Category Archives: Youth Services

Further Questions: Does Word Really Get Around?

This week I asked people who hire librarians:

The idea of someone’s reputation comes up fairly regularly in career discussions.  Does it really matter?  Has there ever been a case where you haven’t hired someone because of something you heard (or vice-versa)?  And how is this information about reputation transmitted?

YES it really matters!

For good and for bad.

We hear it how we hear it.

We try to be open-minded and fair and recognize that rumors and innuendo can be flagrantly unfair, and so rely on our own careful process.  But we’d consider a bad reputation a red flag and probe, or a goodreputation encouraging, and try to confirm or refute.

People talk, people remember, and Google is powerful and librarians know how to use it.

Why do you [candidate] even have to ask?  If you don’t know, maybe that’s the problem?

– Anonymous

 

Word does indeed get around, although more locally or regionally than nationally, I think. I’ve never made a hiring decision based on this type of information, but I *have* made decisions about whom to collaborate with professionally. You often don’t have a choice about whom you work with on a day-to-day basis, but presenting and publishing are a lot of additional work, and I would never choose to work with someone I knew (from trustworthy sources) was difficult. Life is too short. 

– Anonymous

 

Christine Hage - Dark backgroundA candidate’s reputation is very important to me.  I may use references listed on a resume, but I am more inclined to call someone that I know who might have worked with the candidate, even if it was several years ago.  I assume that any reference on a resume is going to give a positive review, but a co-worker might give me a different picture.  Of course I would only use a reference that I knew and whose opinion I respected.

Another facet of reputation is that of the libraries the person has worked in.  I don’t mind taking someone from a library of a different size or setting than my library.  If the person is coming from a small library, then I’d like to hear things like “I want more variety/challenge/faster pace on the job than I’m afforded in a small library” or  “The large library didn’t allow me to give as personal service as I would like to provide.”  The candidate should be able to articulate why they are changing libraries.

Each library has a reputation too and some are almost toxic.  There is a library in our area that has a notoriously grumpy staff and a high turnover in directors.  Previous directors don’t speak highly of the staff either.  I don’t even interview people from that library unless they have only worked there a very short time.  If they say “I didn’t like the atmosphere at “x” library” then I might consider the candidate.

We get a lot of applicants for the positions we post and I won’t “settle” for just anyone.  I want to know why the candidate wants to work here and to believe they will offer services up to or exceeding the services we already offer.

– Christine Hage, Director, Rochester Hills Public Library

 

Marge Loch WoutersBe good; do good – and understand your actions may follow you throughout your career. It does indeed matter. Librarianship is a crushingly small world. I am often aware of poor AND proud behaviors. If you are always a consummate professional –even when you disagree with board, administration, co-workers or the community – you leave a softer footprint in the library world. If you don’t have to hamstring yourself, why would you?

– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library

 

Marleah AugustineIf I know that a current staff member has worked with an applicant in another organization, or has had a class with the applicant, or that kind of connection, I will ask for the current staff member’s thoughts on that particular person. First impressions are good to know. If I was leaning toward interviewing that applicant anyway, then I probably still will regardless of the current staff’s perspective, but I do take it into consideration with the whole process.

Sometimes an applicant will have already applied once to work at our library and wasn’t hired for some reason. I will discuss the applicant with my colleagues and get their thoughts, why the applicant wasn’t hired the previous time, and any other information they may have to offer. Again, none of this is a dealbreaker, but it may help me choose between two applicants or figure out why I had a certain impression about a person.

Neither of those is really the same as reputation, although that can come into play. I think reputation is more important and more likely to be considered in hiring full-time, professional applicants, whereas I hire part-time paraprofessional staff, for the most part.
– Marleah Augustine, Adult Department Librarian at Hays Public Library
Yes, word definitely gets around, especially when the members of a hiring committee are active members of email lists and associations and have constant contact with the profession beyond their own library. Committees I’ve been on haven’t been hateful about it, but if a member recognizes an applicant who is consistently obnoxious or rude in communication, if a person has dropped the ball when serving on committees, or other behaviors that would raise an eyebrow, it definitely is mentioned in-committee. I can even remember one instance where a librarian contacted someone on a conference planning committee to back out of a speaking engagement when they were partnered with someone from a different state they had fired for cause a number of years earlier. Libraries – even writ large – are a relatively small, vocal and social professional community, and it is important to remember that.
I will add that librarianship is also a forgiving community – most of us have made mistakes at one time or another, disagreement is healthy, we generally encourage odd “characters”, and in general we are truly a helping profession with enough room for all kinds of mischief and mayhem, so long as it’s not perceived as hostile. It’s a good idea no matter what your profession to make sure your reputation isn’t something that is hurting, rather than helping, you.
– Anonymous
Laurie PhillipsI would say that in smaller portions of our field, yes, word does get around. When I was involved in a smaller subject-related library association, there were people who got a reputation for job-hopping or for, as one person put it, “she’s had really good jobs for about 5 minutes.” The implication was that the person was able to get some really good jobs but not keep them. I think there are people who’ve gotten a reputation based on what they post on listservs, but that’s probably less often. I don’t think I’ve ever had to apply that to a job candidate.
– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans
Reputation is everything!!! While job searches are supposed to be confidential, if a hiring manager has a close friend working at the library where an applicant is from, they may contact that person to see what you are like to work with.
In addition, if you are involved in ALA or your state library association, this can give you a reputation which can be good or bad. You may become known as the go to person to plan programs or to give complex committee assignments to because you get the job done and you get it done well or you could become known as the person who dropped off the face of the earth after 3 months and never communicated with that committee again. I personally like to think of it this way: anyone in my state or national organizations that I am interacting with is either my potential future supervisor, future employee, or future job reference.
– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries
Terry Ann LawlerYes, reputation matters a great deal. Word does get around if you are a hard worker, fast thinker, creative problem solver or really friendly. It also gets around if you are late, don’t participate, not a team player or have a bad attitude. I have certainly heard from other people about someone for the good and for the bad. When it comes to hiring within a community, your reputation can be the reason people are clamoring for you or the reason you aren’t getting a job.
How does word get around? This depends. In our library system, supervisors talk. We may try to keep our complaints anonymous but we aren’t all that big a community. And, I am surrounded by no less than 7 other library systems (we are a large metropolitan area). I have friends in all of these systems and after a round of drinks, we might let those frustrations fly. We are also a very celebratory community and share great ideas and great people. In addition, if you are on committees with ALA or your local organizations, these people talk as well.
Our hiring process includes past reviews and supervisory references. And, can sometimes include word of mouth. I have absolutely been dying to hire people who who I heard were awesome and who came highly recommended.
I have also declined to hire people who I heard had attendance problems or issues working in a team environment.
I guess the next question should be ‘how do you fix a damaged reputation?’ 🙂
– Terry Lawler, Assistant Manager and Children’s Librarian, Palo Verde Branch, Phoenix Public Library

I do not know if telling schools to tell cohorts not to be rude to the online librarians because they are tainting their schools’ reputations would be something that you would do.

They do not realize a lot of people who participate in hiring decisions may moonlight or be the person covering a cooperative shift for their library that covers the national public and academic queues

and we talk

a lot

on back channel chat

They are poisoning the pool for both themselves and their more illustrious classmates.

I used to work for a large cooperative chat service. It covers the entire US (some schools, some publics, some entire states). However, to get good deals on the service for their own library, libraries have to give a certain number of hours of national coverage.   So a person from New York might be answering a question from California.

In addition to the chat that the person gets for any ask a librarian service, there is a back channel running at the same time for librarians to share for example the fact that the same person is being abusive in 10 libraries in 4 states. So there is the librarian only chat, and the librarian patron chat.

If a rash of rude LIS students come on the librarian patron chat, it gets noted and discussed on the Librarian librarian chat,

“oh that person who wants you to restate their opening paragraph on the reference interview is back–I have already had her 4 times”

“yeah, she told me it was my job to restate her paragraph because the writing center is closed”

If a rash of patrons comes in with this situation, it reflects on the school they are from

“Oh the person who wants you to do her cataloguing assignment is back”

That is not a question like,

“how do I find the LCSH for x”

it is like,

“here is a list of twenty titles, give me the LCSH for each”

It is their homework.

We notice.

And it is not just the middle of the night Chat service backups (some of whom btw are moonlighting and in hiring positions).  It is people covering for big systems. The student may think they are only being rude to a peon from a local public library, but even THAT is bad judgment, since so many people in librarianship talk to each other.  We notice when the same question comes through, and it is an LIS homework question given at the same time to 5 different libraries but has the same typo in each.

If you have to do cooperative coverage, you are seeing from all over the country as they come in. It may sound like we are being petty, but when somebody demands that you catalog 20 items, or tells you,

“I do not have time to get this print ref assignment done by visiting a library–go pull all the books or find somebody who can”

(both of which I have experienced)… After a while, even though you KNOW not all graduates of that school do it and you know good people from that school, you get a jaundiced view.

– Anonymous

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com.

Thank YOU for reading! If you like reading, you might also like commenting.  You’re very welcome to try it out here.

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Filed under Academic, Adult Services, Cataloging/Technical Services, Circulation, Further Questions, Paraprofessional, Public, Public Services/Reference, Special, Youth Services

For Public Review: Lauren Bourdages

Welcome to crowd-sourced resume review for LIS job hunters!

Please help the job hunter below by using the comment button to offer constructive criticism on her resume. Some guidelines for constructive feedback are here, and the ALA NMRT has brief tips for reviewing resumes here.

This 2 page resume was submitted by a job hunter who says,

This particular resume has been used for Library Technician level (Canadian equivalent of Parapros) positions at public and school libraries for positions involving childrens/teen services and programming

LaurenBourdages-Resume-Page 1 LaurenBourdages-Resume-Page 2

To submit your resume or CV For Public Review,

  • send it as a Word document or PNG or JPEG image to hiringlibrariansresumereviewATgmail.
  • It will be posted as-is, so please remove any information that you are not comfortable having publically available (I suggest removing your address and phone number at a minimum).
  • Please include a short statement identifying if it’s a resume or CV and
  • describing the types of positions you’re using it for (ie institution type, position level, general focus).
  • Finally, you will also need to confirm that you agree to comment on at least five other posted resumes.

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Filed under Canada, CV review, For Public Review, Paraprofessional, Resume Review, Youth Services

Further Questions: If you hire interns, do you pay them?

The responses to this week’s Further Questions were a little sparse.  I’m hoping that you will have some comments, dear readers, about your own experiences.   

This week I asked people who hire librarians:

If you hire interns, do you pay them?  Why or why not?

Laurie PhillipsNo, we don’t hire interns. We accept SLIS students on placement or for reference observation, but those are not paid because they are part of the requirements for a class or the degree. We also don’t get a lot out of those placements. The observations are just for a few hours. We are more likely to hire a SLIS student for a part time or temporary reference position. It can lead to job openings for a tenure-track position but it can also offer a great opportunity for getting academic library experience and seeing how our organization works. We have a part-time temporary reference position open right now to cover for librarians on leave: http://finance.loyno.edu/human-resources/staff-employment-opportunities.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans 

It’s my understanding that if interns are hired for no pay, the position is part of a course for school, college or graduate credit. Otherwise, there is a requirement that the position is paid.

We don’t hire or place interns in our public library.

– Kaye Grabbe, Director, Lake Forest (Public) Library, Lake Forest, IL.

Jacob BergEmployment.

Side note to fellow hiring managers: pay your interns. Not doing so is classist, because only the well-to-do can afford to work for free. And because race, ethnicity, gender identity, mental illness, physical ability, and sexual identity, among others, often correlates with class, internships are discriminatory along those lines as well. Also, not paying people to work devalues our professions by sending signals to other employers that our labor, time, and effort is not worth compensation.
-Jacob Berg, Director of Library Services,  Trinity Washington University
So, what about YOU?  Have you been an intern?  Paid or unpaid?  Have you hired an intern?  Why did or didn’t you pay her?

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com. 

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Filed under Academic, Cataloging/Technical Services, Further Questions, MLIS Students, Public, Youth Services

Further Questions: How many librarian positions are there at your library?

This week I’ve been thinking about the job outlook for librarians, and I decided to ask a related question here.

This week I asked people who hire librarians:

How many librarian positions are there at your library? Can you tell us a bit about how has this number has changed over time (e.g. higher or lower than last year, five years ago, ten years ago, etc.)?  How has your service population changed over those same time periods? Please let us know if your answer is ballpark or exact.  Bonus information: are there unfilled positions that will be left unfilled for a substantial period of time?

Laurie PhillipsWe currently have 11 faculty librarians. It remained steady for many years at 12, I believe. I don’t think we had added any, but positions have certainly changed over time. We chose to not fill a tenure track faculty position last year (someone had been in the position on an interim basis) because we were asked to make operating budget cuts and we could balance not filling that position against the cut. We were told that we would not lose that position permanently but, given the university’s financial situation, we may have lost this position entirely. We also have someone on phased retirement (half time right now) and may lose that position when he fully retires because of the budget cuts. Our student body has gone up and down. We were growing, then Hurricane Katrina hit us hard for several years. We were back up then had a serious enrollment shortfall this past year and it looks as if our enrollment going forward will be smaller. Our librarians are stretched thin, with regular responsibilities, liaison activities (teaching and collection development), university committee responsibilities, and desk duties.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans 

Special Libraries Cataloguing has had about 20 distance cataloguers for some years.
– J. McRee (Mac) Elrod, Special Libraries Catalouging
Marleah AugustineWe currently have 4 librarian positions (MLS preferred, but we do have one librarian without an MLS). These correspond with each of our departments (each librarian heads a department). We also have administrative staff that are full-time but are not librarian-specific. At this time last year, we only had 3 librarians because our children’s and YA areas were combined into a single Youth Services department; they have since been separated into two departments and we moved back to having 4 librarians (as we did about 3 years ago). Before we had a YA area at all, we had 3 librarians. (Confusing enough?) Our service population has grown over the last few decades and shows no signs of stopping. This includes both the town where we are located and also the surrounding towns in the area (many residents of other towns come to our library instead of or in addition to their local library).
The biggest staff change is that each department used to have a full-time “assistant head”. We’ve added a wider range of part-time positions instead and now only one of our 4 departments has an assistant head. So, in some cases, those assistant head positions are considered unfilled and, if we move away from that model, will remain unfilled.
– Marleah Augustine, Adult Department Librarian at Hays Public Library
Christine Hage - Dark backgroundWe are a suburban public library serving 100, 435 people. That is our census population and it went up slightly since the 2000 census.  Our community is pretty much built out.
We have 130 employees and 53 of them are librarians, although most of them are part-time.  It comes out to 22.2 FTE librarians.  Counting all employees we have a total of 61.83 FTE.  These numbers haven’t changed much over the last few years although we about the same number of employee hours, we have fewer actual full time positions.
We are an independent taxing authority library, which means we are not part of municipal or county government.  In fact we are a governmental unit in and of ourselves.  This means that in full control of our hiring.  I can change a position from full-time to part-time or visa versa.  I can eliminate and create positions, based on our budget.  I can change a job focus and title at will.  This gives me a lot of flexibility.
– Christine Hage, Director, Rochester Hills Public Library
Potentially, there are 6 MLS positions at our library. However, of those positions, only 3 are filled by MLS holders.  To keep it interesting, we have two MLS folks in non-MLS positions who are working part time. This is largely because our MLS positions require supervisory skill and experience. The two MLS folks in non-MLS positions are not supervisory material, sad to say. Supervision of others is just not in their skillsets although they are certainly very good at other things. This frustrates me and them but I realize it may be common in small to midsize public libraries for staffing and budget structure to not allow for full time professional MLSs who are non-supervisory.  This level of professional librarians (or lack therof) has remained fairly consistent for about a decade. However, in the late 1990’s there more full time MLS supervisors, probably 5 as opposed to the 3 now.
– Anonymous
Jason GrubbFirst we have to decide how we are going to define the word “librarian.” In my opinion and in the opinion of most of our patrons, anyone that works in a library is a librarian. That being said we have 61 employees in our organization and I consider everyone of them a librarian. Over the past five years this number has decreased slightly while our service population has grown. The real trend has been to move from full time positions to part-time positions. 75% of our employees are part-time. 10 years ago this number was over 50%. We currently have three unfilled positions that will most likely be left unfilled or possibly eliminated.
– Jason Grubb, Director, Sweetwater County Library System

We have 7.5 master’s level librarians and 1.5 other staff for an FTE of 9 at our combined unit of Main library and Educational Resource Center.  The total staff was increased from 8 to 9 FTE about a year and a half ago, the first net increase in over 25 years.  During that 25+ years almost every position except for the Director and Reference Librarian was a part-time position at some point.  We revise the responsibilities, scope, and titles of positions and adjust our organizational structure to adapt to new needs most of the time, and make permanent changes to our total staffing level rarely.

One reason we were able to get a new position funded was the increase in our student FTE.  Our main population, the undergraduate enrollment, has increased, but we have also added several distance and other non-traditional programs over the years.  In roughly the last ten years our reported FTE has grown from under 1,000 to over 2,000, with a big jump the year preceding when we got a new position.  That increase, as well as the changing nature and needs of our populations and the changing nature of our resources and services, was part of the justification in our request for the new position.

The only time in the last several years that vacant positions have intentionally been unfilled for any substantial period was during the recent recession when the College had a hiring freeze.  The Library staff is so small that a single position represents a big percentage of our staff.  Since we don’t have any margins in our capacity and are noticeably hampered by any vacancy, we start a hiring process as soon as a staff member gives notice.

– Ann Glannon, Associate Director, Wheelock College Library, Boston, MA

There are nine librarian (MLS) positions at my library, out of a total staff of 35. All are full-time. This excludes the director, so you might consider it ten.

The number has grown by two or three in the last ten years. We’ve only been able to receive funding for one new position in that time, so the rest of the changes involved cutting back other staff positions.

One priority here is growth from within. We are very far from a library school or major metro area, and not appealing to new grads, so any time a paraprofessional employee is interested in getting their MLS via online education, that is fully supported. They receive tuition assistance, they get four paid hours per week to do homework, and we figure out a way to get them into a professional position when they graduate. It works well. There have been four instances of this in the last ten years and we have one person currently enrolled. It was not my personal situation.

Our service population is unusual because we are a state library. The state itself is experiencing a very new population boom, but not enough yet to directly impact us. Most of our substantial work is with (and for) the state’s public and school libraries, and they are increasingly self-sufficient. We used to do their cataloging, for example, but most of those projects have been completed in the last few years without new libraries being created.

– Kristen Northrup, Head, Technical Services & State Document Depository North Dakota State Library

Celia RabinowitzMy library has seven librarians.  That includes me and a librarian/archivist who helps at reference and does some instruction.  We had seven librarians from 1995-2002 and then lost one position at the time when I was promoted to director (the position I had been in was eliminated).  In the early 2000s we added a new line for a patron services librarian.   We have done some reconfiguration.  In the past four years we had three librarian retirements so we now have three senior library faculty and four junior faculty.  The average age of the librarians has completely shifted!  We had a cataloging librarian/archivist and used a retirement to promote the cataloging librarian to head of the unit and associate director and turned her position into a full-time archivist.

A few things have changed on campus and in the library.  Our student population grew by over 400 students in the past 15 years.  The library faculty and staff size have remained the same.  In 2004 the librarians became full faculty which means we participate in the same process as the academic departments to request new lines when they are available or to replace lines that open up when someone resigns or retires.  On my campus a department can keep a faculty line if the person in it is denied tenure.

Our new core curriculum was implements in 2008 and the librarians are much more involved in instruction at the lower level.  We have made an intentional shift in our approach to hiring and are asking any new library hires to participate in teaching in the first-year seminar.  Six of the seven librarians currently teach in that program and four of us (including me) are liaisons to departments for instruction.  We have no unfilled positions and are not likely to have any for a while, I think.  Given current budget constraints there is no guarantee that an unfilled position could be filled right away (or that it would stay in the library).  I have told everyone that they are not allowed to win the lottery at least until the budgets are in better shape!

– Celia Rabinowitz, Director of the Library, St. Mary’s College of Maryland

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com.

Thank YOU for reading! If you like reading, you might also like commenting.  You’re very welcome to try it out here.

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Filed under Academic, Adult Services, Cataloging/Technical Services, Circulation, Further Questions, Paraprofessional, Public, Public Services/Reference, Special, Youth Services

Further Questions: How do you count part time work?

This week I have a Twitter question.  I asked people who hire librarians:
How is part time work counted, when looking to see if a candidate meets a requirement for a certain number of years of experience?  For example, if a position requires two years of experience as an adult services librarian, and the librarian has worked 20 hours a week as an adult services librarian for two years, should she go ahead and apply?  What about if she had worked even fewer hours?  Any insight is appreciated!

Marge Loch-WoutersWe count years worked in a library – whether full or part-time – in exactly the same way.  It is immaterial whether you worked 5 or 40 hours a week in terms of longevity. In our opinion, you experienced/observed and immersed yourself in the library for every day you worked, no matter how many hours you put in.

– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library
We do count part time work at my academic library. One year for every part time year worked (both for professional and non-professional positions). I know it is different at all institutions, but our online applications do not ask how many hours a candidate worked part time. So in the case of the Twitter question, four years of part time work would equal 2 years of full time work, no matter the hours so you could apply.
– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries
In house–part time work is almost always pro-rated  (20/h/wk–22 yrs–11years exp).  However, I look at the whole candidate, and work experience is work experience–the only time it seems to be counted differently is management–and even then, every little bit counts, even life experience.  Its really how you package your time working outside of a field.   If you feel like you can do the job, and sell yourself through your resume and cover letter to get an interview, than YES!  definitely apply.  That leap of faith might be the best thing for you and the workplace.
– Virginia Roberts, Director, Chippewa Falls Public Library
Marleah AugustineIf I were that applicant, I would go ahead and apply. The burden of deciding whether the experience is enough lies with the interviewer, I think. I’d rather see someone who has worked part-time for that amount of time who has great potential and ideas rather than someone who has worked full-time for that amount of time and doesn’t have those other things. If the rest of your application speaks to the quality of your work and the potential that you have, I wouldn’t worry so much about the exact number of hours and if it qualifies you. Fewer hours than 20 can get iffy, but again, I think that lies with the interviewer and whether the rest of the application is enough to bring the applicant in for an interview.
– Marleah Augustine, Adult Department Librarian at Hays Public Library

Cathi AllowayI would not mind hearing from someone who had been part-time for 2 years, IF they can make a convincing case for having experience.  The applicant should specify that a job is part-time or x hours in the week in the resume.  In the cover letter, the applicant should explain how their part-time status still makes them meet the basic job requirement of 2 years experience.  This could include:

  • part-time work included a wide range of experiences, major responsibilities, or major projects making the candidate viable.
  • part-time work included a lot of overtime hours.
  • other valuable experiences outside of library work such as other relevant non-library jobs, volunteer experience, workshops, formal education that supplement the part-time work.  For example, if an applicant had 2 years of part-time retail work and 2 years of post MLS part-time library work, I’d see that as equal to 2 full-time years; retail or hotel/restaurant work is a good customer service training field.
 Overall – if you are really interested in a job, but lack the basic posted qualifications, PLEASE explain why you think you meet the qualifications or deserve consideration in the cover letter!  To blatantly disregard basic requirements without a “pitch” as to why you should be considered makes the employer think you are careless, lack attention to details, or spray-painting your vita everywhere and not motivated for that particular job.
– Catherine Alloway, Director, Schlow Centre Region Library
angelynn king
In response to this question, part-time work has indeed counted at every place I have worked, but it is calculated as a full-time equivalency. In other words, if your hypothetical half-time librarian had worked for FOUR years, she would be qualified for the job with the two-year experience requirement.
-Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus
Jacob Berg
When we ask for years of experience, we’re looking for a period of time as opposed to something more like credit hours. If you work part-time for two years, I see nothing wrong with that being two years of experience. It may be a naive assumption on our part, but we assume that you do take at least some of the job home with you, that though you may work twenty hours per week, you are spending more than that amount of time thinking about the job. These candidates can and should apply.
– Jacob Berg, Director of Library Services,  Trinity Washington University

1) Apply anyway.

2) If we do calculate tightly, and in the public sector we often have to, we allow for “time served” at time of possible appointment, not as of the date of the application, which can be months before the appointment.

3) Other types of “experience” can count toward the minimum, e.g. volunteer or work experience in a closely related field, enrollment in a job-related course that has a substantial hands-on, practicum, internship, or similar component, lots of library professional association activities, etc.

4) Think about the reasons for that 2 year requirement: commitment to the profession, exposure to and experience with a wide variety library-workplace tasks, familiarity with the cycle of librarianship (budgets, grants, programs), which can be different in different types of libraries, special, federal, public (local), academic, etc., bibliographic skill development, etc.

– Laura J. Orr, Law Librarian, Washington County Law Library

bonnie smithWhen we indicate that a position requires a minimum of 2 years of experience we mean full-time experience, it definitely matters. We don’t consider applicants who don’t meet the minimum requirements. If you worked part-time you should indicate that in your resume and enter the full-time equivalence (FTE) for these positions. If you have unusual experience that doesn’t follow the expected path for the position you have applied for, that you think should be considered but might not be obvious to the committee, make your case in your cover letter.

– Bonnie Smith, Assistant Program Director for Human Resources, University of Florida, George A. Smathers Libraries

Sarah MorrisonGreat question!  At our library, there are a couple different things that happen.  First, all our applications are first reviewed by City HR.  HR interprets all “part-time” work as 20-hrs per week, and so they would disqualify anyone in the example you had given.  If the job description lists as a requirement 2 years and the candidate has only part-time experience, s/he would need 4 or more years.  Even if the candidate worked part-time at 30-hours per week, it would be safest to have double the experience.

If the candidate makes it through City HR, perhaps because of strengths in other areas/requirements, I do try to account accurately for work experience (15 hours/week vs. 35, etc.) whenever possible.

I think it’s always worth it to apply, especially if the candidate meets or exceeds requirements in other areas.  If nothing else, it’s good practice at writing a cover letter, and you never know.  I was encouraged in grad school to apply for jobs if I had at least half the requirements; in both of my full-time library jobs, I haven’t met 100% of the listed criteria (I had 2 yrs exp. but part time, good collection development exp. but no management exp., etc.).  The important thing would be to be able to show that those duties or tasks are attainable for you, not necessarily that you’ve done every single one.

– Sarah Morrison, Adult Services Librarian, Neill Public Library, Pullman, Washington

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com.

Thank YOU for reading! If you like reading, you might also like commenting.  You’re very welcome to try it out here.

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Filed under Academic, Adult Services, Cataloging/Technical Services, Further Questions, Law Library, Public, Public Services/Reference, Special, Youth Services

Get Involved in Student Organizations and National Organizations

Terry Ann LawlerThis interview is with Terry Lawler, who is a Children’s Librarian and and the Assistant Manager at a branch of the Phoenix Public Library, a system with more than 200 staff members in an urban area in the Western US. Ms. Lawler was a 2011 ALA Emerging Leader. She has been a hiring manager and a member of hiring committees.  She was a featured respondent to our original survey, and is a regular contributor to Further Questions.

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?

√ Project Management
√ Library Management
√ Collection Management
√ Programming (Events)
√ Web Design/Usability
√ Digital Collections
√ Research Methods
√ Reference
√ Readers’ Advisory
√ Outreach
√ Marketing
√ Instruction
√ Soft Skills (e.g. Communication, Interpersonal Relations)
√ Portfolio/ePortfolio
√ Field Work/Internships

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

Programming (events), Outreach, Reader’s Advisory, Library Management, Dealing with difficult customers

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)?

task prioritization, our website/software/ etc., storytime, class instruction (computers, etc)

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

√ Library work experience
√ Other presentation
√ Student organization involvement

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?

you will learn most of what you need on the job, so: intern, volunteer, get involved in student organizations and national organizations, try new things, present, present, present, get a portfolio, learn new things, publish your school papers

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

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Filed under 200+ staff members, Non-Anonymous, Public, What Should Potential Hires Learn in Library School, Youth Services

Further Questions: Do you require any sort of presentation or demonstration of skill?

This week I asked people who hire librarians:

Do you require any sort of presentation or demonstration of skill during the hiring process?  What are you looking for?  Is content or delivery more important?

Cathi AllowayWe have asked recent hires to do a storytime (children’s librarian) and tech gadget training session (adult services/reference staff).

They have been VERY revealing.

We look for the ability to choose appropriate content and for someone who has a lively and engaging presentation style.  Content and delivery are of nearly equal importance.

– Catherine Alloway, Director, Schlow Centre Region Library
Emilie SmartWhen we were looking for a librarian to handle the Reference Dept’s social media, I required a writing sample.  I provided some information about one of our databases and asked each candidate to write a brief (no more than 2 paragraphs) article suitable for a blog post and gave them 30 minutes to complete the assignment.  I was looking for a well written piece that was engaging and made the database sound interesting and fun.  Since I provided the content, the delivery was more important.

I don’t usually require a skills demonstration; however, I do appreciate candidates who provide examples of their work.  Candidates who are proud of their accomplishments and want to show them off are often great staff members who make meaningful contributions.
– Emilie Smart, Division Coordinator of Reference Services & Computer Services at East Baton Rouge Parish Library

One of my positions requires a written exercise (the given prompt is something like, you get a last minute call from the Senior Citizen Center; they want an hour-long program on Email Basics, to be presented in a week).  Applicants have half an hour.

The content of the exercise is important and technically what the applicant is judged on.  And that information is important: how they would structure the program, if they think to promote in any way, what their prep time looks like.  However, what I really want to know is:

1.       how does this person think (in what order do their thoughts come out, what steps do they take first, etc., and does that clash horribly with mine) and

2.       can they edit their own work.  I think being able to proofread what you yourself have written is pretty important; it means, if you’re under a deadline and no one is around to double-check the press release, I can trust you’ve done it properly and the library won’t be embarrassed by any unfortunate typos.  If you can’t write both well and fairly quickly, what can we expect as far as quality when you’re emailing information to patrons?

