Category Archives: Further Questions

Further Questions: What questions do interviewees ask you during an interview?

This week we asked people who hire librarians

What questions do interviewees ask you during an interview? Have there been any questions you are particularly impressed by, or others that are more inappropriate? Do you evaluate applicants based on the questions they ask? Why or why not?

Celia RabinowitzI think it is most noticeable when a candidate does not have any questions to ask, especially if a session with the search committee or supervisor happens toward the end of the interview. For an academic library I think questions about institutional and library strategic planning are interesting and demonstrate that the candidate is thinking beyond the specific job. I have received questions about funds for professional development which is important information to have. A candidate once asked each search committee member to say what they liked most about working in the library and on campus. I asked the committee when interviewing for my current job to identify something about the library they would like to see change.

I’d say it is always a good thing to think about your “stock” questions, i.e., what is it like to live here, what are the professional development opportunities, etc. But I also recommend really thinking about the place you are visiting and finding some questions that demonstrate your interest in the place and the position. Asking good questions can enhance your overall impression. Not asking any will send a message that you may not have thought a lot about the job.

– Celia Rabinowitz, Dean of Mason Library at Keene State College in Keene, NH

Margaret

We usually get a range of questions. Some of the best have been very specific about the job-for a technical services position, for example, a candidate asked us about our ILS, and for clarification on our collection development policy. Some of the worst- I was in an interview once for an entry-level librarian position and the candidate asked a series of questions that made me give her the side-eye: she wanted to know how much vacation she’d get, whether she could take time off a few weeks after starting, what her seniority standing would be because she wanted to take off Christmas, etc.  Needless to say, she was not hired. I’ve also had people ask about salary-in two ways. The way that didn’t immediately make me mentally cross the person off my list was just one on the range and clarification about starting salary. That’s reasonable. The one that made me twitch was the candidate who asked and then wanted to negotiate the salary right then, as well as moving costs. That candidate also didn’t get a job offer. Negotiating salary and moving costs or asking about benefits is not bad, but wait for the job offer before you do it.

 

Questions asked do get evaluated as part of the whole interview-the more intelligent, thoughtful or otherwise interesting questions get my attention and are noted.

 

My advice would be to go to the website, read up on the institution and the job you’re applying for, basically…be a librarian and research. Then, during the interview, if there’s something that doesn’t get answered or you want more information, you can ask. And you should ask, always. Just don’t ask me how much vacation you’re going to get on day one because you really want to go to Cabo soon.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

We conducted interviews for one of our Library Assistant positions last week. I was particularly impressed with the candidates that had obviously done research about our library and those that asked questions about our patrons and service methods. I was not as impressed with the candidates that had no questions prepared and asked about scheduling/time off and vacations (this position clearly states days/hours with full benefits). The questions applicants ask are a factor. I know you didn’t ask, but we had a candidate with a list of questions so long we had to cut him off due to time constraints. Very awkward for everyone! Plus, we hated to let him go without answering all his questions, but didn’t have a choice due to policy (allowing reasonably equal time with each).
– Anonymous

angelynn kingGood Questions:

Will I be able to acquire new skills?

Are there opportunities to teach/serve on committees/participate in campus events?

What does the organization need?
Bad Questions:

When can I start receiving benefits?

How soon can I get promoted?

Can we date our students?

-Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus

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 us at hiringlibrariansquestionsATgmail.com.

Thank YOU for reading!  If you liked reading, you’re going to really love COMMENTING.

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Further Questions: When is the best time and order to interview?

This week we asked people who hire librarians

When scheduling interviews, is there any value in going first, last, or in the middle? Does time of day or day of the week make any difference either? Being ready is obviously crucial, but is there value in the job search advice that encourages interviewees to set the bar, be easiest to remember, not interviewing on a Friday afternoon, etc.? If you are comfortable sharing, do you have any method that you use to schedule candidates (i.e. reach out to strongest first, use application or alphabetical order, etc.) or is it truly random and therefore something that job seekers shouldn’t focus on?

