Category Archives: Australia/New Zealand

by Emily@HiringLibrarians | February 8, 2023 · 11:00 am

Working with Children & Police Clearances or willingness to get them

A female librarian seated at a computer working with PDQ, while a male physician examines a print-out. — ^{Doctor and Librarian Working with PDQ. Bill Branson (Photographer), Public domain, via Wikimedia Commons}

This anonymous interview is with someone who hires for a:

√ Public Library

Title: Senior Library Assistant

Titles hired include: Library Assistant

Who makes hiring decisions at your organization:

√ A Committee or panel

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

√ Online application

√ Cover letter

√ Resume

√ References

√ Oral Exam/Structured interview

√ Other: Covid Vaccinations, Working with Children & Police Clearances or willingness to get them

Does your organization use automated application screening?

√ No

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

HR will screen the applicants that meet qualifications. 2 people from the library will review the remaining applications and select 3/4 to interview. Panel of 3 will interview the candidates and select 1 for a background check which is done by HR.

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

Positive Attitude

Do you have any instant dealbreakers?

Negative Attitude

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

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

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

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

Don’t answer the question

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?

find a volunteer role at 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?

Decisions are not left to 1 person, both for selecting interview candidates and for hiring decisions.

Additional Demographics

What part of the world are you in?

√ Australia/New Zealand

What’s your region like?

√ Urban

√ 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 by filling out the survey here.

Leave a comment

Filed under Public, 10-50 staff members, Australia/New Zealand, Urban area, Suburban area, 1 A Return to Hiring Librarians Survey

Tagged as jobhunting, Librarian, libraries, library careers, library hiring, library interview, library jobs

by Emily@HiringLibrarians | February 7, 2023 · 11:00 am

It’s ok not to ask questions if the candidate feels they have all the info they need.

This anonymous interview is with someone who hires for a:

√ Public Library

Title: Customer Experience Librarian

Titles hired include: Home Library Librarian, Marketing Officer, Library Technician, IT Support Officer, Library Assistant, Librarian, Children’s Librarian

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

√ Resume

√ References

√ Proof of degree

Does your organization use automated application screening?

√ No

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

1. Online application with responses along with cover letter and resume.

2. Interview Round – 2-3 person panel & behavioural questions, + practical exercise if it’s a children’s programs or cataloguing role.

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

Client-focused answers in interview that are recent and off the cuff rather than rehearsed examples. Written applications with persuasive writing that expresses why they want the role. Great interpersonal skills that translate to customer service during interview that are natural and not rehearsed or formal.

Do you have any instant dealbreakers?

Poor/average interpersonal skills in interview. Candidates who aren’t current and not aware of library best practice/other libraries. Candidates that don’t express that they want the job.

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

Why exactly they want the job and how do they think it will be a good fit for them. Short term career goals – Where do they see themselves in 5yrs

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 expressing how/if they want the job. Waffling too much – not keeping focussed on the question. Not working on/ developing their interpersonal and empathy skills.

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

None so far

Seek to gain a work placement, casual work or volunteer in the new library sector.

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?

For customer service work, sometimes a written application may not be a strength for someone with English as a second language, so they may not make it to the interview round. Our panels are not required to have a mix of genders or an independent panel member from another department.

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

It’s ok not to ask questions if the candidate feels they have all the info they need. It depends on the role and what has been disclosed in the ad and interview. If there are obvious gaps in info and the candidate hasn’t probed the panel – I may think they are either nervous or not that serious about the role.

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?

Candidates need to be “people people” to work in libraries. Every role is client-focussed whether it’s cataloguing, IT or management. Put people at the centre of all your responses and application.

1 Comment

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

Tagged as GLAM careers, GLAM hiring, GLAM jobs, Librarian, librarians, libraries, library careers, library hiring, library interview, library jobs, LIS careers, LIS hiring, lis jobs

by Emily@HiringLibrarians | December 31, 2022 · 10:00 am

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.

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

Leave a comment

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

Tagged as Librarian, librarians, libraries, library careers, library hiring, library interview, library jobs

by Emily@HiringLibrarians | September 19, 2022 · 10:00 am

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

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

Leave a comment

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

by Emily@HiringLibrarians | May 25, 2022 · 10:00 am

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

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

Leave a comment

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

Tagged as Librarian, libraries, library hiring, library jobs, LIS careers, School library

by WarmMyHome13 | January 28, 2016 · 7:23 am

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

This 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.

Leave a comment

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

Tagged as jobhunting, Librarian, libraries, library hiring, library interview, library jobs

by Emily@HiringLibrarians | November 15, 2014 · 8:00 am

Whats the idea behind all this weeding?

This 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)

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

Leave a comment

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

Tagged as librarians, library careers, library hiring, library school, tumblarians

by Emily@HiringLibrarians | November 12, 2014 · 8:00 am

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

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)

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!

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

Leave a comment

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

Tagged as librarians, library careers, library hiring, library school, tumblarians

by Emily@HiringLibrarians | November 2, 2014 · 8:00 am

Be a library user

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:

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)

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!

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

Leave a comment

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

Tagged as librarians, library careers, library hiring, library school, tumblarians

by Emily@HiringLibrarians | October 25, 2014 · 8:00 am

Local processes

This 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)

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!

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

Leave a comment

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

Tagged as librarians, library careers, library hiring, library school, tumblarians

Category Archives: Australia/New Zealand

Additional Demographics

Share this:

Like this:

Additional Demographics

Share this:

Like this:

Additional Demographics

Share this:

Like this:

Additional Demographics

Share this:

Like this:

Additional Demographics

Share this:

Like this:

Share this:

Like this:

Share this:

Like this:

Share this:

Like this:

Share this:

Like this:

Share this:

Like this: