Category Archives: Western US

our communities might not fully understand what we do

Nevins Memorial Library First Librarians c. 1900This 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?

√25-75

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

open-minded

How many staff members are at your library/organization?

√ 100-200

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 3-4

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 3-4

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?

√ No

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?

√ No

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.

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Filed under Academic, State of the Job Market 2015, Urban area, Western US

I felt that I had been somewhat misled before coming in for the interview

Hunting Party Near The Writing-On-Stone Royal Northwest Mounted Police Detachment Galt Museum and Archives on the Flickr CommonsThis anonymous interview is with a job hunter who is not currently employed (even if part-time or in an unrelated field), has not been hired within the last two months, and has been looking for a new position for Less than six months. This person is looking in Academic library, Public library, Special library, at the following levels: Entry level , Requiring at least two years of experience. Here is this person’s experience with internships/volunteering:

Not entry level, but willing to go back there for the sake of starting somewhere!

This job hunter is in a Urban area in the Western US and is not willing to move anywhere.

What are the top three things you’re looking for in a job?

A sane and collegial work environment, with colleagues who care about their work and about maintaining a harmonious, productive workplace. A good match with my particular interests. Room to expand my skills in new areas.

Where do you look for open positions?

Professional listservs (mostly regional), Indeed.com, Higheredjobs.com, occasionally even Craigslist

Do you expect to see salary range listed in a job ad?

√ No (even if I might think it *should* be)

What’s your routine for preparing an application packet? How much time do you spend on it?

I spend a lot of time customizing my letter and resume for each position, rereading the job description, and, to my constant chagrin, filling out those online application forms, each of which seems to ask for some new, obscure detail I can barely manage to get my hands on. A lot of this time is not active–there’s a combination of procrastinating and revising, the exact balance of which varies depending on my level of excitement about the position.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ Other: I have frequently felt myself in an awkward position when answering the supplemental questions on many applications, which (I hope wrongly) I assume are used for initial screening/weeding of candidates. The wording of these questions is frequently black and white in a way that forces you to choose between discounting relevant experience that may be directly comparable, or risking an accusation of having inflated your claims of experience. I dread these questions, and almost always err on the side of discounting the experience that I think is directly comparable.

When would you like employers to contact you?

√ To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

√ Other: To acknowledge a thank you email after an interview! Receiving a polite, short, and completely noncommittal response feels infinitely better! Surely there is some way to do this politely without giving false hope.

How do you prefer to communicate with potential employers?

√ Email

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility
√ Meeting department members/potential co-workers
√ Other: Having the sense that my understanding of the position from the description/application matches the interviewer’s discussion of it. I have had several experiences where I felt that I had been somewhat misled before coming in for the interview, perhaps accidentally, and each time this has felt like a red flag (among other signs of potential trouble). If the scope of the position is not yet completely worked out, it may be too early to be bringing in candidates! That said, I can imagine that a more flexibly defined position with room for growth could certainly be presented in a positive way.

What do you think employers should do to get the best candidates to apply?

Be specific and as detailed as possible in job descriptions, providing information when possible about salary range, benefits, and scheduling expectations. I would not mind seeing less librarians-as-unbelievably-awesome-superheroes rhetoric in job descriptions, in favor of substantive descriptions of the responsibilities and functions of the position. Be flexible as to how to count previous experience. While recognizing that there are real differences between public and academic librarianship, I tend to think that many job descriptions overemphasize the importance of having public library experience for public library work, and likewise for academic. Surely there is some amount of overlap that is worth valuing, and maybe it is the case that (some) hiring managers factor this in when looking at individual applications–if so, it would be nice to see that reflected in job descriptions. I think that many of us have gotten locked into one track or the other as the result of jobs taken in necessity when starting out.

What should employers do to make the hiring process less painful?

