Category Archives: Original Survey

This anonymous interview is with a librarian who has been a hiring manager and a member of a hiring committee. This person works at an academic library with 100-200 staff members.

What are the top three things you look for in a candidate?

1. Does the candidate meet the qualifications listed in the job posting 2. For academic postings, is this person contributing to librarianship through scholarship, service, etc. 3. Does this person fit the dynamic of our library

Do you have any instant dealbreakers, either in the application packet or the interview process?

Desperation. Listen, I’ve been desperate, I know what it’s like. I know it’s unavoidable. But it is possible to not let your desperation show. This is key. For example, if I see that you’ve applied to my library to be a project archivist, a data entry clerk, a cataloger, a liaison librarian and an Associate University Librarian, all in the span of a few months, I’m sorry but I don’t want to hire you for any of them. How am I supposed to know which of those things is actually _your_ thing, and which are the ones you’d be willing to settle for? I’ve also interviewed someone who, at the end of the interview, said she really wanted to start a job ASAP because she was running out of money. I need to know that you want to work here because the job is a good fit, not because you’ll take any library job any old where at this point.

What are you tired of seeing on resumes/in cover letters?

Unexplained gaps in time. Typos. For student hires, I’m tired of seeing, “I’m really excited to apply to work at the campus bookstore.” The word “passion”

Is there anything that people don’t put on their resumes that you wish they did?

Information based on the job posting. I hire based on the posting. If the requirements stated in the posting aren’t glaringly obvious in your resume, I have to take a longer time to parse through your application package to find them. If I have a stack of 100 resumes for one position and I can’t figure out if you have an MLIS + 3 years of experience in 20 seconds or less, I’m moving on. I think people (falsely) assume that everywhere has some type of HR software that is vetting resumes. That may be true some places, but not where I work. I am literally going through every resume, and not all of them have MLISs – or have even worked in a library. I need to be able to at least tell you apart from those people.

How many pages should a cover letter be?

√ Only one!

How many pages should a resume/CV be?

√ 3 or fewer for support staff. As many as it takes for academics.

Do you have a preferred format for application documents?

√ .pdf

Should a resume/CV have an Objective statement?

√ I don’t care

If applications are emailed, how should the cover letter be submitted?

√ I don’t care

What’s the best way to win you over in an interview?

Be genuine and know your stuff. I hire for technical services, and I can tell when someone doesn’t give a crap about cataloging. Give a bunch of craps. Be genuine.

What are some of the most common mistakes people make in an interview?

Bringing a cup of coffee. Not dressing well. Sometimes when we ask about why a person would be a good fit for a job they really end up telling me why the job is a good fit for them. Not the same thing.

How has hiring changed at your organization since you’ve been in on the process?

We’ve stopped hiring completely since the Canadian dollar dropped. NB: We’re a Canadian library.

Anything else you’d like to let job-seekers know?

Job seekers, please stop e-mailing me asking about job opportunities. When something comes up it will be posted. If it isn’t posted it doesn’t exist. I work in the public sector, I can’t not post a job when one becomes available.

For some context, take a look at the most recently published summary of responses to this survey.

If you’re someone who has participated in hiring library workers, take this survey and share your viewpoint.

At VCU, the largest research university in Virginia, Dennis T. Clark is is deeply involved in the design and programing of a $50 million library addition, reimagining the library service model, expanding the reach of digital media tools as well as invigorating partnership efforts to academic disciplines. Prior to his current appointment, he held evolving leadership roles in public services at Texas A&M University Libraries, where he earned tenure in 2010. He has extensive experience as a music librarian and served as Director of the Wilson Music Library and Lecturer of Music Bibliography at Vanderbilt University. VCU has 100-200 staff members, and Mr. Clark has experience both as hiring manager and as a member of a hiring or search committee. He is on Twitter @dennistclark

What are the top three things you look for in a candidate?

The first is the potential to do the job for which are advertising. On the surface, that seems obvious, but it’s not. A lot of really good librarians don’t get hired because employers are afraid to hire if he or she is not already in a similar position. A good track record is important, but more important is the potential to be successful. Potential can be demonstrated in more creative ways the already having done the same work. The second is a service perspective. We don’t want to hire anyone who doesn’t have their own intrinsic desire to exceed the expectations of his or her clients, customers or stakeholders, however defined. We can teach almost everything else, but we can’t teach that. The third is engagement with our context. Prove to us that you’ve researched and understand our state, university, library, students and faculty. The onus is one the candidate.

