Tag Archives: archives career

by | May 21, 2023 · 11:00 am

“currently employed in the LIS field, but have been applying to jobs sporadically if they interest me.”

Hillebrand Steve, U.S. Fish and Wildlife Service, Public domain, via Wikimedia Commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Other: currently employed in the LIS field, but have been applying to jobs sporadically if they interest me.

Why are you job hunting?  

√ I’m underemployed (not enough hours or overqualified for current position) 

√ Looking for more money 

Where do you look for open positions?  

Indeed, ArchivesGig, Museum Savvy

What position level are you looking for?  

√ Requiring at least two years of experience 

What type(s) of organization are you looking in? 

√ Archives 

What part of the world are you in?

√ Northeastern US 

What’s your region like? 

√ Urban area 

Are you willing/able to move for employment? 

√ Yes, anywhere 

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

sufficient pay, interesting to me, and varied responsibilities

How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)

about 10

What steps, actions, or attributes are most important for employers to take to sell you on the job?  

√ Pay well

√ Having (and describing) excellent benefits

√ Introducing me to staff

√ Having a good reputation 

√ Prioritizing work-life balance 

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

√ Yes, and it’s a red flag when it’s not 

Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?

hiring several positions at once (unless they are new positions)

The Process

How much time do you spend preparing an application packet?

30 minutes to an hour (depending on application requirements)

What are the steps you follow to prepare an application packet?

update resume, write a cover letter, research institution

How do you prefer to communicate with potential employers?

√ Email 

When would you like potential employers to contact you? 

√ To acknowledge my application

√ To tell me if the search is at the interview stage, even if I have not been selected

√ Once the position has been filled, even if it’s not me 

How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?

One to two months

How do you prepare for interviews?

research the institution and re-read the job description

What are your most hated interview questions, and why?

“Tell me about yourself” because it seems like the interviewer did not read my resume or cover letter.

During your current search, have you had any of the following experiences:

  • Submitted an application and got no response  √ Happened the majority of the time or always 
  • Had an interview and never heard back √ Not Applicable
  • Interviewed for a job where an internal candidate was eventually chosen  √ I don’t know 
  • Asked for an accommodation for a disability √ Not Applicable
  • Withdrawn an application before the offer stage √ Not Applicable
  • Turned down an offer √ Not Applicable

What should employers do to make the hiring process better for job hunters?

Keep in better contact with those applying for positions, even if they are not considered for an interview. This will keep job hunters from wasting their time waiting for an institution to contact them.

You and Your Well-Being

How are you doing, generally?

√ I’m optimistic

√ I’m maintaining 

What are your job search self-care strategies?

n/a

Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?

Have a cover letter and resume “template” that you can easily adjust to fit various job descriptions.

Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?

Could include a question regarding compensation of jobs individuals are applying for. For example, “What is your desired salary for a new position?” or “What is the typical pay range for positions you’ve applied to?”

Job Hunting Post Graduate School 

If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)

2021

When did you start your first job search for a “professional” position (or other position that utilized your degree)?

√ Less than six months before graduating with my MLIS/other LIS degree, but still before I graduated 

In relation to your graduation, when did you find your first “professional” position?

√ I was actually hired before I graduated

What kind of work was your first post-graduation professional position? 

√ Full Time 

√ Contract

√ Temporary/Limited Term 

Did you get support from your library school for your first job hunt (and/or any subsequent ones)?

No

Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?

I interned at the institution prior to being hired by them. Also, I was kept on after my six-month term/contract and am now permanent staff.

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by | May 3, 2023 · 11:00 am

“a member of the hiring committee took it upon themselves to email to tell me how terrible the place was to work.”

Gentry George, U.S. Fish and Wildlife Service, Public domain, via Wikimedia Commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Less than six months 

Why are you job hunting?  

√ This is the next step after finishing library/archives/other LIS graduate degree 

√ My current job is temporary 

Where do you look for open positions?  

Archives Gig, SAA listserv, CLIR and DLF Job Board, Indeed

What position level are you looking for?  

√ Entry level

√ Requiring at least two years of experience 

What type(s) of organization are you looking in? 

√ Academic library

√ Archives

√ Special library 

What part of the world are you in?

√ Southwestern US 

What’s your region like? 

√ Urban area 

Are you willing/able to move for employment? 

√ Yes, as long as at least some of my moving costs are covered 

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

Professional alignment and opportunity for growth; good culture fit; demonstration of commitment to DEIA in the institution and department

How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)

3

What steps, actions, or attributes are most important for employers to take to sell you on the job?  

√ Pay well

√ Having (and describing) excellent benefits 

√ Having a good reputation 

√ Funding professional development

√ Prioritizing EDI work

√ Prioritizing work-life balance 

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

√ Yes, and it’s a red flag when it’s not 

Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?

A generalized, unclear, or overloaded position description; Expectation of additional advanced degrees for advancement; Required information sessions on how to apply for positions in academic institutions that indicates an adherence to rigid, hierarchical standards that automatically exclude historically minoritized and marginalized group from applying for positions they are qualified for. Despite what they believe, this does not support– but rather undermine–an institution’s DEIA efforts.

The Process

How much time do you spend preparing an application packet?

Can be weeks or days.

What are the steps you follow to prepare an application packet?

Institutional and staff research, position description and personal KSA mapping, cover letter writing, CV updating.

How do you prefer to communicate with potential employers?

√ No preference 

When would you like potential employers to contact you? 

√ To acknowledge my application

√ To tell me if the search is at the interview stage, even if I have not been selected

√ Once the position has been filled, even if it’s not me 

How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?

Less than 3 months.

How do you prepare for interviews?

Mock questions; presentation run-throughs

What are your most hated interview questions, and why?

Tell us about a difficult time/situation/encounter you had at a previous place of employment and how you overcame/handled it. Nobody is ever going to tell you about anything of substance.

During your current search, have you had any of the following experiences:

  • Submitted an application and got no response  √ Happened more than once 
  • Had an interview and never heard back  √ Not Applicable
  • Interviewed for a job where an internal candidate was eventually chosen  √√ Happened more than once 
  • Asked for an accommodation for a disability  √ Not Applicable
  • Withdrawn an application before the offer stage  √ Happened once 
  • Turned down an offer √ Happened more than once  

If you have ever withdrawn an application, why?

The interview process was too lengthy and I accepted another position. 

If you want to share a great, inspirational, funny,  horrific or other story about an experience you have had at any stage in the hiring process, please do so here:

The interview process was grossly drawn out and overwrought for the level of the position. During the process I received a lot of negative feedback from other colleagues about the institution and a member of the hiring committee took it upon themselves to email to tell me how terrible the place was to work. 

What should employers do to make the hiring process better for job hunters?

Streamline the process; understand what and who you actually need for the position. Be prepared for the interview–we have to be! Post your salary ranges–this should be a non-negotiable.

You and Your Well-Being

How are you doing, generally?

√ I’m frustrated

What are your job search self-care strategies?

Trying to remember that I am qualified and avoid internalizing the interview process.

Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?

People want to see you succeed in an interview. Take up space–it’s your interview too. Weird interview committee energy has little to do with you, if at all. Job hunting is the single most stressful thing I’ve done in my life–you’re not alone

Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?

Thank you for this effort!

Job Hunting Post Graduate School 

If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)

MLIS + Archival Certificate (2022); MA (2008)

When did you start your first job search for a “professional” position (or other position that utilized your degree)?

√ More than six months before graduating with my MLIS/other LIS degree 

In relation to your graduation, when did you find your first “professional” position?

√ Other: I was asked to apply for a position at institution I was interning at before graduation, but decided to decline. I applied to three other positions and eventually accepted a temporary position 2 months after graduation.

What kind of work was your first post-graduation professional position? 

√ Temporary/Limited Term 

Did you get support from your library school for your first job hunt (and/or any subsequent ones)?

Yes, but more in the form of relationships I developed with faculty. 

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by | April 24, 2023 · 11:00 am

“it often feels performative, like you have to prove yourself to these strangers whose idea of equity could likely be a 2-hour seminar on a Saturday”

U.S. Fish and Wildlife Service, Public domain, via Wikimedia Commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ A year to 18 months 

Why are you job hunting?  

√ This is the next step after finishing library/archives/other LIS graduate degree

√ I’m underemployed (not enough hours or overqualified for current position)

√ I’m employed outside of the field and I’d like to be in it

√ Looking for more money 

√ My current job provides insufficient or no benefits (Healthcare or beyond)

√ My current job is awful/toxic 

Where do you look for open positions?  

LinkedIn, Indeed, pnla.org/jobs/, Facebook groups

What position level are you looking for?  

√ Entry level

√ Requiring at least two years of experience 

√ Clerk/Library Assistant 

What type(s) of organization are you looking in? 

√ Academic library

√ Archives 

√ Public library

√ School library

√ Special library 

What part of the world are you in?

√ Western US (including Pacific Northwest) 

What’s your region like? 

√ Urban area

√ Suburban area

√ Rural area

Are you willing/able to move for employment? 

√ Other: yes but I need a local job to be able to afford a move to another location 

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

pays above minimum, utilizes my huge range of experiences/skills, is a non-profit institution 

How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)

30 estimated

What steps, actions, or attributes are most important for employers to take to sell you on the job?  

√ Funding professional development

√ Other: describing their decentralized, horizontal management structure 

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

√ Yes, and it’s a red flag when it’s not

Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?

 many years of experience with specific, proprietary software on entry-level positions or requirements incongruous with the perceived skill-level of the position 

The Process

How much time do you spend preparing an application packet?

Depends on if I have to write an entirely new cover letter, usually about 1-2 hours

What are the steps you follow to prepare an application packet?

I use governmentjobs.com as a sort of repository for all of my information to keep it consistent. The only thing I tend to alter is my cover letter unless I need to update a new volunteer position or something like this.

How do you prefer to communicate with potential employers?

√ Other: I just appreciate when they can actually communicate 

When would you like potential employers to contact you? 

√ To acknowledge my application

√ To tell me if the search is at the interview stage, even if I have not been selected

√ Once the position has been filled, even if it’s not me 

How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?

I would like it to be within three weeks of closing but at this point my expectation is that I’ll either get an interview or just never hear anything. If it’s a state job I tend to hear back in days, county a few weeks, city just doesn’t respond.

How do you prepare for interviews?

I read about the institution and try to find past projects that I can relate to and talk about. I read through lists of potential questions asked in similar interviews to get loosened up. I wake up early to have as much time as I need to get comfortable and then I typically have a panic attack the hour before. I try not to study or prepare too much in the final few hours so I come off natural and not rehearsed.

What are your most hated interview questions, and why?

broadly, usually things about DEI and CRT. They’re certainly important issues but it often feels performative, like you have to prove yourself to these strangers whose idea of equity could likely be a 2-hour seminar on a Saturday. I think there are better ways of obtaining demonstrations of character than flatly asking how you’ve personally worked to decolonize archives when you’re applying for an entry-level position.

During your current search, have you had any of the following experiences:

  • Submitted an application and got no response  √ Happened the majority of the time or always 
  • Had an interview and never heard back  √ Happened more than once 
  • Interviewed for a job where an internal candidate was eventually chosen √ I don’t know 
  • Asked for an accommodation for a disability  √ Not Applicable
  • Withdrawn an application before the offer stage  √ Not Applicable
  • Turned down an offer √ Not Applicable 

What should employers do to make the hiring process better for job hunters?

Communicate. I would so much more appreciate a canned bot email rejection than to be told I’ll be contacted in the next few days only to never hear back or get a response to a follow-up. The worst is when the job grts reposted and I take it as a sign that they really didn’t want me.

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed

√ I’m despondent

√ I’m frustrated 

√ I’m running out of money 

√ I feel alone in my search

√ Other: It feels pointless, like the only thing I’m good for us free volunteer labor.

What are your job search self-care strategies?

Try not to get too precious or excited for positions. I only need to get one to actually get into the field so it’s really just a matter of time, but if I get too excited for a position I’m more often setting myself up for loss.

Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?

Maybe when I can successfully nab a job I’ll have some sort of cathartic bookend. To employers I would demand you communicate with me so I can strategize. It’s no problem if I don’t fit the position, but please let me know so I can make more informed decisions. You’re not special and if I’m going to take the day off work and not make the money I need to scrape by then least you could do is say “no thanks” and move on.

Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?

Perhaps some question about personal financial situations. If I didn’t have to work a miserable full-time minimum wage job I’d have the time and wherewithal to apply more or dedicate myself more fully to practice interviewing or developing skills in required software or something like this.

Job Hunting Post Graduate School 

If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)

2022

When did you start your first job search for a “professional” position (or other position that utilized your degree)?

√ More than six months before graduating with my MLIS/other LIS degree 

In relation to your graduation, when did you find your first “professional” position?

√ Hasn’t happened yet – I’m still looking 

What kind of work was your first post-graduation professional position? 

√ N/A – hasn’t happened yet 

Did you get support from your library school for your first job hunt (and/or any subsequent ones)?

nope

Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?

It’s demoralizing and shakes your understanding of how the system works (or doesn’t).

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by | March 5, 2023 · 11:00 am

The open ended question is designed to give lots of room for the interviewee to answer, but doesn’t provide any indication of the information the employer is looking for

Hunter and Daughter before Sunset Waiting for a Deer...National Archives at College Park via Flickr commons
Hunter and Daughter before Sunset Waiting for a Deer…National Archives at College Park via Flickr commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Six months to a year 

Why are you job hunting?  

√ This is the next step after finishing library/archives/other LIS graduate degree 

√ I’m employed outside of the field and I’d like to be in it 

Where do you look for open positions?  

ArchivesGig, ALA, INALJ, Indeed, ZipRecruiter 

What position level are you looking for?  

√ Entry level

√ Requiring at least two years of experience 

What type(s) of organization are you looking in? 

√ Archives 

What part of the world are you in?

√ Southeastern US 

What’s your region like? 

√ Urban area

√ Suburban area 

Are you willing/able to move for employment? 

√ Yes, within my country  

How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)

~200+ (estimated, since finishing my MA in 2021) 

What steps, actions, or attributes are most important for employers to take to sell you on the job?  

√ Pay well

√ Having (and describing) excellent benefits

√ Having a good reputation 

√ Prioritizing work-life balance 

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

√ Yes, and it’s a red flag when it’s not 

Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?

 Filling too many roles for one employee at the institution

The Process

How much time do you spend preparing an application packet?

30ish minutes (on average) 

What are the steps you follow to prepare an application packet?

Tailor my resume (if necessary), draft/edit a cover letter and references (if required), review all my materials, attach to application and complete any other application steps 

How do you prefer to communicate with potential employers?

√ Email 

When would you like potential employers to contact you? 

√ To acknowledge my application

√ To tell me if the search is at the interview stage, even if I have not been selected

√ Once the position has been filled, even if it’s not me 

How long do you expect the application process to take, from the point you submit your documents to the point of either an offer or rejection?

~3 months 

How do you prepare for interviews?

If the employer offers sample questions, I prep those. If not, I have a list of standard archives interview questions I prep for

What are your most hated interview questions, and why?

“Tell me about yourself” – the open ended question is designed to give lots of room for the interviewee to answer, but doesn’t provide any indication of the information the employer is looking for 

During your current search, have you had any of the following experiences:

  • Submitted an application and got no response  √ Happened the majority of the time or always  
  • Had an interview and never heard back  √ Happened once  
  • Interviewed for a job where an internal candidate was eventually chosen  √ Happened more than once  
  • Asked for an accommodation for a disability  √ Not Applicable
  • Withdrawn an application before the offer stage  w √ Not Applicable
  • Turned down an offer √ Not Applicable

You and Your Well-Being

How are you doing, generally?

√ I’m optimistic 

√ I’m frustrated 

√ I feel alone in my search 

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by | October 6, 2022 · 10:00 am

I want to hear criticality from candidates, it’s a form of problem solving, but I do not want constant, unproductive negativity.

This former salesgirl, librarian, and sixth-grade school teacher has been repairing and servicing cars which used to be only open jobs for men. National Archives

This anonymous interview is with someone who hires for a:

√ Academic Library

√ Archives

Title: Curator of Special Collections and Archives

Titles hired: Processing Archivist, Dance Archivist

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

√ Employees at the position’s same level (on a panel or otherwise)

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews

Does your organization use automated application screening? 

√ No

Briefly describe the hiring process at your organization and your role in it:

For staff, there is a posting that is reviewed prior to posting by supervisor and HR director, then posted to a variety of library and state job boards. The committee reviews all applicants for qualifications (req or preferred) and decides on a pool to interview virtually. The committee does virtual interviews with candidates, and decides on the candidate they would like to make an offer to, after checking references of the top candidate/s. They make a verbal offer contingent on a background check. The candidate, supervisor, and hr director discuss salary and a pay rate in the posted range is decided upon and if the candidate accepts, a formal offer letter with a start date is created and signed. The faculty process is similar but far more involved, and has 2 rounds of final interviews, one that is short, and a final that is the equivalent of half a day (and still virtual). The committee brings the final candidates to campus after the offer has been made, and the candidate decides after the visit.

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

Framing challenges positively, actually speaking to the position in the application materials.

Do you have any instant dealbreakers?

Indicators that someone is overly critical in unproductive ways. I want to hear criticality from candidates, it’s a form of problem solving, but I do not want constant, unproductive negativity.

What do you wish you could know about candidates that isn’t generally revealed in the hiring process?

How they treat people who are more vulnerable than they are.

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

Resume: √ As many as it takes, but keep it reasonable and relevant

CV: √ As many as it takes, but keep it reasonable and relevant

What is the most common mistake that people make in an interview?

Not speaking to the position announcement, being too general.

Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?

The usual. Make sure we can hear you.

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

All leadership in all roles is relevant. A LOT of people who have never directly supervised people have leadership experience, from school, from life. Writing documentation, training, being a ‘team lead.’ Use it. Play it up.

When does your organization *first* mention salary information?

√ It’s part of the job ad

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

We don’t de-identify application materials, and should.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

What kind of support they can/should expect.

Additional Demographics

What part of the world are you in?

√ Southwestern US

What’s your region like?

√ Urban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 101-200

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Filed under 1 A Return to Hiring Librarians Survey, 100-200 staff members, Academic, Archives, Southwestern US, Urban area

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by | September 8, 2022 · 10:00 am

We don’t expect people to be able to isolate themselves at home for a Zoom call depending on their personal situation so we are prepared to be flexible

Archivist Sara Jackson. National Archives

This anonymous interview is with someone who hires for a:

√ Archives

√ Public Library 

Title: library trustee and retired special librarian

Titles hired include: YA, PT and FT Children’s, Tech Services, Adult Services, Admin

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ Employees at the position’s same level (on a panel or otherwise) 

Which of the following does your organization regularly require of candidates?

√ Cover letter

√ Resume

√ References

√ Oral Exam/Structured interview

√ More than one round of interviews 

Does your organization use automated application screening? 

√ No 

Briefly describe the hiring process at your organization and your role in it:

Job description (usually Union affiliated) must be approved by City as well as Union, job is advertised locally and on regional boards, resumes are reviewed by Lib Director and Head of HR to decide on interviews; interviews take place with Director, and relevant team members, sometimes reviewed by Trustees depending on level

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

Articulate, asked good questions, expressed genuine interest in position and also in growth in the organization, good skill set beyond just MLS skills

Do you have any instant dealbreakers?

Either on Zoom or in person, shows up in unprofessional dress, difficult expressing themselves when asked questions (not including nervousness), stumped to describe strengths and weaknesses or an important accomplishment or learning experience at previous job

What do you wish you could know about candidates that isn’t generally revealed in the hiring process?

Are they actually a good teammate; are they a responsible/reliable individual

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ Two is ok, but no more  

What is the most common mistake that people make in an interview?

Showing up without having done basic homework about the organization

Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?

Yes, same reasons as in question 8 (Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?) and question 9 (What are your instant dealbreakers?). We don’t expect people to be able to isolate themselves at home for a Zoom call depending on their personal situation so we are prepared to be flexible.  

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

There are lots of relevant skills learned in non-library related jobs so it is important for a candidate to describe these and do their best to relate them to the job on offer.  Often parapro or pre-pro experience is like an entry level professional so I don’t look down on people who don’t have the degree.  An expressed desire to get a credential is important though it depends on the job.

When does your organization *first* mention salary information?

√ It’s part of the information provided at the interview 

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

As a govt. organization and personally we are committed to a diverse workforce that mirrors the demographics of our city and we value the differing points of view that employees can bring to the table.  Given the lack of diversity in many MLS programs and libraries of all types, there is still a lot of discrimination in hiring, conscious or otherwise.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

Questions about expectations not explicit in job description; also probing about how team dynamics work, any political or other issues that are involved that could impact the library, opportunities for growth if contribution is proven so how regular are performance reviews and who does them. Perhaps even typical frustrations experienced on the job.

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 0-10 

Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

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Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Archives, Northeastern US, Public, Urban area

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by | August 22, 2022 · 10:00 am

Don’t check notifications during the interview

Several people look at books and documents at tables in an archives
Reading Room, National Archives, Air New Zealand Building (1985). Archives New Zealand on Flickr.

This anonymous interview is with someone who hires for a:

√ Archives

Title: Reference Services Manager

Titles hired include: Reference Archivist, processing Archivist, outreach archivist, research analyst, archives tech 

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

Which of the following does your organization regularly require of candidates?

√ Online application

√ Resume

√ References

Does your organization use automated application screening? 

√ No

Briefly describe the hiring process at your organization and your role in it:

Online applications are reviewed by the supervisor and director to select the interviewees. Interviews are held with HR present. Supervisory positions will often have a second interview with the administration. Background checks are done before references are checked. 

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

The biggest wows are usually the people who don’t look as impressive on paper but interview really well. They have generally reviewed our website and general collections so were prepared to tie their experience to our situation- even things that don’t seem like they would be related. 

Cover letters are the best way to point out how your experience is relevant (especially when it isn’t traditional) and is often what puts someone ahead of another person with similar levels of experience. 

Do you have any instant dealbreakers?

If they ask for way more money than is posted for the position (we are government and salaries are pretty set to that range)

What do you wish you could know about candidates that isn’t generally revealed in the hiring process?

Not sure. 

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more  

Resume: √ Two is ok, but no more  

CV: √ As many as it takes, but keep it reasonable and relevant 

What is the most common mistake that people make in an interview?

Not being familiar with the job description or the basic information about the Institution

Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?

Yes – try not to have obvious distractions and mute your phone (and don’t check notifications during the interview). 

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

Directly relate it to lines in the job description or to functions you notice on their website (collections, databases, outreach etc)

When does your organization *first* mention salary information?

√ It’s part of the job ad 

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

I’m not sure we do anything beyond state mandated rules. We don’t have any features that eliminate anyone before they are seen by the supervisor.  Current staff are very conscious about not discriminating (in various areas) and HR might have other ways/procedures that I am not aware of. 

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

Any question that shows that they have thought about the actual position or working for the specific institution. 

Additional Demographics

What part of the world are you in?

√ Midwestern US

What’s your region like?

√ Suburban

√ Rural 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 11-50

Is there anything else you’d like to say, either to job hunters or to me, the survey author? 

Include a cv and relate your experience to the job description 

Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

Leave a comment

Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Archives, Midwestern US, Rural area, Suburban area

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