So much! I’ll limit myself to four suggestions, two of which I know are unrealistic. 1. My fantasy is that employers would move away from online application forms and simply require a resume, cover letter, and possibly a list of references. I realize there are reasons for these forms, though, and so I think the next best thing is to move to standardized, common application forms (e.g., GovernmentJobs.com) whenever possible. 2. One of the most important things I think employers can do is to recognize that many new librarians are frequently managing to get experience through cobbling together a number of part-time or sometimes extremely contingent positions. If you understand this, feel that two or three jobs simultaneously held are not equivalent to one full-time job (I’m not saying this is indefensible), and ask questions (supplemental questions, say) about years of experience, then it would be very helpful to provide examples of how to calculate years of experience that resemble the employment reality that many of your applicants have been facing. It would also be nice to see hourly wages given as an option on application forms when salary is being inquired about. 3. My other fantasy comes back to my enduring fear that supplemental questions are used to disqualify applications in bulk, without a human reviewing them. If that is the case, then I would love to see these questions function as a self-screening that would tell applicants up front, “don’t bother: you’re not qualified for this position!” and not allow them to proceed any further. Like I said, it’s a fantasy. I guess what I am trying to say is that if these supplemental questions are yes/no questions with no room for elaboration, they should be thought out very carefully, and should represent real, absolute deal-breakers rather than a wish-list. 4. Probably the most inevitable source of pain for those of us on the market is the uncertainty of when you will hear back from anyone. It is so hard, when you’ve applied or interviewed somewhere, to keep in mind that the hiring process is likely not the highest priority of that institution, and that there are bound to be reasonable causes of delay. I would just hope that employers can remember how miserable it is on the other end, and do everything in their power to update applicants/candidates as promptly as possible, and at multiple stages of the process. I would also say that if it’s not necessarily feasible to give candidates who are interviewing a more *realistic* idea of a timeframe, it is possible to name only the outer limit of your estimate. (It should take one week, but might take two? Tell them two, not one.) I think most of us would much rather be surprised by early news than agonize through a Wednesday, Thursday, and Friday when we’ve been told on Monday that there will definitely be a decision by the end of the week.

What do you think is the secret to getting hired?

Solidly meeting all of the most important requirements–and then some combination of the following: luck, timing, knowing someone, interviewing skill, and that nebulous thing, “fit.”

Do you have any comments, or are there any other questions you think we should add to this survey?

This is a great blog

Are you hunting for a new LIS job? Take the survey! http://tinyurl.com/hiringlibJOBHUNTERsurvey

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!

Leave a comment

Filed under Academic, Job hunter's survey, Public, Special, Urban area, Western US

A workplace where I can learn but also have my ideas be heard

ThisConDev5378A Hunting Dog, 1945, Washington County, NC anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has not been hired within the last two months, and has been looking for a new position for Six months to a year. This person is looking in Academic libraries, Public libraries, at the following levels: Entry level, Requiring at least two years of experience. This job hunter is in a suburban area, in the Western US, and is willing to move anywhere.

What are the top three things you’re looking for in a job?

A sense of fulfillment, or somewhere where I feel like I am able to help people or make a difference

A salary I can live on

Where do you look for open positions?

INALJ
ALA Joblist
State professional association joblists
Government joblists
Websites for specific cities or counties

Do you expect to see salary range listed in a job ad?

√ Only for certain kinds of employers

What’s your routine for preparing an application packet? How much time do you spend on it?

I have a “default” cover letter and resume that I update to highlight qualifications and skills mentioned in the job ad. 1/2-2 hours depending on the job.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ No

When would you like employers to contact you?

√ To tell me if I have or have not been selected to move on to the interview stage
√ Once the position has been filled, even if it’s not me

How do you prefer to communicate with potential employers?

√ Phone for good news, email for bad news

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Meeting department members/potential co-workers
√ Meeting with HR to talk about benefits/salary

What do you think employers should do to get the best candidates to apply?

Be very clear about your expectations and needs, if a skill is needed don’t put __ preferred. I don’t want to waste your time or mine if my not having that skill is going to rule me out.

What should employers do to make the hiring process less painful?

Keep applicants informed during the selection process

What do you think is the secret to getting hired?

Either knowing someone on the selection committee or having something unique in your application to make you stand out

Do you have any comments, or are there any other questions you think we should add to this survey?

No, this was great

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

Are you hunting for a new LIS job? Take the survey! http://tinyurl.com/hiringlibJOBHUNTERsurvey

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one?  Check it out!

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Filed under Academic, Entry Level, Job hunter's survey, Public, Suburban area, Western US

I felt that I had been somewhat misled before coming in for the interview

Hunting Party Near The Writing-On-Stone Royal Northwest Mounted Police Detachment Galt Museum and Archives on the Flickr CommonsThis anonymous interview is with a job hunter who is not currently employed (even if part-time or in an unrelated field), has not been hired within the last two months, and has been looking for a new position for Less than six months. This person is looking in Academic library, Public library, Special library, at the following levels: Entry level , Requiring at least two years of experience. Here is this person’s experience with internships/volunteering:

Not entry level, but willing to go back there for the sake of starting somewhere!

This job hunter is in a Urban area in the Western US and is not willing to move anywhere.

What are the top three things you’re looking for in a job?

A sane and collegial work environment, with colleagues who care about their work and about maintaining a harmonious, productive workplace. A good match with my particular interests. Room to expand my skills in new areas.

Where do you look for open positions?

Professional listservs (mostly regional), Indeed.com, Higheredjobs.com, occasionally even Craigslist

Do you expect to see salary range listed in a job ad?

√ No (even if I might think it *should* be)

What’s your routine for preparing an application packet? How much time do you spend on it?

I spend a lot of time customizing my letter and resume for each position, rereading the job description, and, to my constant chagrin, filling out those online application forms, each of which seems to ask for some new, obscure detail I can barely manage to get my hands on. A lot of this time is not active–there’s a combination of procrastinating and revising, the exact balance of which varies depending on my level of excitement about the position.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ Other: I have frequently felt myself in an awkward position when answering the supplemental questions on many applications, which (I hope wrongly) I assume are used for initial screening/weeding of candidates. The wording of these questions is frequently black and white in a way that forces you to choose between discounting relevant experience that may be directly comparable, or risking an accusation of having inflated your claims of experience. I dread these questions, and almost always err on the side of discounting the experience that I think is directly comparable.

When would you like employers to contact you?

√ To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

√ Other: To acknowledge a thank you email after an interview! Receiving a polite, short, and completely noncommittal response feels infinitely better! Surely there is some way to do this politely without giving false hope.

How do you prefer to communicate with potential employers?

√ Email

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility
√ Meeting department members/potential co-workers
√ Other: Having the sense that my understanding of the position from the description/application matches the interviewer’s discussion of it. I have had several experiences where I felt that I had been somewhat misled before coming in for the interview, perhaps accidentally, and each time this has felt like a red flag (among other signs of potential trouble). If the scope of the position is not yet completely worked out, it may be too early to be bringing in candidates! That said, I can imagine that a more flexibly defined position with room for growth could certainly be presented in a positive way.

What do you think employers should do to get the best candidates to apply?

Be specific and as detailed as possible in job descriptions, providing information when possible about salary range, benefits, and scheduling expectations. I would not mind seeing less librarians-as-unbelievably-awesome-superheroes rhetoric in job descriptions, in favor of substantive descriptions of the responsibilities and functions of the position. Be flexible as to how to count previous experience. While recognizing that there are real differences between public and academic librarianship, I tend to think that many job descriptions overemphasize the importance of having public library experience for public library work, and likewise for academic. Surely there is some amount of overlap that is worth valuing, and maybe it is the case that (some) hiring managers factor this in when looking at individual applications–if so, it would be nice to see that reflected in job descriptions. I think that many of us have gotten locked into one track or the other as the result of jobs taken in necessity when starting out.

What should employers do to make the hiring process less painful?

