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 hiring practices. I invite you to take what’s useful and leave the rest.
Which of the following does your organization regularly require of candidates?
√ References
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Vet application, in person interview I do both
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Had a good idea of what the job required
Do you have any instant dealbreakers?
Discriminatory attitudes, thinking the job is easy
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Discriminatory attitudes
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this
Resume: √ We don’t ask for this
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Being too rule oriented
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
No
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?
Show they have a good idea of the depth of skills the job requires
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 haven’t focused on this.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What do you like best about working here? Is there training?
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Suburban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 51-100
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 byfilling out the survey here.
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 hiring practices. I invite you to take what’s useful and leave the rest.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Supplemental Questions
√ Demonstration (teaching, storytime, etc)
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Supervisor and Assistant Director review JD/Job Narrative, agree on posting timeline and posting locations. Admin Assistant posts. Supervisor reviews applications and narrows to a reasonable number. Supervisor and two peers review chosen applications and interview. After all interviews are conducted, the supervisor and two peers compare results. Supervisor checks references, and uses references and interview feedback to make a decision. Assistant Director approves suggested salary. Director signs off on hire. Supervisor calls candidate and extends offer. If a candidate accepts, the first day is agreed upon. Offer letter is emailed and orientation scheduled.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Their attitude and values aligned perfectly with the job description. They were professional but enthusiastic, on time to the interview and asked good, relevant questions that showcased their interest.
What are your instant dealbreakers?
We cannot interview candidates for librarian jobs without an MLIS/MSI. The job also requires evening and weekend work, and we cannot hire if none of their references responds to inquiries. Otherwise, instant dealbreakers would be hateful language or inappropriate jokes or conduct. Smaller red flags are tardiness or failure to follow instructions; inappropriately criticizing their current employer during the interview; failure to fully answer questions; questions that only focus on pto/time off/vacations (this question is fine, but not if it’s their only question); candidates who express distaste for working with people, running events, or making decisions in lieu of a manager.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Their true work ethic and reliability (or lack thereof). You can train a lot of things, but it’s nearly impossible to make someone care. People can fake it for the interview, and it’s generally easy to find a reference or two to vouch for you, so it’s only until after hire that you’ll see if someone is only there to do the bare minimum.
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: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Interviewing for a job you don’t really want. If you’re just using us as a stepping stone, it will usually show.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
I have not yet, but certainly could. I’d expect good wifi and all equipment to work (camera, mic, etc.) test beforehand!
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?
A library degree is the most obvious. Other coursework in lieu, volunteer work, sub work, 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?
Multiple people involved in the hiring process to reduce bias.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask for elaboration of the job responsibilities. Make sure you can work the required hours and that the nature of the work is what you want.
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Suburban
√ Rural
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 11-50
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 byfilling out the survey here.
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 hiring practices. I invite you to take what’s useful and leave the rest.
This person hires for a:
√ Public Library
Title: Deputy Director
Titles hired include: Branch Manager, Technical Services Manager, Public Relations and Outreach Manager, Information Services Coordinator, Circulation Services Coordinator, Archives Assistant
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ References
√ Supplemental Questions
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
In addition to being Deputy Director I also handle human resources. So I handle the whole hiring process and I also participate in at the interview process depending on the position
Do you have any instant dealbreakers?
Taking shortcuts in the application process, for example when the applicant uses the phrase “see resume”. To me that is just lazy.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Ability to work with others. Deciphering between what the applicant states in their interview with reality.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We have done a few virtual interviews, usually due to an out of town applicant. They should be sure that they have privacy and no interruptions. Also they need to be sure that their equipment is working properly prior to the designated interview time. To shine they need to be comfortable and personal in a virtual setting maybe even sharing their screen (if appropriate) for any document or presentation sharing
When does your organization *first* mention salary information?
√ It’s part of the job ad
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I like when the candidate mentions having done research about our library and asking questions about what they have learned. I also like when they ask what the panel this have been some challenges and major accomplishments of our library system
Additional Demographics
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Suburban
√ Rural
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 51-100
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Public Library
Title: Director of Central Services
Titles hired include: Manager of Genealogy; Entertainment, Literature, and Biography Librarian;
Who makes hiring decisions at your organization:
√ HR
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
Does your organization use automated application screening?
√ Other: We use ADP; I’m uncertain which of the hiring tools within it our HR department uses.
Briefly describe the hiring process at your organization and your role in it:
Depending on the position, I might help write the job description and job ad and send it to HR to post on our library website as well as external job boards (depending on seniority of the position). We have a paper application, but I can’t remember the last time we actually had to review any of those as most people apply directly through the ADP software. Depending on the level of the position (youth services or librarian or supervisory), candidates will typically be asked to submit a cover letter and resume as well. HR reviews the applications and forwards eligible candidates and their application information back to me and the other members of the hiring panel. From there, the group of us (2 to 4 people) determine who we would most like to meet and send those names back to HR who coordinates scheduling the interviews. Each position has a certain set of predetermined questions we ask during the interview. Once the panel thinks we have a viable candidate, we submit that name to HR to make the offer which they do once they have checked references.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
The person we recently offered a librarian position was an internal candidate who even though we all thought we knew him pretty well, had some very impressive extracurriculars listed on his resume that helped him to stand out. For example, the position maintains our library’s zine collection, and he has been working on various zine initiatives around town for several years.
Do you have any instant dealbreakers?
People who in the interview talk more about what the position would mean for them vs what they could bring to the position.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Their enneagram number!
How many pages should each of these documents be?
Cover Letter: √ Only One!
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 answering the questions asked.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. And I think we have seen a lot of great interviews in this format; the only one that felt weird was someone interviewing from their current office / library. I understand they were likely doing it during a lunch break or something, and we don’t compensate for interview time, so I get it! It just was sort of off putting.
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?
I was a person very much in this position- the catch22 of library workers. My advice would be similar to the advice given to me – figure out SOME way to get library experience whether it’s volunteering or a practicum or asking a friend to allow them to job shadow. Ultimately, I’m hiring for professionalism and customer service skills, but what that means in the library setting is different.
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?
The overall whiteness of those with advanced degrees means we still see hiring bias when trying to fill “librarian” positions. There are fewer such positions, but it still presents a problem. Even when we list “equivalent experience” we find that people (esp those who don’t work at libraries) don’t always know what sorts of things would qualify them.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
How much autonomy will they have to do their job.The library is a bureaucracy, so I know it can sometimes be frustrating for folks with the levels of permission that are in place.
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 201+
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Public Library
Title: Customer Experience Librarian
Titles hired include: Home Library Librarian, Marketing Officer, Library Technician, IT Support Officer, Library Assistant, Librarian, Children’s Librarian
Who makes hiring decisions at your organization:
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Proof of degree
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
1. Online application with responses along with cover letter and resume.
2. Interview Round – 2-3 person panel & behavioural questions, + practical exercise if it’s a children’s programs or cataloguing role.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Client-focused answers in interview that are recent and off the cuff rather than rehearsed examples. Written applications with persuasive writing that expresses why they want the role. Great interpersonal skills that translate to customer service during interview that are natural and not rehearsed or formal.
Do you have any instant dealbreakers?
Poor/average interpersonal skills in interview. Candidates who aren’t current and not aware of library best practice/other libraries. Candidates that don’t express that they want the job.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Why exactly they want the job and how do they think it will be a good fit for them. Short term career goals – Where do they see themselves in 5yrs
How many pages should each of these documents be?
Cover Letter: √ Only One!
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 expressing how/if they want the job. Waffling too much – not keeping focussed on the question. Not working on/ developing their interpersonal and empathy skills.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
None so far
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?
Seek to gain a work placement, casual work or volunteer in the new library sector.
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?
For customer service work, sometimes a written application may not be a strength for someone with English as a second language, so they may not make it to the interview round. Our panels are not required to have a mix of genders or an independent panel member from another department.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
It’s ok not to ask questions if the candidate feels they have all the info they need. It depends on the role and what has been disclosed in the ad and interview. If there are obvious gaps in info and the candidate hasn’t probed the panel – I may think they are either nervous or not that serious about the role.
Additional Demographics
What part of the world are you in?
√ Australia/New Zealand
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?
√ 51-100
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Candidates need to be “people people” to work in libraries. Every role is client-focussed whether it’s cataloguing, IT or management. Put people at the centre of all your responses and application.
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 byfilling out the survey here.
√ 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
√ References
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
All of our applications are coordinated through governmentjobs.com.
1) Initial screening: HR does the initial screening based on the requirements of the position and the application filled out via governmentjobs.com.
2) Reviewing applications: All librarians have a log in to governmentjobs.com and we evaluate all applicants that passed HR’s initial screening. We then send our top 5 (give or take) applicants to our department head.
3) Department head selects the final list of applicants and schedules a phone interview.
If the job posting is for a PT person in the department, the Dept Head usually has one librarian with her doing the phone interviews and in-person interviews. If the posting is for a librarian-level position, she tries to have all librarians in the department available for phone and in-person interview.
4) After phone interview, hiring committee selects who they want for in-person/Zoom (if they don’t live within a reasonable distance)
5) After in-person interviews, the person is selected.
Our city HR department then takes over again to notify the selected candidate.
Whenever applicants call/visit the library to check in on their application status, we refer them to our City HR. The Library does not respond to these requests.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They took the time to look specifically at our library. They made mention of upcoming or recent programs, they read Library Board Minutes, when asked questions about ‘Why do you want to work here’ they had specific reasons for wanting to work at our library. It’s amazing the number of people we interview who I don’t think have even visited our library’s website to learn more about us.
Well thought out and detailed responses. We ask very basic questions relating to customer service and past experiences. Having specific examples is the best. Generic answers are not helpful.
Do you have any instant dealbreakers?
Applicants who speak very negatively about their current or past employer. I understand there’s a reason you want to leave, but you can answer questions without basically trash talking about current/previous jobs. Also, this makes me wonder what you’d say about me/my library in the future.
Being overly negative in general.
Not having any questions at the end.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Willingness to learn. Our staff is learning all the time…new resources that come out, staying updated with technology changes, it can be hard to tell if they will actually be comfortable with constantly learning.
If they will be responsive to our community. We don’t have any questions related to this, so this is our fault. But I want to know if a librarian coming in will be looking at our demographics, looking at our community needs assessment and really create programming and services for our specific communities, not just what they are interested in.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not having any questions at the end of the interview for the hiring committee. Not researching our library ahead of time if they have never visited.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. A microphone that works well and a stable connection to the internet. It is difficult to shine with garbled sound.
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?
I already value other types of experience. I think that library staff and librarians should reflect the community and bring a variety of experiences to our library. I would highlight any experience you have working with difficult customers. How you are able to problem-solve. I can teach you how to use our library catalog and how to use our library equipment, it’s harder to teach people how to engage well with residents.
Also, are there any experiences in your personal life you can pull from, if you don’t think you have relevant professional experience? Do you manage budgets for your house? Do you coordinate family/friend outings and experiences? That shows me you can research different offerings, make decisions, and coordinate logistics.
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?
The city recently deleted applicants’ names and names of their colleges from applications so the hiring committee cannot be biased by names or reputation of the college.
My department prefers to hire staff that have previous library experience or students currently in library school and in my opinion, that greatly reduces the number of well-qualified applicants. I have tried to talk with coworkers and managers about that, but there’s only so much I can do when I am not the manager.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask me if there are any upcoming projects/programs/initiatives that were not in the job description but that this person would be responsible for or expected to be a part of.
Ask me what are the challenges working in this department and this library.
Ask me what advice I would give to the person coming in to this position.
Ask why this current position is vacant.
Ask about management styles.
Ask about the culture of our department. Is it more team-based or individual-based?
Additional Demographics
What part of the world are you in?
√ Other: Texas 😛
What’s your region like?
√ Urban
√ Suburban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 51-100
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 byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Supplemental Questions
√ Oral Exam/Structured interview
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Applications go to HR for initial screening. Those who are deemed qualified are sent to have an interview with a hiring committee panel at the Library. Committee discusses all candidates at the end of the interview process and chooses the top candidates based on the interviews and application materials. Send those names to our Director for approval.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
The candidate was really engaged, personable. They weren’t uptight. They paused to think about their answers rather than just diving in and never really answering the questions. They asked us to repeat the questions if they weren’t sure they hit all the points they needed to make. And they sold us on them.
What are your instant dealbreakers?
If your answer to “why do you want this position” is anything like “it’s the next step in my career” or “I want a raise.”
And if the candidate doesn’t have any questions for us at the end. Show me you’re engaged and excited about the opportunity!
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Are you going to be a bust? Are you going to be dead weight for us to carry?
How many pages should each of these documents be?
Cover Letter: √ As many as it takes, but keep it reasonable and relevant
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?
If it’s an internal interview, the candidate depends on the panel’s prior knowledge of the candidate’s experience and achievements.
External candidates who don’t do any research into our community.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We have done virtual interviews.
Test your equipment in advance! BE ON TIME.
When does your organization *first* mention salary information?
√ It’s part of the job ad
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask about the position. Ask about the goals, the hurdles, and/or the expectations.
Additional Demographics
What part of the world are you in?
√ Western US
What’s your region like?
√ Urban
√ Suburban
√ Rural
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 201+
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Public Library
Title: Assistant Manager
Titles hired include: Youth Services Assistants (PT and FT), Adult Services Assistants (PT and FT), Circulation Assistants (PT and FT), Evening/Weekend Supervisor, Central Librarian
Who makes hiring decisions at your organization:
√ HR
√ Library Administration
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ More than one round of interviews
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
Applicants apply online. It is screened by the HR manager and then sent to the hiring managers (my manager and me). We review applications and schedule phone interviews. We select the top 3 candidates and invite them for in person interviews. If necessary, we will conduct a second in person interview.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Knowledge of library practices was a huge plus. Answered questions in a clear and understandable manner. Asked questions.
Do you have any instant dealbreakers?
When candidates do not understand how a public library operates.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
We are limited to a pool of questions that we can ask from. Sometimes these questions aren’t the best for the positions. For example, we don’t have any questions that talk about working with children although we encounter children throughout the library.
How many pages should each of these documents be?
Cover Letter: √ Only One!
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?
Focusing only on one aspect of the job.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We conduct phone interviews. It helps if they are clear and concise with their answers. Also make sure there is good services/WiFi.
When does your organization *first* mention salary information?
√ It’s part of the job ad
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I believe it should be relevant to the position they apply for. It should change per person/position.
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 101-200
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 byfilling out the survey here.
Librarian Regina reviews books to add to the library collections – the work goes on. By Flickr user Michael Neubert
This anonymous interview is with someone who hires for a:
√ Public Library
Title: Youth Services Librarian
Titles hired include: Library Assistant I for YA
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ Other: If a position is of a supervisor/”librarian” level, there may be a committee of admin and/or the position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Other: Resume is preferred for PT. Resume and Cover Letter are required for FT.
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
County HR posts the position
Applications are checked by an automated system
Approved applications are made available to Library Admin
Admin then send the applications to the manger for the open position
Mangers review applications and then call people in for interviews
Managers then offer the job and establish the start date
New Hires must visit county HR prior to start date to complete onboarding paperwork
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
I place more emphasis on in person interviews as so much of the jobs I’m hiring for is based on personality and how well this person will mesh with our kiddos. When it comes to in person interviews, I look for passion. If an applicant can sit there and tell me about why they love libraries, or RPGs, or books, etc. and they have a desire to share that passion and turn it into something we can use… I’m sold.
Also, We’re a public library. A library card is free. Please have a library card. It’s not required, but if you have a card, I know you use the library, and that’s a great starting point. For people who are moving to town or new to town, this doesn’t bother me as much, but if you’ve lived here your whole life and you don’t have a card… It feels weird that you then want to work here.