 

Laurie Phillips

I don’t think it matters, in general, except that I will judge you harshly if you apply the first day the job is posted and don’t spend the time necessary to write an excellent application. At that point, you’re wasting our time. We generally get a flurry of applications early on , then again right before the deadline, with a trickle in the middle. We post, for our library faculty, a spreadsheet with the candidates listed by order received. They answer yes, no, or maybe for each candidate. That way, when we meet, we can spend time only on those where we don’t have full agreement. After that, I think the candidates remain in that order, or in alphabetical order. Not certainly by strongest first. I just start calling people on the “yes” list and schedule them for phone/Skype interviews. Sometimes I get people right away, sometimes I leave messages. I would say, please don’t play games about scheduling your interview. We don’t have time for that. We have a certain number of slots that need to be filled and we don’t judge people differently by when they interview. In fact, we pay attention to the fact that the earliest interviewees will have less time to prepare a presentation and account for it. Job seekers should not focus on where they fall in a list. They should be memorable for how well they perform in their interview, not because they interviewed on a Monday or Friday or were memorable for other reasons.
– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

Jason GrubbI had always heard it was best to interview last. Now that I am on the other side of the table and interviewing I can tell you it doesn’t matter. Worry more about being prepared and representing yourself the best you can. We hire using a committee. Interview times are selected based upon interview committee members’ availability. Times are emailed out and a schedule is put together. We do not schedule strong candidates any differently.

– Jason Grubb, Director, Sweetwater County Library System

MargaretOur HR staff schedules the appointments. I believe the staff just goes down the list to contact people-which is alphabetical by last name. Those who respond right away usually get to pick the time (there are pre-set times before the interviewees are called), the ones who are last get whatever is left. For our interviews, we usually do mornings, which is better, in my humble opinion, because people are fresher and less tired (coffee!!!). As for interview position, I think there’s an intrinsic tendency to be easier on the first few and then get progressively nit-pickier simply because we’ve set a benchmark with the earlier interviews. I know I do this, so I usually go back and re-examine my notes and score all of them at the end of the whole process so I’m not being biased. Usually, in the committees I’ve been in, we all acknowledge this during the discussion and work it out via debate until we land on a candidate we can all agree on. Day of the week doesn’t usually matter, as far as I can tell.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

Christine Hage songstressIt is important that you are dressed professionally. Employers know this is probably the best you will look. If you come in casually, dirty, sloppy I assume it will go down hill as I expect this the best you can look. The most important thing is for you to wear a smile! Look enthusiastic! Look like you have a lot of energy. Look like you are excited about the opportunity. If you can’t do this naturally, fake it.

I’m amazed how many people come in dressed in ill fitting clothing, look like their dog just died or look totally terrified. Come on folks, an interview is a two-way conversation. If you don’t look enthusiastic now, I can only image how you will look when you meet our customers.

From an interviewer’s point of view it doesn’t make a difference to me who is first and who is last. I know that architects prefer to be last when competing for a job as folks think you are more memorable.

– Christine Hage, Director, Rochester Hills Public Library

index_slide01Tough question…because I have seen committees focus differently, but I would still choose to go first…fresh, you hope you become “the one to beat,” … most important of all, the committee is fresh, energized and what you say may be new to them…often this makes a better impression.

As to time of day, committees are made up of people who include “morning people,” “afternoon people.” The most important thing is when are YOU at your best? As to day of the week, it’s hard to be the last person interviewed on a Friday afternoon, right? I would hope that Fridays wouldn’t be the interview days but the reality is many people seeking new/different employment who are working elsewhere, find it easier to take off on a Friday. In addition, organizations conducting lengthy interviews (over one day) might find travel less expensive “if it goes over a weekend night.”

My organization identifies times for the interview and then calls people in order of travel arrangements. So someone from a greater distance might be asked to take a slot in the early afternoon so that they might want to travel in that morning. My advice is – if you are really great in the morning, go ahead and go in the night before. You will be fresher and there is less chance – if you are flying or driving from a distance – that a glitch in the travel would keep you from interviewing at all.That being said, I have sat on interview committees where the organization identifies strength in candidates based on paperwork or -for example – preliminary interviews by Skype, Google Hangout or conference calls. But what you don’t know is what is THEIR approach to scheduling. That is, do they want the strongest one first or last? There’s no one answer for this…at that point you could ask “do you want me to interview in a particular time slot?” and in the absence of asking that or getting a definitive answer, choose what works for you.

