Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Proof of degree
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
HR sends me and the interviewing committee (IC) all application packets. IC makes suggestions, but the decisions on who to interview ultimately rest with the department supervisor. After interviews, the interviews are scored, references are called, IC again converses about who to hire, but the decision ultimately rests with Supervisor.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Their genuine enthusiasm. They asked questions about what we do and how they would fit into that. Asked if we would be open to trying new programs we haven’t tried before, and just generally were really excited about what we have to offer and how it would fit with what they have to offer.
Do you have any instant dealbreakers?
Answering phones, interrupting, Saying they wouldn’t help find information they might find objectionable
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Only One!
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Dial back their enthusiasm
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We aren’t currently, but we have. I think that just letting their enthusiasm shine through is so important. They have the interview because we already are convinced of their qualifications. We wouldn’t be interviewing them if we didn’t think they could do the job.
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, both internal and external, is the most important skill in this job. Be thoughtful about the answers to those questions.
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?
I *think* the scoring of the interview might possibly do something for this, but I wonder if it really is biased toward folks with more privileged educational opportunities.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What are we doing to help underserved populations in our communities? This is a thing I am always looking for. I wish they would ask what the job is like day-to-day.
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Suburban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 101-200
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 byfilling out the survey here.
Whitman County Rural Library branch librarians, Colfax, Washington, circa 1965. Whitman County Library, Public domain, via Wikimedia Commons
This anonymous interview is with someone who hires for a:
√ Public Library
Who makes hiring decisions at your organization:
√ Other: Panel recommendations are reviewed by Director
Which of the following does your organization regularly require of candidates?
√ Online application
√ Proof of degree
√ Oral Exam/Structured interview
Does your organization use automated application screening?
√ Other: Combination.. application is reviewed by County HR for minimum qualifications
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
What is the most common mistake that people make in an interview?
Not speaking to the terms of the question, not looking at our public face… website and social media before interviewing
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We are currently using Teams.
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 experience and ability to learn and use software.
When does your organization *first* mention salary information?
√ It’s part of the job ad
Additional Demographics
What part of the world are you in?
√ Other: Mid Atlantic US
What’s your region like?
√ Other: Large County system serving a diverse County with urban , suburban and rural settings
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 byfilling out the survey here.
Luther Harris Evans presiding over the Librarian’s Conference. Library of Congress, Public domain, via Wikimedia Commons
This interview is with someone who hires for a:
√ Public Library
Title: Public Library Reference manager
Briefly describe the hiring process at your organization and your role in it:
HR screens candidates and does a first round interview. Next a panel including the potential supervisor interviews the candidate. Sometimes the candidate is recommended for another position, then they’ll have another panel interview.
Titles hired: Reference Associate
Who makes hiring decisions at your organization:
√ HR
√ Library Administration
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Proof of degree
√ More than one round of interviews
Does your organization use automated application screening?
√ Other: Unsure
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They had a good attitude about library service.
Do you have any instant dealbreakers?
No customer service experience. Talking badly about underprivileged people.
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?
Acting disinterested, not asking good questions
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
I have not
How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?
Customer service experience like bartending or barista will always impress me.
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?
What are the patrons like.
Additional Demographics
What part of the world are you in?
√ Midwestern 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?
Feel free to take notes in the interview and ask to repeat or go back to other questions if you need more time.
√ Employees at the position’s same level (on a panel or otherwise)
Which of the following does your organization regularly require of candidates?
√ Online application
√ References
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
All of our applications are coordinated through governmentjobs.com.
1) Initial screening: HR does the initial screening based on the requirements of the position and the application filled out via governmentjobs.com.
2) Reviewing applications: All librarians have a log in to governmentjobs.com and we evaluate all applicants that passed HR’s initial screening. We then send our top 5 (give or take) applicants to our department head.
3) Department head selects the final list of applicants and schedules a phone interview.
If the job posting is for a PT person in the department, the Dept Head usually has one librarian with her doing the phone interviews and in-person interviews. If the posting is for a librarian-level position, she tries to have all librarians in the department available for phone and in-person interview.
4) After phone interview, hiring committee selects who they want for in-person/Zoom (if they don’t live within a reasonable distance)
5) After in-person interviews, the person is selected.
Our city HR department then takes over again to notify the selected candidate.
Whenever applicants call/visit the library to check in on their application status, we refer them to our City HR. The Library does not respond to these requests.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They took the time to look specifically at our library. They made mention of upcoming or recent programs, they read Library Board Minutes, when asked questions about ‘Why do you want to work here’ they had specific reasons for wanting to work at our library. It’s amazing the number of people we interview who I don’t think have even visited our library’s website to learn more about us.