So much! I’ll limit myself to four suggestions, two of which I know are unrealistic. 1. My fantasy is that employers would move away from online application forms and simply require a resume, cover letter, and possibly a list of references. I realize there are reasons for these forms, though, and so I think the next best thing is to move to standardized, common application forms (e.g., GovernmentJobs.com) whenever possible. 2. One of the most important things I think employers can do is to recognize that many new librarians are frequently managing to get experience through cobbling together a number of part-time or sometimes extremely contingent positions. If you understand this, feel that two or three jobs simultaneously held are not equivalent to one full-time job (I’m not saying this is indefensible), and ask questions (supplemental questions, say) about years of experience, then it would be very helpful to provide examples of how to calculate years of experience that resemble the employment reality that many of your applicants have been facing. It would also be nice to see hourly wages given as an option on application forms when salary is being inquired about. 3. My other fantasy comes back to my enduring fear that supplemental questions are used to disqualify applications in bulk, without a human reviewing them. If that is the case, then I would love to see these questions function as a self-screening that would tell applicants up front, “don’t bother: you’re not qualified for this position!” and not allow them to proceed any further. Like I said, it’s a fantasy. I guess what I am trying to say is that if these supplemental questions are yes/no questions with no room for elaboration, they should be thought out very carefully, and should represent real, absolute deal-breakers rather than a wish-list. 4. Probably the most inevitable source of pain for those of us on the market is the uncertainty of when you will hear back from anyone. It is so hard, when you’ve applied or interviewed somewhere, to keep in mind that the hiring process is likely not the highest priority of that institution, and that there are bound to be reasonable causes of delay. I would just hope that employers can remember how miserable it is on the other end, and do everything in their power to update applicants/candidates as promptly as possible, and at multiple stages of the process. I would also say that if it’s not necessarily feasible to give candidates who are interviewing a more *realistic* idea of a timeframe, it is possible to name only the outer limit of your estimate. (It should take one week, but might take two? Tell them two, not one.) I think most of us would much rather be surprised by early news than agonize through a Wednesday, Thursday, and Friday when we’ve been told on Monday that there will definitely be a decision by the end of the week.

What do you think is the secret to getting hired?

Solidly meeting all of the most important requirements–and then some combination of the following: luck, timing, knowing someone, interviewing skill, and that nebulous thing, “fit.”

Do you have any comments, or are there any other questions you think we should add to this survey?

This is a great blog

Are you hunting for a new LIS job? Take the survey! http://tinyurl.com/hiringlibJOBHUNTERsurvey

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!

Leave a comment

Filed under Academic, Job hunter's survey, Public, Special, Urban area, Western US

Don’t insist on a single “right” way to process every applicant

Goose hunting in Klamath County, Oregon, OSU Special Collections via Flickr CommonsThis anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has not been hired within the last two months, and has been looking for a new position for A year to 18 months. This person is looking in Academic library, Archives, Library vendor/service provider, Public library, School library, Special library at the Entry level and for positions Requiring at least two years of experience. This job hunter is in a City/Town in the Western US and is willing to move To a specific area.

What are the top three things you’re looking for in a job?

I’m looking within a geographically-targeted area for paraprofessional library openings that I feel match my qualifications. I want to be physically active on the job (i.e. shelving returns) and be able to walk or bike to work. In my ideal job, supervisors and colleagues would have collaborative relationships, and expectations would be communicated explicitly.

Where do you look for open positions? (e.g. ALA Joblist, professional listserv, LinkedIn)

Potential employers’ websites, professional listservs, ALA Joblist, LinkedIn

Do you expect to see salary range listed in a job ad?

√ Yes

What’s your routine for preparing an application packet? How much time do you spend on it?

I compose a cover letter for each position I apply to. I incorporate the job description’s language when describing my qualifications and addressing ways that I will contribute to the employer’s diverse workplace.

The application process for many library jobs is through a shared portal (i.e. NeoGov), which streamlines attaching certain files that are associated with my profile – letters of reference, degree and certificate, unofficial transcripts.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ No

When would you like employers to contact you?

√ To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

√ Other: Invite me for an interview and offer me the job

How do you prefer to communicate with potential employers?

√ Email

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Meeting department members/potential co-workers
√ The interview itself–how it’s conducted, the people i meet, etc.

√ Clear understanding of responsibilities

√ Potential relationship with supervisor and colleagues

What do you think employers should do to get the best candidates to apply?

Look at barriers to hiring and employment and be open to solutions that eliminate those barriers. For example, to attract long-distance applicants, consider video interviews. Don’t insist on a single “right” way to process every applicant, or assume that everyone will perform essential functions in exactly the same way.

What should employers do to make the hiring process less painful?

Look beyond superficial impressions that an applicant might present, recognizing that the job-application structure does not duplicate the work environment.

What do you think is the secret to getting hired?

I hope the most significant factor is possessing the desired skills. A successful interview should establish the abilities of the job applicant. Beyond that, I think a lot depends upon the mindset and attitudes that have been brought together. Work and management styles, values held, even the other person’s “likability.”

Are you hunting for a new LIS job? Take the survey! http://tinyurl.com/hiringlibJOBHUNTERsurvey

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!

Leave a comment

Filed under Academic, Archives, City/town, Entry Level, Job hunter's survey, Public, School, Special, Western US

try volunteer work to pad your resume and show you’re serious

Astor Market - Demonstrating CoffeeThis anonymous interview is with a public librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

Reference and public service librarians, branch managers, technical service and collection development librarians, archivists

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?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 26-50 %

And how would you define “hirable”?

Has that difficult to describe mix of experience, knowledge, personality and practicality.

How are applications evaluated, and by whom?

HR weeds out people who don’t meet the minimum criteria. Once those applicants are pulled, the hiring committee gets the applications and resumes and each person chooses 5 candidates. Then we all get together, see who we chose (usually it’s a mix of the same people) and choose 5 final candidates to interview.

What is the most common reason for disqualifying an applicant without an interview?

Lack of relevant experience.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ Other: Upon request

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Apply for jobs you are qualified for. If you don’t have experience in an area, then try volunteer work to pad your resume and show you’re serious. I have hired people who didn’t have paid work experience, but had volunteer experience, so it does work.

I want to hire someone who is

adaptable

How many staff members are at your library/organization?

√ 10-50

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 2

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 2

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?

√ No

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ Yes

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

No, just an MLS, although when we look at resumes, we do tend to interview people who have had some experience in public libraries-even if it’s volunteer.

Is librarianship a dying profession?

√ No

Why or why not?

It’s changing, not dying.

 

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

Leave a comment

Filed under 10-50 staff members, Public, State of the Job Market 2015, Urban area, Western US

Remember to talk about my library in your cover letter, not just about you.

Young boy tending freshly stocked fruit and vegetable stand at Center Market, 02181915This anonymous interview is with an academic librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

catalogers, reference and instruction

This librarian works at a library with 10-50 staff members in a suburban area in the Western US .

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ more than 75 %

And how would you define “hirable”?

Either met enough of the preferred qualifications, or were able to demonstrate through their past work and educational experience that they could acquire the skills the job required.

How are applications evaluated, and by whom?

HR determines which applications meet minimum qualifications. Those that do are passed on to the search committee, which uses the same rubric with scoring involved to determine who moves on to the first round interviews.

What is the most common reason for disqualifying an applicant without an interview?

Too low of an aggregate score on the rubric.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Remember to talk about my library in your cover letter, not just about you.

I want to hire someone who is

meticulous

How many staff members are at your library/organization?

√ 10-50

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 1

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 2

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are the same number of positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ No

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ 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 experience required for entry level, just the degree.

Is librarianship a dying profession?

√ No

Why or why not?

Libraries matter to too many users, whether public, academic, or otherwise. The profession changes but is not dying.

 

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

Leave a comment

Filed under 10-50 staff members, Academic, State of the Job Market 2015, Suburban area, Western US