– Julie Todaro, Dean, Library Services, Austin Community College

angelynn kingWhen I am the one setting up interviews, I e-mail all the candidates at the same time and ask them for their availability on a particular date. When we’ve heard back from everyone, we schedule the interviews as close together as possible for efficiency. If a candidate cannot make it on the initial date offered, we usually have a secondary date, but then the committee may only be available in the morning or in the afternoon.

There is no advantage to any particular placement on the schedule. Worry if you will, but worry about other things!

-Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus

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 us at hiringlibrariansquestionsATgmail.com.

Thank YOU for reading!  If you liked reading, you’re going to really love COMMENTING.

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Further Questions: What advice do you have for long-term job seekers?

This week we asked people who hire librarians

What advice do you have for long-term job seekers, i.e. those who have been looking for over a year (see our stats on Hiring Librarians; about 40% of those who have taken our survey of job hunters have been searching for a new position for over a year, see the second question under the demographics section)? When it is obvious that a job hunter has been looking for awhile (either by graduation date or lack of a current position in the library world, etc.), do you consider this a red flag? How can job hunters stay fresh throughout a long job searching process?

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 us at hiringlibrariansquestionsATgmail.com.

MargaretKnowing how tough the job market is, I don’t automatically raise the flag if someone has been out of work for a while. I’m more concerned with serial job hoppers-you know, the people who only stay in a job for six months or a year over and over again and then give vague answers as to why they left. That’s my biggest red flag (unless that person’s spouse is in the military or something, I’ve had those before). My advice is to keep your skills up. Volunteer (I know…I know…), stay active in professional list servs and organizations and show that, even though you’re not getting a paycheck, you’re working. Bring it up in the interview, don’t be shy. Talk about what you’ve been doing to keep your skills fresh, talk about trends to show you’re staying abreast of innovations in the library world (appropriate to the questions, of course, don’t just bust out with knowledge apropos of nothing. RDA! Data-driven acquisition! Makerspaces! STEAM! Cloud computing!), etc.

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

J. McRee ElrodIf not currently employed in a library, do volunteer work in a library such as the local public library or a charity.

 

 

 
– J. McRee (Mac) Elrod, Special Libraries Catalouging

Christine Hage - Dark backgroundIf you have actively been interviewing for a year and have not gotten a job, I would go back to at least one interviewer, well after the position has been filled, to see if they would critique the interview and your resume.  Approach them for advice or very short term mentoring.

 

Sometimes the candidate pool is so rich that unless a candidate really shines, they won’t stand out in the crowd.  There might be problems with the resume or cover letter.  It might be a lack of confidence in an interview situation.  It might be the way a candidate dresses for the interview. Any number of things can rule out a candidate from a position, but the losing candidate needs to analyze their presentation/behavior.

 

The job market can be very competitive.  The employer may only have your paperwork and 15 minutes to evaluate you.  Sometimes it is something as simple as the lack of a smile that will eliminate a candidate.  I can train people for a job, but I can’t teach them to smile.  An interview, like librarianship, is a two-way conversation.  You have to come across as a likeable person in all interactions.  If the employer does feel you are likeable, you’re a dead duck.

– Christine Hage, Director, Rochester Hills Public Library

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Further Questions: When is it time to leave your first professional job?

This week we asked people who hire librarians

When is it time to leave your first professional job? Does your library/organization value longevity or variety of experiences more? Can you share a little about your job history (position/length of time) and rationale for changing positions (or not)? 

[And just a disclosure from the Further Questions writer, Sarah: this question was not asked because I’m wondering for any personal or professional reason! I peruse job/hiring/workplace/library blogs for ideas for this column and this was a recent topic of discussion on one of them… so I wanted to get the library perspective. I wanted to make that clear if anyone from my workplace happens to read Further Questions.]

Laurie Phillips

I think it’s time to leave if/when you need to grow in the job and there is no room for growth in the job or in the organization. I can’t really say what my organization values, although because we are full faculty, people tend to stay a long time and their job changes rather than leaving. People move around within the organization or we change their job description/title as they grow. I am still at the same library where I had my first professional position. I feel very lucky that whenever I was ready to grow in my position, there was room for me to grow – and sometimes I wasn’t even ready! I went from music/media cataloger to Bibliographic Control Coordinator (kind of Head of Cataloging and Acquisitions?) to Technical Services Coordinator to Associate Dean, all within the same organization. One caveat for doing that – I have retained some of my original responsibilities!
– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

J. McRee ElrodIf the job is satisfying, pay is adequate, and one likes the location, I see no reason to change positions just for more variety. In the past, I became restive after five years, but see no reason to leave sooner than that. Short tenure looks more suspicious than long term service.
– J. McRee (Mac) Elrod, Special Libraries Catalouging

 

 

Marleah AugustineI feel like I’m in a unique position answering this question — I’ve just taken a new position and will be leaving my current position in a couple of weeks. I think that over time, you can get comfortable in your job. This is beneficial in some ways, but it can also lead to complacency and a lack of new ideas. This is why continuing education and conference attendance is so important, but it also may mean that it’s time to move on to something more challenging. For some, this may be after two or three years; for others, it may be after five or ten.

My current library very much values longevity — when someone is in a position for a number of years, they have extensive institutional knowledge and can remember why some things have changed and why some things have stayed the same. They also are aware of various connections in the community and how to take advantage of them (or why NOT to) based on past experience. That said, my library also values variety of experiences, and that is why continuing education is so encouraged among professional and paraprofessional staff. It keeps us all fresh and interested, and it keeps new ideas flowing in so that we don’t become stagnant.

My personal story is that I started at this library in a part-time position, started my MLS program, and then a few months before completing my MLS, I was hired by the same library to fill a professional librarian position. I’ve worked in this position for the last five years. My main reason to change positions was because my family and I wished to relocate, and there are also limited opportunities here for me to grow — the only place to move up next here is in the director’s position! Going to a different library system will let me work in multiple branches, learn more about librarianship, and continue to grow.

– Marleah Augustine, Adult Department Librarian at Hays Public Library

I will stay in a position as long as it’s interesting and both my boss and I think I’m doing a good job. If any one of those things is not true, it’s time to go.

– 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 us at hiringlibrariansquestionsATgmail.com.

Thank YOU for reading!  If you liked reading, you’re going to really love COMMENTING.

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Further Questions: How have generational differences affected your organization with hiring?

This week we asked people who hire librarians

Generational differences can influence workplace dynamics, but are not often discussed in the context of hiring/interviewing. How have generational differences affected your organization with hiring at any level–for professional, paraprofessional, or even student workers? Any tips for candidates to mitigate generational differences throughout the application and interview process? Or is this not an issue at all?

I haven’t seen generational differences have a huge impact on interviews. Do they have an impact in the workplace once a person is hired? Absolutely. But, it’s really hard to get much of a feel for those sorts of issues in a short, scripted interview. Age doesn’t always dictate whether a person is mature or sensible or how well they deal with stress or “interesting” co-workers. For me, it really comes down to personality. I like interviewees who aren’t afraid to ask questions, who are engaged, knowledgeable and know when to stop talking (it’s painful when a candidate is either so nervous or socially awkward that they can’t read body language or get broad verbal hints like “OK, great, thanks” and take that as a hint to STOP TALKING). I have found age isn’t really a factor in interviews.

Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

Celia RabinowitzAh – this is an issue I have been thinking about a lot.  In my previous director position a series of retirements led us to hire several new librarians.  The influx of new, and much younger, talent also meant a different generation of librarian.  And we all needed to adjust more than any of us anticipated.  Family needs were different, professional training was different, and in some ways the newer librarians had different ideas about what it means to be a librarian.  A few of the older librarians were still wedded to traditional patterns of staffing our Reference Desk.  The newer library faculty wanted to look at our usage and propose changes in order to take maximum advantage of the work day and benefit from a more flexible schedule.

I am not sure we would have been aware of some of the differences in an interview situation.  And, to be honest, I am not sure the candidate bears any responsibility for mitigating potential generational differences. But it helps for an established staff and for new hires to be aware that generational differences will mean that people are at different career stages.  The profession has changed, the professional needs of our staff members are different, and the way we think about libraries is different.  And that’s a really good thing.  There can be tension.  But ultimately this is how our libraries, and institutions, evolve.
– Celia Rabinowitz,  Dean of Mason Library at Keene State College in Keene, NH

angelynn kingI think generational differences are highly overemphasized in the business literature. If anything, it’s more a question of how much work experience you have, or how long you’ve been in the same job. Some new employees not previously socialized to workplace culture may need mentoring in everything from phone etiquette to the meaning of hierarchy, while others with long tenures may need help overcoming resistance to change and risk.

But everyone is different. There are young fuddy-duddies and rambunctious seniors. In my opinion, the most important attribute in a potential coworker is the ability to learn new things, whether it’s learning a new culture, a new skill, or someone else’s new idea. Putting yourself in a box labeled “Baby Boomer” or “Millennial” hinders your personal development as well as the functioning of the organization.

-Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus

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 us at hiringlibrariansquestionsATgmail.com.

Thank YOU for reading!  If you liked reading, you’re going to really love COMMENTING.

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Further Questions: Do you include role playing, presentations, or skill demonstration in an interview?

This week we asked people who hire librarians

Do you include role playing, presentations, or skill demonstration in an interview? What are you looking for? Is content or delivery more important? Do candidates prepare for this ahead of time or are they spontaneous?

Petra MauerhoffFor any management or professional librarian positions we always include a presentation component in the interview process. The candidates are always advised of the presentation topic, duration and other parameters in advance.

We evaluate both, content and delivery and often bring in other staff to act as the audience for the presentations. All our librarian positions have public speaking/presentation components as part of the daily responsibilities and we need someone who can be comfortable presenting to a group of strangers, even in high pressure situations. We love seeing humour used during the presentations or always appreciate it if the candidate is able to somehow establish a connection with the audience, rather than just delivering content in a stiff manner.

We do not enforce the use of visual aids or slideshows as part of the presentations, all that is left up completely to the candidate.
The presentation makes up a large part of the evaluation, but we have hired candidates whose presentation was less than stellar, if we saw potential overall.
– Petra Mauerhoff, CEO, Shortgrass Library System

Paula HammetWe usually require a 20-30 minute presentation for tenure-track librarian positions. All library faculty and staff are invited, and occasionally, a faculty member from outside the library will attend. Candidates will usually have at least a week to prepare before the interview.

The topic prompt will vary depending on the position. For a position with a lot of instruction of first-year students, we may ask the candidates to prepare a 20 minute session on evaluating information geared towards freshmen. For a web services position, we might ask them to think about where web services will be in five years (to which technologies and trends should we be paying attention).

Content and delivery are both important. We want to see how people organize their presentations, how comfortable they are with the technology they choose, how they think on their feet as they troubleshoot problems or take questions from the audience. Are they engaging with their audience and encouraging active participation? Are they speaking about their topic at a level that’s appropriate to the audience and the time allotted? Do they utilize effective graphics and style to convey their points?

Through the content of the presentation we want the candidate to demonstrate current thinking on the topic, the ability to hone their information into an effective presentation, and a willingness to push beyond the familiar.

Ideally, we would like to see a presentation that is interesting, innovative and inspiring. At the very least we want to see competent and confident speaker who has something to say.

For most positions we also ask candidates to meet with the Library Faculty (8-10 people) and lead a 30 minute discussion on a topic of their choice. Some have send us a provocative article to read ahead of time and then we discuss the concepts. Others use the time to ask more about the culture of the Library and how it operates. Others may have questions they haven’t yet asked about they position, the Library, the campus or the area. This discussion allows us to get to know the candidates a bit better and gives them a better idea of who we are.

– Paula Hammett, Sonoma State University Library

We do not include role playing, presentations or skill demonstrations in our interview process. We do ask situational questions (What would you do if…?), but we don’t require candidates to prep anything beforehand. Very generally speaking, I give people a lot of leeway during an interview for being nervous. It’s not how they say it, but what they say that’s really important.

