Category Archives: Australia/New Zealand

Engaging effectively via online video conference is a good way to demonstrate online teaching approaches.

Kathleen Campbell. [University librarian, Montana State University Library]. NYPL Digital Collections

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Manager

Titles hired include: Liaison Librarian

Learning Advisor

Coordinator, Evidence Based Practice

Who makes hiring decisions at your organization:

√ A Committee or panel 

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

√ Online application 

√ Resume 

√ References

√ Proof of degree 

√ 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:

Written applications from applicants with a statement of claim in response to selection criteria.

Panel of 3-4 including supervisor of role, mix of gender, academic, other library staff reviews written applications and shortlists for interviews. 

The panel interviews candidates and then sorts in order of who closest meets the selection criteria in response to interview questions. 

Referee checks conducted for the preferred candidate. 

If the panel is happy with the reference checks, an offer is made. 

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

Genuine and authentic, confident and well presented through the online interview. Showed high levels of competence in using digital technologies to communicate. Use of varied and detailed examples to supplement responses to interview questions. Demonstrated ability to develop and maintain partnerships, collaborative approaches to work, ability to lead from any position, work independently, manage conflict. Commitment to professional development. Use of a range of strategies for engaging in and contributing to the wider profession. Interest in research and scholarship. 

Do you have any instant dealbreakers?

Preference to work solely on campus or face-to-face. 

Lack of demonstrated digital literacy skills

Lack of ability to use professional judgment or work independently 

Lack of interest in working collaboratively 

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

Reports of candidates’ performance apart from nominated referees

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this Only One! 

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

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

Engaging effectively via online video conference is a good way to demonstrate online teaching approaches. 

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?

Experience in other professions can be relevant in terms of transferable skills, such as developing relationships, critical thinking, teamwork skills, excellent interpersonal skills, high quality verbal and written communication skills, project management skills, stakeholder management skills, digital technologies skills for communication and content creation, leadership and mentoring qualities. 

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?

Mix of gender in recruitment panel

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

What does success look like in this role? What would success look like in the first 100 days? 

What professional development opportunities are available for staff?

Additional Demographics

What part of the world are you in?

√ Australia/New Zealand 

What’s your region like?

√ 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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Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Academic, Australia/New Zealand, Rural area

If the role doesn’t have a detailed and up to date position description then be very cautious

Mrs. Joan T. Phillips, reference librarian, inputs data into a computer at Fairchild Library, Air University. The university offers formal training in many areas of military studies to officers and senior non-commissioned officers in the Air Force. National Archives

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Manager

Titles hired include: Library 0fficer, librarian, senior librarian 

Who makes hiring decisions at your organization:

√ Library Administration

√ A Committee or panel 

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

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

√ Proof of degree

√ 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:

Raise requisition through human capital management system, two layers of approval, advertisement published, responses come in, I shortlist as hiring manager, organise interviews, run interviews, write selection report, do reference checks, make offer

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

They were prepared for interview and had relevant qualifications 

Do you have any instant dealbreakers?

Not responding to selection criteria

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ Two is ok, but no more 

CV: √ Two is ok, but no more

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

Not answering the question

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

Practice 

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?

Create a mapping document – map your experience and skills to the job, know your weaknesses and how to remedy them 

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?

Gender balance on panel, must abide by discrimination legislation and policies 

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

They should ask about culture, expectations, what we would change about the organisation

Additional Demographics

What part of the world are you in?

√ Australia/New Zealand 

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? 

If the role doesn’t have a detailed and up to date position description then be very cautious 

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

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Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Academic, Australia/New Zealand

In an interview – quietly confident. 

A librarian in a red shirt looks at books of fruit and vegetable images
Image: Special Collections librarian Sara B. Lee selecting fruit and vegetable images from the Rare Book Collection. USDA Photo by Peggy Greb.

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:

√ HR

√ The position’s supervisor 

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

√ Online application

√ Cover letter

√ CV

√ References

√ Other: written key selection criteria

Does your organization use automated application screening? 

√ No

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! 

Additional Demographics

What part of the world are you in?

