screening? 

√ Other: We use ADP; I’m uncertain which of the hiring tools within it our HR department uses. 

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

Depending on the position, I might help write the job description and job ad and send it to HR to post on our library website as well as external job boards (depending on seniority of the position). We have a paper application, but I can’t remember the last time we actually had to review any of those as most people apply directly through the ADP software. Depending on the level of the position (youth services or librarian or supervisory), candidates will typically be asked to submit a cover letter and resume as well. HR reviews the applications and forwards eligible candidates and their application information back to me and the other members of the hiring panel. From there, the group of us (2 to 4 people) determine who we would most like to meet and send those names back to HR who coordinates scheduling the interviews. Each position has a certain set of predetermined questions we ask during the interview. Once the panel thinks we have a viable candidate, we submit that name to HR to make the offer which they do once they have checked references.

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

The person we recently offered a librarian position was an internal candidate who even though we all thought we knew him pretty well, had some very impressive extracurriculars listed on his resume that helped him to stand out. For example, the position maintains our library’s zine collection, and he has been working on various zine initiatives around town for several years. 

Do you have any instant dealbreakers?

People who in the interview talk more about what the position would mean for them vs what they could bring to the position. 

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

Their enneagram number! 

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?

Not answering the questions asked. 

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

Yes. And I think we have seen a lot of great interviews in this format; the only one that felt weird was someone interviewing from their current office / library. I understand they were likely doing it during a lunch break or something, and we don’t compensate for interview time, so I get it! It just was sort of off putting. 

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 was a person very much in this position- the catch22 of library workers. My advice would be similar to the advice given to me – figure out SOME way to get library experience whether it’s volunteering or a practicum or asking a friend to allow them to job shadow. Ultimately, I’m hiring for professionalism and customer service skills, but what that means in the library setting is different.

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 overall whiteness of those with advanced degrees means we still see hiring bias when trying to fill “librarian” positions. There are fewer such positions, but it still presents a problem. Even when we list “equivalent experience” we find that people (esp those who don’t work at libraries) don’t always know what sorts of things would qualify them. 

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

How much autonomy will they have to do their job.The library is a bureaucracy, so I know it can sometimes be frustrating for folks with the levels of permission that are in place.

Additional Demographics

What part of the world are you in?

√ Midwestern US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 201+  

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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