This anonymous interview is with someone who hires for a:
√ School Library
Title: Library Coordinator
Titles hired include: Library Attendant
Who makes hiring decisions at your organization:
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Other: written key selection criteria
Does your organization use automated application screening?
Briefly describe the hiring process at your organization and your role in it:
Written applications submitted online; shortlisting; interview (usually with some practical component); second interview
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
On paper – thorough KSC answers, had researched our organisation, good attention to detail. In an interview – quietly confident.
Do you have any instant dealbreakers?
Lots of spelling errors in application; or completes application process incorrectly. Shows poor attention to detail!
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How much guidance / detailed instructions they will need on the job and in training – something you generally pick up on in their first few projects
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ As many as it takes, but keep it reasonable and relevant
CV: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
Not answering questions directly; not thinking about what the panel needs to find out about them
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Honestly very similar to in-person interviews in my experience
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?
We definitely take transferrable skills into consideration, so outline all those experiences. Show some knowledge of libraries too though – particularly the sort of work involved and what sort of organisations they are, not just an idealised view saying “I love reading so I want to work in a library!”
When does your organization *first* mention salary information?
√ It’s part of the job ad
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
It very much depends on the individuals involved
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Asking questions about their specific areas of interest, what projects they’d be interested to get involved in etc, helps because it helps the panel get to know them.
It’s very popular to ask ‘what’s the culture like’ but I personally don’t think this is useful for either party – of course a hiring manager is going to give some generic positive spiel; if you have specific questions about professional development, flexibility etc – just ask that!
What part of the world are you in?
√ Australia/New Zealand
What’s your region like?
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?