 

From personal experience: I applied for a job once in an academic library that did require a presentation. The interview committee gave me a general topic and asked me to prepare a Power Point presentation to give to the university’s library staff. It was very intimidating. That whole experience-it was an all-day interview with at least five committees plus the presentation-was a bit like running a gauntlet. But I will say this, once I survived that, all other job interviews seemed pretty tame in comparison! It never hurts to polish your presentation and public speaking skills, they can come in handy during an interview. Except for the part where you imagine everyone in their underwear in order to relax. Don’t do that!

– Margaret M. Neill, Regional Library Branch Manager, Main Library, El Paso Public Library

angelynn kingWe usually ask librarian candidates to do a short teaching demonstration with the search committee acting as audience. We are most interested in platform skills; content can be learned on the job. If you can engage your audience, communicate ideas and procedures clearly, start and finish on time, and come across as knowledgeable and approachable, you can probably teach anything.

– Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus

Laurie Phillips

We ask our candidates to do presentations. We don’t do role playing or demonstrate skills. By asking a candidate to do a presentation, we’re looking for their understanding of the content and perhaps some innovative ideas that could serve them well in the position. We’re also looking for someone who can speak in front of others because the ability to make a presentation, whether it be as a part of teaching, committee work, or professional activity, is extremely important to our work. So I would say we’re looking for content, but we’re also looking for communication style and comfort level/skill with public speaking. We give candidates a presentation topic so we hope they’re preparing ahead of time!

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

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 us at hiringlibrariansquestionsATgmail.com.

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Further Questions: Does it matter when in the process an applicant applies?

This week we asked people who hire librarians

Does it matter when in the process an applicant applies? That is, do you accept applications on a rolling basis, select a quota, and work from there? Or are applications set aside until a deadline and reviewed all at once? Do you use the same approach for all positions, or are professional versus paraprofessional treated differently in this regard?

Laurie Phillips

For our library faculty positions, we have a closing date and that is firm. It doesn’t matter when someone applies during the open period, but we firmly close on the closing date. We have to file a search plan with Academic Affairs, so all of the dates for review of applications, phone/Skype interviews, and campus interviews are set from the beginning. For paraprofessional positions, we accept applications on a rolling basis, review applications as we go, and interview once we have a group of candidates we’re interested in.
– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

Celia RabinowitzVery often an academic institution has a policy for faculty (MLS librarians) positions which uses a rolling acceptance until the position is filled.  That might also be accompanied by a date for beginning review of applications which I find useful. Most search committees will wait until that deadline to begin reviewing applications. Before each decision point (for narrowing the initial pool, before phone interviews, and before campus interviews) newly arrived applications should be reviewed.  One of my best hires came from an application that arrived after we had already been through two rounds of unsuccessful campus visits.  I was very glad that we were still accepting applications on a rolling basis.  Sometimes a really great application arrives so late in the process that it is difficult to find a way to fit that person in, but the rolling acceptance approach can work well.

This same approach is used for non-MLS positions, but if the search is only advertised locally the bulk of applications usually arrives very quickly and tapers off.  Also – the time frame for searches for non-MLS positions is much shorter so search committees work more quickly and applications which arrive after the search is well under way are considered but may end up in a back-up pool if candidates have already been selected for interviews.

– Celia Rabinowitz,  Dean of Mason Library at Keene State College in Keene, NH

Jessica OlinSo long as someone applies before the deadline, it works for us. I tend not to look at the applicant pool until after the deadline, anyway, although I know other people who look at them as they come in. It’s more a factor of how busy I am than anything about the positions themselves. Having said that, I’m usually more forgiving when I first start reviewing applications than when I finish, and I do try to review them in chronological order from earliest submissions to latest, so it doesn’t hurt to get your application materials in early.

– Jessica Olin, Director of Parker Library, Wesley College

J. McRee ElrodWhen an applicant applies doe not matter to us.  A cataloguer may depart at any time.

If applying for a professional entry level position, just after library school graduation might not be the best time.

 

– J. McRee (Mac) Elrod, Special Libraries Catalouging

 

 

 

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 us at hiringlibrariansquestionsATgmail.com.

Thank YOU for reading!  If you liked reading, you’re going to really love COMMENTING.

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