This anonymous interview is with a academic librarian who has been aA member of a hiring or search committee. This person hires the following types of LIS professionals:
Both librarians and staff
This librarian works at a library with 10-50 staff members in an urban area in the Western US.
Approximately how many people applied for the last librarian (or other professional level) job at your workplace?
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Skills and experience were clearly defined and highlighted in the cover letter and CV to demonstrate the candidate was a good match for the needs of the position, whether through formal or informal experience.
How are applications evaluated, and by whom?
Applications used to be first screened by HR but now each search committee has access to all applications and does the first weeding of applications. There is a rubric and the search committee then ranks applicants to determine who will be invited to each stage of the interview process.
What is the most common reason for disqualifying an applicant without an interview?
They are not qualified for the position, which can be determined through enough information provided pointing to this, or by omission of information. When candidates don’t develop their application materials for the specific job they’re applying for, they can appear as not as qualified as others if they leave information out that the specific job posting asks for.Do you (or does your library) give candidates feedback about applications or interview performance?
Do you (or does your library) give candidates feedback about applications or interview performance?
√ Yes, if the candidate requests it
What is the most important thing for a job hunter to do in order to improve his/her/their hirability?
Be honest and thoughtful. Don’t try to hide information or puff up skills more than they are, the search committee will see through this. Candidates have scored extra points with me when they’ve honestly addressed gaps in employment, lack of experience in a certain area, or were straightforward about something they need to work on. The problem isn’t that someone is human, search committees realize things happen or maybe someone got more experience in one area than another–it’s when a candidate is insincere, and that sends a red flag.
I want to hire someone who is
How many staff members are at your library/organization?
How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?
How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?
Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
Have any full-time librarian positions been replaced with para-professional workers over the past decade?
√ Other: The work defining a librarian position has changed over the years, so yes and no
Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?
No, we truly consider candidates with no experience when we say something is entry-level.
Is librarianship a dying profession?
Why or why not?
Librarianship is a changing field and we are just as important as ever to our communities. The problem is not that we have “no identity” or are “replaceable” (according to a previous interviewee on this site), it’s that our communities might not fully understand what we do. There is so much information in the world that our students need to navigate, and that our faculty need for research. Our expertise is essential to organize this information, teach how to navigate this information, and connect our communities with the information they need.