Well thought out and detailed responses. We ask very basic questions relating to customer service and past experiences. Having specific examples is the best. Generic answers are not helpful.
Do you have any instant dealbreakers?
Applicants who speak very negatively about their current or past employer. I understand there’s a reason you want to leave, but you can answer questions without basically trash talking about current/previous jobs. Also, this makes me wonder what you’d say about me/my library in the future.
Being overly negative in general.
Not having any questions at the end.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Willingness to learn. Our staff is learning all the time…new resources that come out, staying updated with technology changes, it can be hard to tell if they will actually be comfortable with constantly learning.
If they will be responsive to our community. We don’t have any questions related to this, so this is our fault. But I want to know if a librarian coming in will be looking at our demographics, looking at our community needs assessment and really create programming and services for our specific communities, not just what they are interested in.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not having any questions at the end of the interview for the hiring committee. Not researching our library ahead of time if they have never visited.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. A microphone that works well and a stable connection to the internet. It is difficult to shine with garbled sound.
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 already value other types of experience. I think that library staff and librarians should reflect the community and bring a variety of experiences to our library. I would highlight any experience you have working with difficult customers. How you are able to problem-solve. I can teach you how to use our library catalog and how to use our library equipment, it’s harder to teach people how to engage well with residents.
Also, are there any experiences in your personal life you can pull from, if you don’t think you have relevant professional experience? Do you manage budgets for your house? Do you coordinate family/friend outings and experiences? That shows me you can research different offerings, make decisions, and coordinate logistics.
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 city recently deleted applicants’ names and names of their colleges from applications so the hiring committee cannot be biased by names or reputation of the college.
My department prefers to hire staff that have previous library experience or students currently in library school and in my opinion, that greatly reduces the number of well-qualified applicants. I have tried to talk with coworkers and managers about that, but there’s only so much I can do when I am not the manager.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask me if there are any upcoming projects/programs/initiatives that were not in the job description but that this person would be responsible for or expected to be a part of.
Ask me what are the challenges working in this department and this library.
Ask me what advice I would give to the person coming in to this position.
Ask why this current position is vacant.
Ask about management styles.
Ask about the culture of our department. Is it more team-based or individual-based?
Additional Demographics
What part of the world are you in?
√ Other: Texas 😛
What’s your region like?
√ Urban
√ Suburban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 51-100
Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
√ Proof of degree
√ Oral Exam/Structured interview
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Review applications, select candidates for interviews, conduct interviews, rate candidates, make hiring decision, notify candidates.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Positive energy, evidence of commitment to diversity and inclusiveness, competent about programs and services. Smile, eye contact.
Do you have any instant dealbreakers?
Negativity or hostility. Disparaging colleagues, patrons, or negative comments about people with mental illness or experiencing homelessness. Blaming others in teamwork scenarios.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not making any effort to research the organization or read and understand the job description.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
No
How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?
Evidence of professional development and training. Be able to communicate relevant experience in an interview setting, for instance, customer service in other settings is relevant in the library. Improving processes is, too. Developing programs in one setting may have similar components in planning, marketing, and implementation.
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?
What is a typical day like, what sorts of tasks would be involved, what is the schedule like, what is workplace culture. How does the position fit in the company organization chart.
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?
√ 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 byfilling out the survey here.
√ Employees at the position’s same level (on a panel or otherwise)
Which of the following does your organization regularly require of candidates?
√ Cover letter
√ Resume
√ References
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
We grid the applicants by a standard list of criteria that match the qualifications listed on the job description and bring in the top candidates to interview.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Energetic, lots of enthusiasm, organized, excellent with children and families
Do you have any instant dealbreakers?
Not enough experience and needing a schedule that does not work with our staffing needs
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
What inspires them
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Talking too much
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
No
How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?
Relate what they have done in other industries to the library and the tasks outlined in the job description
When does your organization *first* mention salary information?
√ It’s part of the job ad
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
N/A
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask about the culture and why the last person left (if applicable)
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Suburban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 11-50
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Don’t be afraid to ask questions that address your concerns.