√ Australia/New Zealand

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 0-10

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Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Australia/New Zealand, School, Suburban area

It is still very much WHO you know not WHAT you know.

Christchurch libraryThis anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has been hired within the last two months, and has been looking for a new position for More than 18 months. This person is looking inAcademic library, Archives, Library vendor/service provider, Public library, School library, Special library at the following levels: Entry level , Requiring at least two years of experience. Here is this person’s experience with internships/volunteering:

3 years @ Melbourne Museum – Volunteering in Customer service, Library and Digitisation 6 month internship @ Melbourne Museum – Doing research in the Humanities department 1 month internship @ the Parliamentary Library, Canberra – worked in collection management, digitisation, databases and media services, customer service and coding.

This job hunter is in a Urban area in Australia/New Zealand and is willing to move Anywhere.

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

A good salary, professional development opportunities and career progression.

Where do you look for open positions? (e.g. ALA Joblist, professional listserv, LinkedIn)

Networking with people, attending library related events, Linkedin, ALIA job board, libraryjobs.com.au

Do you expect to see salary range listed in a job ad?

  • Yes, and it’s a red flag when it’s not

What’s your routine for preparing an application packet? How much time do you spend on it?

Anywhere from 1-2 days to a couple of hours each day through-out the week.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

  • Other: stretched the truth

When would you like employers to contact you?(Please select all that apply)

  • To acknowledge my application
  • To tell me if I have or have not been selected to move on to the interview stage
  • To follow-up after an interview
  • Once the position has been filled, even if it’s not me

How do you prefer to communicate with potential employers?

  • Phone for good news, email for bad news

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?(Please check all that apply)

  • Tour of facility
  • Meeting department members/potential co-workers

What do you think employers should do to get the best candidates to apply?

Be clear in the position description about the responsibilities of the job. Be clear in the interview about the type of person/personality you are looking for the interview.

What do you think is the secret to getting hired?

It is still very much WHO you know not WHAT you know.

Do you have any comments, or are there any other questions you think we should add to this survey?

Good direct questions, easy to answer.

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Filed under Academic, Archives, Australia/New Zealand, Job hunter's survey, Public, School, Special, Urban area

Whats the idea behind all this weeding?

Keene Grammar School Class, Keene New HampshireThis anonymous interview is with a person who hires librarians and library technicians for a school library. This individual works at a library with 0-10 staff members in a city/town in Australia/New Zealand.  When asked, “are you a librarian?” this person responded,

just someone who’s been subjected to useless librarians!

Do library schools teach candidates the job skills you are looking for in potential hires?

√ No

Should library students focus on learning theory or gaining practical skills? (Where 1 means Theory, 5 means practice, and 3 means both equally)

3

What coursework do you think all (or most) MLS/MLIS holders should take, regardless of focus?

√ Cataloging
√ Vocabulary Design
√ Budgeting/Accounting
√ Library Management
√ Collection Management
√ Programming (Events)
√ Web Design/Usability
√ Metadata
√ Digital Collections
√ History of Books/Libraries
√ Research Methods
√ Reference
√ Readers’ Advisory
√ Services to Special Populations
√ Marketing
√ Soft Skills (e.g. Communication, Interpersonal Relations)

Do you find that there are skills that are commonly lacking in MLS/MLIS holders? If so, which ones?

Practical understanding of library practice and what students require in a school library. (Whats the idea behind all this weeding?)

When deciding who to hire out of a pool of candidates, do you value skills gained through coursework and skills gained through practice differently?

√ No preference–as long as they have the skill, I don’t care how they got it

Which skills (or types of skills) do you expect a new hire to learn on the job (as opposed to at library school)?

Enhance the skills they all ready have. Knowledge of the collection.

Which of the following experiences should library students have upon graduating?

√ Library work experience
√ Other presentation
√ Teaching assistant/Other instructional experience

This survey was coauthored by Brianna Marshall from Hack Library School. Interested in progressive blogging, by, for, and about library students? Check it out!

Special Note: From December 6, 2013 to October 24, 2014, the ALA will accept comments on the Draft revised Standards for Accreditation of Master’s Programs in Library and Information Studies. More information about the process of changing these standards is here. If you have opinions about what people should be learning in library school, here’s a way that you can influence change.

Do you hire librarians? Tell us, “What Should Potential Hires Learn in Library School?”: http://tinyurl.com/hiringlibschoolsurvey

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Filed under 0-10 staff members, Australia/New Zealand, School, What Should Potential Hires Learn in Library School

The main skill lacking is teaching someone to be willing to do anything that needs done

Work with schools story hour in the open, librarian and ch...This anonymous interview is with a public librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

Any technical services role (processing, acquisitions, cataloguing, selectors), team leaders, & digital services staff.

This librarian works at a library with 50-100 staff members in a city/town in Australia/New Zealand.

Do library schools teach candidates the job skills you are looking for in potential hires?

√ Depends on the school/Depends on the candidate

Should library students focus on learning theory or gaining practical skills? (Where 1 means Theory, 5 means practice, and 3 means both equally)

4

What coursework do you think all (or most) MLS/MLIS holders should take, regardless of focus?

√ Cataloging
√ Budgeting/Accounting
√ Grant Writing
√ Project Management
√ Library Management
√ Collection Management
√ Programming (Events)
√ Programming (Coding)
√ Web Design/Usability
√ Metadata
√ Digital Collections
√ Archives
√ History of Books/Libraries
√ Research Methods
√ Reference
√ Readers’ Advisory
√ Information Behavior
√ Services to Special Populations
√ Outreach
√ Marketing
√ Instruction
√ Soft Skills (e.g. Communication, Interpersonal Relations)
√ Field Work/Internships
√ Other: searching techniques

Do you find that there are skills that are commonly lacking in MLS/MLIS holders? If so, which ones?

The main skill lacking is teaching someone to be willing to do anything that needs done, from buying shoes for a homeless man, to cleaning up the bathroom, to making someone coffee, all things I do as a senior librarian on a daily basis.

When deciding who to hire out of a pool of candidates, do you value skills gained through coursework and skills gained through practice differently?

√ No preference–as long as they have the skill, I don’t care how they got it

Which skills (or types of skills) do you expect a new hire to learn on the job (as opposed to at library school)?

The context of the library I’m hiring them in.

Which of the following experiences should library students have upon graduating?

√ Internship or practicum
√ Other presentation
√ Student organization involvement
√ Other: Some type of real world experience in an area they are interested in

Which library schools give candidates an edge (you prefer candidates from these schools)?

ALA accredited schools

Are there any library schools whose alumni you would be reluctant to hire?

Non-ALA accredited schools and possibly distance schools.

What advice do you have for students who want to make the most of their time in library school?

Do a project, internship or get a job in a library while in school. The experience is invaluable.

This survey was coauthored by Brianna Marshall from Hack Library School. Interested in progressive blogging, by, for, and about library students? Check it out!

Special Note: From December 6, 2013 to October 24, 2014, the ALA will accept comments on the Draft revised Standards for Accreditation of Master’s Programs in Library and Information Studies. More information about the process of changing these standards is here. If you have opinions about what people should be learning in library school, here’s a way that you can influence change.

Do you hire librarians? Tell us, “What Should Potential Hires Learn in Library School?”: http://tinyurl.com/hiringlibschoolsurvey

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Filed under 50-100 staff members, Australia/New Zealand, What Should Potential Hires Learn in Library School

Be a library user

Keene High School (old) Graduating Class of 1875, Keene, New HampshireThis anonymous interview is with a public librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

Childrens services officers, program and event officers, customer service officers, coordinator positions

This librarian works at a library with 10-50 staff members in an urban area in Australia/New Zealand.

Do library schools teach candidates the job skills you are looking for in potential hires?

√ Depends on the school/Depends on the candidate

Should library students focus on learning theory or gaining practical skills? (Where 1 means Theory, 5 means practice, and 3 means both equally)

3

What coursework do you think all (or most) MLS/MLIS holders should take, regardless of focus?