Do you have any instant dealbreakers, either in the application packet or the interview process?

We try to look holistically at a application, but candidates that don’t include everything we asked for in the advertisement aren’t going to progress very far. If we ask for references, provide them. This is easy stuff. Typos and grammar mistakes are deadly. We’re librarians, and most of us have an eye (and respect) for detail. Again, it’s easy — have someone proof your letter and CV.

What are you tired of seeing on resumes/in cover letters?

Typos. Grammatical Mistakes. Don’t use contractions. Don’t assume a casual relationship, even if we have met. Odd fonts. More than one font. Mostly, bad or bland writing.

Is there anything that people don’t put on their resumes that you wish they did?

This is one of the most formal pieces of communication that you will ever submit. Keep your lingo professional. Keep your sentences short and to the point.

How many pages should a cover letter be?

√ Two is ok, but no more

How many pages should a resume/CV be?

√ As many as it takes, I want to look at every accomplishment

Do you have a preferred format for application documents?

√ .pdf

Should a resume/CV have an Objective statement?

√ No

If applications are emailed, how should the cover letter be submitted?

√ As an attachment only

What’s the best way to win you over in an interview?

Be prepared. Present yourself well, and with a lot of confidence. Don’t be diffident — we want to hire a colleague, not a supplicant. Dress well. This may be the most important day of your career thus far, look like it. If you use a slides for a presentation, own it. If you get stumped on a question, move it along. Don’t apologize for not knowing a particular fact. Have good questions for us, but don’t assume it’s a 1/1 ratio.

What are some of the most common mistakes people make in an interview?

Not being prepared. Not having questions. Mostly, common mistakes such as not looking directly at people when speaking, things like that. I had one interviewee who checked their email on their phone at the beginning of our one-on-one interview slot. Tsk, tsk.

For some context, take a look at the most recently published summary of responses to this survey.

If you’re someone who has participated in hiring library workers, take this survey and share your viewpoint.

This anonymous interview is with a librarian who has been a member of a hiring committee. This person works at an academic with 10-50 staff members and hires for an Academic library.

What are the top three things you look for in a candidate?

Enthusiasm. Practical Ideas. Thoughtfulness.

Do you have any instant dealbreakers, either in the application packet or the interview process?

Disparaging remarks about students. Multiple typos/errors. Cover letters under a paragraph long. Missing application material. An AOL email address (okay, maybe not an instant deal-breaker, but it makes me wonder.)

What are you tired of seeing on resumes/in cover letters?

Cover letters that do NOT address the qualifications of the job. It should not merely be a summary of your experience. I only want to hear about experience that relates to the specific job at hand. And you should try to address every single qualification for an academic job.

Also, cover letters are an opportunity to expand on your resume. They should not just be a regurgitation of what’s on the resume. Give detail. Give examples. This is your chance! If your cover letter is less than a paragraph, you’re not doing it right.

And, don’t forget that you can show enthusiasm in a cover letter. I also want to know that you “want” the job. Not just that you can do it.

How many pages should a cover letter be?

√ Two is ok, but no more

How many pages should a resume/CV be?

√ As many as it takes, I want to look at every accomplishment

Do you have a preferred format for application documents?

√.pdf

Should a resume/CV have an Objective statement?

√ No

If applications are emailed, how should the cover letter be submitted?

√ As an attachment only

What’s the best way to win you over in an interview?

Be thoughtful about the interview questions. If you’re not sure about something, at least try to explain how you would investigate the question to come to an answer. Have specific questions about the job and University.

What are some of the most common mistakes people make in an interview?

Answering a question with just “I don’t know”.

Anything else you’d like to let job-seekers know?

There are a lot of applicants for every job, which means you could be doing really well and not getting the position. Unfortunately, there is no reward for coming in 2nd, 3rd, or 4th with jobs. So, keep trying!

Are there any other questions you think we should add to this survey? 

How can an applicant make themselves stand out?

For some context, take a look at the most recently published summary of responses to this survey.

If you’re someone who has participated in hiring library workers, take this survey and share your viewpoint.