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 byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Supplemental Questions
√ Oral Exam/Structured interview
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Applications go to HR for initial screening. Those who are deemed qualified are sent to have an interview with a hiring committee panel at the Library. Committee discusses all candidates at the end of the interview process and chooses the top candidates based on the interviews and application materials. Send those names to our Director for approval.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
The candidate was really engaged, personable. They weren’t uptight. They paused to think about their answers rather than just diving in and never really answering the questions. They asked us to repeat the questions if they weren’t sure they hit all the points they needed to make. And they sold us on them.
What are your instant dealbreakers?
If your answer to “why do you want this position” is anything like “it’s the next step in my career” or “I want a raise.”
And if the candidate doesn’t have any questions for us at the end. Show me you’re engaged and excited about the opportunity!
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Are you going to be a bust? Are you going to be dead weight for us to carry?
How many pages should each of these documents be?
Cover Letter: √ As many as it takes, but keep it reasonable and relevant
Resume: √ Two is ok, but no more
CV: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
If it’s an internal interview, the candidate depends on the panel’s prior knowledge of the candidate’s experience and achievements.
External candidates who don’t do any research into our community.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We have done virtual interviews.
Test your equipment in advance! BE ON TIME.
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?
Ask about the position. Ask about the goals, the hurdles, and/or the expectations.
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?
√ 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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Public Library
Title: Assistant Manager
Titles hired include: Youth Services Assistants (PT and FT), Adult Services Assistants (PT and FT), Circulation Assistants (PT and FT), Evening/Weekend Supervisor, Central Librarian
Who makes hiring decisions at your organization:
√ HR
√ Library Administration
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ More than one round of interviews
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
Applicants apply online. It is screened by the HR manager and then sent to the hiring managers (my manager and me). We review applications and schedule phone interviews. We select the top 3 candidates and invite them for in person interviews. If necessary, we will conduct a second in person interview.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Knowledge of library practices was a huge plus. Answered questions in a clear and understandable manner. Asked questions.
Do you have any instant dealbreakers?
When candidates do not understand how a public library operates.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
We are limited to a pool of questions that we can ask from. Sometimes these questions aren’t the best for the positions. For example, we don’t have any questions that talk about working with children although we encounter children throughout the library.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ As many as it takes, but keep it reasonable and relevant
CV: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
Focusing only on one aspect of the job.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We conduct phone interviews. It helps if they are clear and concise with their answers. Also make sure there is good services/WiFi.
When does your organization *first* mention salary information?
√ It’s part of the job ad
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I believe it should be relevant to the position they apply for. It should change per person/position.
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 101-200
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 byfilling out the survey here.
Librarian Regina reviews books to add to the library collections – the work goes on. By Flickr user Michael Neubert
This anonymous interview is with someone who hires for a:
√ Public Library
Title: Youth Services Librarian
Titles hired include: Library Assistant I for YA
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ Other: If a position is of a supervisor/”librarian” level, there may be a committee of admin and/or the position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Other: Resume is preferred for PT. Resume and Cover Letter are required for FT.
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
County HR posts the position
Applications are checked by an automated system
Approved applications are made available to Library Admin
Admin then send the applications to the manger for the open position
Mangers review applications and then call people in for interviews
Managers then offer the job and establish the start date
New Hires must visit county HR prior to start date to complete onboarding paperwork
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
I place more emphasis on in person interviews as so much of the jobs I’m hiring for is based on personality and how well this person will mesh with our kiddos. When it comes to in person interviews, I look for passion. If an applicant can sit there and tell me about why they love libraries, or RPGs, or books, etc. and they have a desire to share that passion and turn it into something we can use… I’m sold.
Also, We’re a public library. A library card is free. Please have a library card. It’s not required, but if you have a card, I know you use the library, and that’s a great starting point. For people who are moving to town or new to town, this doesn’t bother me as much, but if you’ve lived here your whole life and you don’t have a card… It feels weird that you then want to work here.
Do you have any instant dealbreakers?
Mentioning religion or politics in an interview. Sometimes these things pop up in a relevant fashion, such as work experience. But I’ve had applicants ask if we could pray together as part of our interview, flat out ask about my politics/religion, or mention that they see this job as a good chance to talk to kids about religion/politics.
We also see a number of applicants that think a teen center at a public library will function akin to a school setting; as this shows a serious lack of understanding about who and what we are, this is another deal breaker.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
It’s hypocritical of me given my response to number 9… but an applicant’s political and religious preferences or rather how vocal they will be about those beliefs. Clashing beliefs can really stress coworkers out and alienate patrons. People can hold different beliefs and still work together/with the public, but not if one party is going to be overtly religious or political.