√ Budgeting/Accounting
√ Project Management
√ Library Management
√ Collection Management
√ Programming (Events)
√ Digital Collections
√ History of Books/Libraries
√ Readers’ Advisory
√ Information Behavior
√ Services to Special Populations
√ Outreach
√ Marketing
√ Soft Skills (e.g. Communication, Interpersonal Relations)
√ Field Work/Internships

When deciding who to hire out of a pool of candidates, do you value skills gained through coursework and skills gained through practice differently?

√ Yes–I value skills gained through a student job more highly

Which skills (or types of skills) do you expect a new hire to learn on the job (as opposed to at library school)?

Organisational procedures and policy
Library management system

Which of the following experiences should library students have upon graduating?

√ Library work experience
√ Professional organization involvement

What advice do you have for students who want to make the most of their time in library school?

Get a part time job in a library
Visit different types of libraries – public, school, academic, special
Be a library user
Work part time in a customer service position

This survey was coauthored by Brianna Marshall from Hack Library School. Interested in progressive blogging, by, for, and about library students? Check it out!

Special Note: From December 6, 2013 to October 24, 2014, the ALA will accept comments on the Draft revised Standards for Accreditation of Master’s Programs in Library and Information Studies. More information about the process of changing these standards is here. If you have opinions about what people should be learning in library school, here’s a way that you can influence change.

Do you hire librarians? Tell us, “What Should Potential Hires Learn in Library School?”: http://tinyurl.com/hiringlibschoolsurvey

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Filed under 10-50 staff members, Australia/New Zealand, Public, Urban area, What Should Potential Hires Learn in Library School

Local processes

Westmoreland School House Number 9, New HampshireThis anonymous interview is with a public librarian who has been a hiring manager. This person hires the following types of LIS professionals:

All professional, paraprofessional and clerical staff

This librarian works at a library with 10-50 staff members in an urban area in Australia/New Zealand.

Do library schools teach candidates the job skills you are looking for in potential hires?

√ Depends on the school/Depends on the candidate

Should library students focus on learning theory or gaining practical skills? (Where 1 means Theory, 5 means practice, and 3 means both equally)

4

What coursework do you think all (or most) MLS/MLIS holders should take, regardless of focus?

√ Budgeting/Accounting
√ Grant Writing
√ Project Management
√ Library Management
√ Collection Management
√ Web Design/Usability
√ Reference
√ Readers’ Advisory
√ Outreach
√ Soft Skills (e.g. Communication, Interpersonal Relations)
√ Field Work/Internships

When deciding who to hire out of a pool of candidates, do you value skills gained through coursework and skills gained through practice differently?

√ Yes–I value skills gained through a student job more highly

Which skills (or types of skills) do you expect a new hire to learn on the job (as opposed to at library school)?

Local processes

Which of the following experiences should library students have upon graduating?

√ Library work experience
√ Internship or practicum
√ Professional organization involvement

This survey was coauthored by Brianna Marshall from Hack Library School. Interested in progressive blogging, by, for, and about library students? Check it out!

Special Note: From December 6, 2013 to October 24, 2014, the ALA will accept comments on the Draft revised Standards for Accreditation of Master’s Programs in Library and Information Studies. More information about the process of changing these standards is here. If you have opinions about what people should be learning in library school, here’s a way that you can influence change.

Do you hire librarians? Tell us, “What Should Potential Hires Learn in Library School?”: http://tinyurl.com/hiringlibschoolsurvey

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Filed under 10-50 staff members, Australia/New Zealand, Public, Urban area, What Should Potential Hires Learn in Library School

Change management and the ability to implement innovation are vital skills for the future of the profession.

school children in japanThis anonymous interview is with a public librarian who has been a member of a hiring or search committee. This person hires the following types of LIS professionals:

Public librarians – children’s, information, housebound services, adult services

This librarian works at a library with 50-100 staff members in an urban area in Australia/New Zealand.

Do library schools teach candidates the job skills you are looking for in potential hires?

√ Depends on the school/Depends on the candidate

Should library students focus on learning theory or gaining practical skills? (Where 1 means Theory, 5 means practice, and 3 means both equally)

3

What coursework do you think all (or most) MLS/MLIS holders should take, regardless of focus?