For my position as a department manager, I was required to do two presentations (one on myself, my experience, etc., and one on a topic of interest to the public).  I think this was just a more complex form of what I’ve said above, and appropriately so, as my position oversees Adult Programming.  Can I speak coherently for an hour?  Can I sell myself?  If I can sell myself, I will be able to sell the library to the public.  Am I in touch with what will be of programming interest to the public?

Other positions in our library require a live story-time as part of the interview process, and our shelving positions require a timed alphabetization of a full cart.  With these and similar skill demonstrations, we’re looking for the existing skill level.  How much training will this person require on this subject?  Is this a teachable skill?

– Sarah Morrison, Adult Services Librarian, Neill Public Library, Pullman, Washington

Laurie PhillipsYes, we always ask for a presentation. Partly, this is because all of our librarians are liaisons and will end up teaching (with some mentoring, not thrown to the wolves!) and we want to see the person’s presentation style. As for content, we look at that, too. We try to choose a topic that will demonstrate that the person knows about or can research best practices regarding a particular question in the area where they’ll be working. We most recently hired a Collection Development Librarian and one of her first tasks was to explore new e-book vendors and models, moving us forward in that arena. The topic of the presentation was “Discuss the challenges and potential solutions to the ebook conundrum for academic libraries, both from the library’s perspective and the user’s. Your audience will be library faculty and staff (and possibly some teaching faculty) who know very little about this topic.” We didn’t say what the conundrum was, so they had to figure that out! We also use it as an opportunity to invite library faculty and staff who are not part of the hiring committee to meet the candidate and see what they have to offer.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

Yes! We do require a presentation for all professional positions. The search committee generally decides the content of the presentation and the search committee chair will notify the candidates of the topic.

For entry level public services librarians we typically ask them to provide a 20 minute library instruction session so we can have a good sense of their teaching skills. In this case, delivery is important! We want to see how you interact with students, your active learning skills, and how you respond to questions.

Most of our candidates are asked to present on a topic relating to the major function of the position. These are 45 minutes long with 15 minutes for questions from library staff. We are looking for candidates to respond to the topic the search committee asked them to cover (this may seem like common sense, but I would not mention it if I had not seen this mistake frequently). This presentation has much more to do with content, but delivery is also important. One major thing we are looking for is how well the candidate researched the institution because this shows your interest in the job so information in the presentation should be tailored to the specific library. We are looking for a well-organized presentation with clear points addressing the topic. If the presentation is well organized, it will not go over the time allotted and it will also not run several minutes short.

Library staff submit feedback to the search committee on the candidates presentation and the search committee use this feedback in their hiring recommendations.

– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries

Samantha Thompson-FranklinYes, we require all our on-campus candidates to do a presentation as part of their interview.

We are looking for style and delivery and how they structure the presentation (do they incorporate active learning into the presentation) more than the actual content of the presentation.

All of our librarians are required to do some instruction as part of their job, so it’s important for us to hire folks with that skill set.

– Samantha Thompson-Franklin, Associate Professor/Collections & Acquisitions Librarian, Lewis-Clark State College Library

Marleah AugustineI recently was on the hiring committee for hiring a children’s librarian, and we did require interviewees to do a quick (three minutes or so) “storytime” reading. We looked for their ability to “go with the flow” during the interview, since they weren’t expecting the task, as well as their reading voice and interaction. We then had a couple of candidates back for second interviews and asked them to prepare a 30-minute storytime and then had them do that in front of a group of children and parents. We also asked them to prepare a craft program within a particular budget amount (but did not require them to purchase anything).

We also recently hired for a PR position and in that case, interviewees were asked to provide a book review that they wrote. This gave an idea of their writing style and voice.

In both of these instances, delivery is more important than the content itself. Content does play a role, and if you have two candidates who knock the delivery out of the park, content can act as a way to determine which is the best fit. Content should be age-appropriate and appropriate to patrons being served.
– Marleah Augustine, Adult Department Librarian at Hays Public Library
Sherle Abramson-Bluhm
I oversee acquisitions units and we are dealing with materials in many languages.  We have asked candidates for positions that focus on particular languages to do some sort of proficiency test, for example we have tested transliteration skills in Slavic and Asian languages.
 This is a written test and so delivery is not an issue, but the outcome can be the ultimate factor in the decision of who we hire.
– Sherle Abramson-Bluhm, Head, Print Acquisitions, University of Michigan

Thank you as always to our contributors for their time and insight. If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.

Thank YOU for reading! When they kick out your front door, how you gonna come? With your hands on your head, or on the trigger of a comment?

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Filed under Academic, Adult Services, Further Questions, Public, Youth Services