I’d also like a better idea of how independent and self motivated an applicant is. The positions I hire for really do need to be independent and self motivated, and if an applicant needs their hand held, or needs constant reminding/encouragement it will mess with the workflow and morale of the department.
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?
Finding that balance between being professional and showing me who you are and why you’re going to be the best fit for the YA team. I’ve had some excellent, very professional interviews that have left me unsure of if the applicant would get along with my other staff, or if the applicant would be able to build a report with the kiddos; ultimately, I haven’t hired those super professional applicants.
Ideally, the interview will start professionally, but things may become more lax, or I’ll see that spark of passion and we’ll be able to have a more natural and authentic conversation.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Generally, we do not do phone or virtual interviews. I personally will not do them; I will hold off on an interview for up to a week if it means we can meet in person.
Many years ago when we were seeking a new director, the first round of interviews did include some virtual interviews, but that was an exception given the type of position that was open.
How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?
This is an excellent question! And I wish I had a better answer for it…
Applicants should know the type of library they’re transitioning towards, and what those types of institutes are like. For example, if you apply to work at a teen center in a public library, you should expect to have to run/assist with after school/school break programming, and not be as focused on homework help or research papers. This advice is best for the interview stage when an applicant can really show off their relevant knowledge and 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?
Hiring Managers receive no training in avoiding hiring bias. Our online applications do not ask for age/DOB, sex, gender, or ethnicity so there’s that at least… However, there is other information which must be provided and from which assumptions can easily be made, such as name, address, and hs/college graduation dates.
I personally do seek out training on bias reduction. Although these trainings are not focused on hiring (often customer service) I feel that some of the information can be translated into hiring bias. I also talk to minority staff about issues with our application process (which is beyond my control, but I do pass along feedback) and how the interview process went and what I as a manager can do to help them feel more comfortable.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I’m not sure what questions I feel like applicants SHOULD ask. If it’s information they NEED to know, I feel like I should provide that in job description or in the interview; I’m not here to trick applicants into asking relevant questions.
But some of the BEST questions I’ve been asked:
What does the training process look like?
Are there any opportunities for any additional (like CE) training?
What are there chances for upward movement within the department?
What are your COVID safety policies?
What are your safety protocols and precautions? (in relation to upset patrons)
Additional Demographics
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Other: We’re the only sizable city for 90miles, but everything around us is rural; it’s created a very unique environment where despite being located in a proper city, our patrons are mostly rural
Is your workplace remote/virtual?
√ Other: I do some virtual programming; while I could run this from home I normally run it from work as I’d rather not use up my home internet data.
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 byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ References
√ Proof of degree
√ Supplemental Questions
√ Written Exam
√ 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:
I see it through from start to finish for all positions I hire for, including creating job postings, screening applications, and interviewing. I also participate on panels for other positions. Hiring decisions are ultimately mine although HR does a final review that might trump that (to veto our candidate if there is a relevant veterans preference for another candidate, if someone doesn’t pass the background check, etc.)
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They seem excited about the position and display some understanding of what the position work entails. They’re able to clearly show a link between past experience and the position they are interviewing for. The experience doesn’t have to be the same type but they should be able to draw connections.
Do you have any instant dealbreakers?
Candidates who don’t understand what library work actually is (ex. they say they want to help people find books and don’t demonstrate any other knowledge of library services)
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 knowing anything about our library or community.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Make sure you check your audio and video before (you’d be surprised how many people have issues). If you join early and are waiting to be admitted, make sure you are ready to go. Don’t walk away, get distracted, etc.
When does your organization *first* mention salary information?
√ It’s part of the job ad
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
We all have required anti bias training. We also look at requirements and questions with an equity lens and include BIPOC staff in every interview.
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 several questions, it almost doesn’t matter what they are! Lots of candidates have no questions—it makes you seem like you aren’t curious, and don’t care about whether the job is a good fit.
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?
√ 101-200
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Could add a question about how the hiring market is in your area. Some candidates are shocked how hard it is where I am. It might take a librarian with years of experience who comes to my area years to find a position, or they may get stuck in a paraprofessional position. Being able to move for a job helps if you are set on a specific type of position.
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 byfilling out the survey here.
![A photo by Ian Robertson of Dorothy Davies [left],the librarian at the Trenton Public Library. She is holding books and looking at a poster advertising Gilmour & Co. Lumbering Industries near the mouth of the Trent River in Trenton, Ontario.](https://hiringlibrarians.files.wordpress.com/2022/11/39390024425_d26dea9e51_o.jpg)
Hiring Librarians 