√ Budgeting/Accounting
√ Project Management
√ Library Management
√ Collection Management
√ Metadata
√ Research Methods
√ Information Behavior
√ Field Work/Internships

Do you find that there are skills that are commonly lacking in MLS/MLIS holders? If so, which ones?

Often the focus is on best practice for the profession, but little to address the gap that lies between this best practice and the realities of the industry. Change management and the ability to implement innovation are vital skills for the future of the profession.

When deciding who to hire out of a pool of candidates, do you value skills gained through coursework and skills gained through practice differently?

√ Yes–I value skills gained through a student job more highly

Which skills (or types of skills) do you expect a new hire to learn on the job (as opposed to at library school)?

Customer service
Manual handling
Staff management
Events programming

Which of the following experiences should library students have upon graduating?

√ Library work experience
√ Internship or practicum

Which library schools give candidates an edge (you prefer candidates from these schools)?

None.

Are there any library schools whose alumni you would be reluctant to hire?

No.

What advice do you have for students who want to make the most of their time in library school?

Do what you have do to pass, but go out there and get as much experience as you can in the field, even if you have to volunteer to get it.

This survey was coauthored by Brianna Marshallfrom Hack Library School. Interested in progressive blogging, by, for, and about library students? Check it out!

Special Note: From December 6, 2013 to October 24, 2014, the ALA will accept comments on the Draft revised Standards for Accreditation of Master’s Programs in Library and Information Studies. More information about the process of changing these standards is here. If you have opinions about what people should be learning in library school, here’s a way that you can influence change.

Do you hire librarians? Tell us, “What Should Potential Hires Learn in Library School?”: http://tinyurl.com/hiringlibschoolsurvey

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Filed under 50-100 staff members, Australia/New Zealand, Public, Urban area, What Should Potential Hires Learn in Library School

Dirty Nails

Day 186 by Flickr user Girl With Butterfly Wings

 

 

This anonymous interview is with an Academic librarian who has been a member of a hiring or search committee. This librarian works at a library with 10-50 staff members in a Rural area in Australia/New Zealand.

What Candidates Should Wear

Should the candidate wear a suit to the interview?

√ Probably not (but it’s ok if the candidate does wear one)

An outfit with a coordinated blazer and trousers:

√ Is totally different

Bare arms are inappropriate in an interview, even in the summer.

√ True

If a woman wears a skirt to an interview, should she also wear pantyhose?

√ No, but it’s not a dealbreaker

Women should wear make-up to an interview:

√ I don’t care, as long as it’s not over-the-top

Is there anything a candidate might wear that would cause them to be instantly out of the running? If you have any funny stories about horrifying interview outfits, we’d love to hear them.

Dirty or untidy messy hair, especially if it is long. dirty nails. Strong body odour.

Do you expect different levels of formality of dress, depending on the position you’re hiring for?

√ Yes, the higher the position, the more formal I expect the candidate to dress

Which jewelry may candidates wear: (Please select all that are acceptable)

√ A few simple necklaces, bracelets, and/or rings

Which hair colors are acceptable for candidates:

√ All of them, even pink

The way a candidate dresses should:

√ Show personality

How does what a candidate wears affect your hiring decision?

Not enormously. But if the candidate was poorly dressed, with poor grooming, they probably wouldn’t be considered, even if they had the goods.

What This Library Wears

How do you dress when you are going to conduct an interview?

Sensibly. Skirt and blouse usually.

On a scale of one (too dressed up for my workplace) to five (too casual), khakis and a polo shirt are:

3

What’s the dress code at your library/organization?

√ Business casual

Are there any specific items of clothing, etc. that are forbidden by your dress code? (Please check all that apply)

√ N/A: We wear what we want!

Librarians at your organization wear: (Please check all that apply)

√ Name tags
√ Shirt, waistcoat/vest, or other single piece of clothing issued by the library

This survey was co-authored by Jill of Librarian Hire Fashion – submit your interview outfit to her blog!

Photo: Day 186 by Flickr user Girl With Butterfly Wings via Creative Commons License

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Filed under 10-50 staff members, Academic, Australia/New Zealand, Rural area, What Should Candidates Wear?