Do you have any instant dealbreakers?
Mentioning religion or politics in an interview. Sometimes these things pop up in a relevant fashion, such as work experience. But I’ve had applicants ask if we could pray together as part of our interview, flat out ask about my politics/religion, or mention that they see this job as a good chance to talk to kids about religion/politics.
We also see a number of applicants that think a teen center at a public library will function akin to a school setting; as this shows a serious lack of understanding about who and what we are, this is another deal breaker.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
It’s hypocritical of me given my response to number 9… but an applicant’s political and religious preferences or rather how vocal they will be about those beliefs. Clashing beliefs can really stress coworkers out and alienate patrons. People can hold different beliefs and still work together/with the public, but not if one party is going to be overtly religious or political.
I’d also like a better idea of how independent and self motivated an applicant is. The positions I hire for really do need to be independent and self motivated, and if an applicant needs their hand held, or needs constant reminding/encouragement it will mess with the workflow and morale of the department.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Finding that balance between being professional and showing me who you are and why you’re going to be the best fit for the YA team. I’ve had some excellent, very professional interviews that have left me unsure of if the applicant would get along with my other staff, or if the applicant would be able to build a report with the kiddos; ultimately, I haven’t hired those super professional applicants.
Ideally, the interview will start professionally, but things may become more lax, or I’ll see that spark of passion and we’ll be able to have a more natural and authentic conversation.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Generally, we do not do phone or virtual interviews. I personally will not do them; I will hold off on an interview for up to a week if it means we can meet in person.
Many years ago when we were seeking a new director, the first round of interviews did include some virtual interviews, but that was an exception given the type of position that was open.
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?
This is an excellent question! And I wish I had a better answer for it…
Applicants should know the type of library they’re transitioning towards, and what those types of institutes are like. For example, if you apply to work at a teen center in a public library, you should expect to have to run/assist with after school/school break programming, and not be as focused on homework help or research papers. This advice is best for the interview stage when an applicant can really show off their relevant knowledge and skills.
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?
Hiring Managers receive no training in avoiding hiring bias. Our online applications do not ask for age/DOB, sex, gender, or ethnicity so there’s that at least… However, there is other information which must be provided and from which assumptions can easily be made, such as name, address, and hs/college graduation dates.
I personally do seek out training on bias reduction. Although these trainings are not focused on hiring (often customer service) I feel that some of the information can be translated into hiring bias. I also talk to minority staff about issues with our application process (which is beyond my control, but I do pass along feedback) and how the interview process went and what I as a manager can do to help them feel more comfortable.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I’m not sure what questions I feel like applicants SHOULD ask. If it’s information they NEED to know, I feel like I should provide that in job description or in the interview; I’m not here to trick applicants into asking relevant questions.
But some of the BEST questions I’ve been asked:
What does the training process look like?
Are there any opportunities for any additional (like CE) training?
What are there chances for upward movement within the department?
What are your COVID safety policies?
What are your safety protocols and precautions? (in relation to upset patrons)
Additional Demographics
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Other: We’re the only sizable city for 90miles, but everything around us is rural; it’s created a very unique environment where despite being located in a proper city, our patrons are mostly rural
Is your workplace remote/virtual?
√ Other: I do some virtual programming; while I could run this from home I normally run it from work as I’d rather not use up my home internet data.
How many staff members are at your organization?
√ 11-50
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This anonymous interview is with someone who hires for a:
√ Public Library
Title: Director
Titles hired include: Library assistant, library aide, Assistant Director
Who makes hiring decisions at your organization:
√ Library Administration
Which of the following does your organization regularly require of candidates?
√ Cover letter
√ Resume
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
I post the job, receive the applications, choose who to interview, my assistant director and I interview them, and I decide who to hire with her input
Do you have any instant dealbreakers?
Not following directions in posting, resumes or cover letters clearly written for a different job posting.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they work with others
How many pages should each of these documents be?
Cover Letter: √ Two is ok, but no more
Resume: √ Only One!
What is the most common mistake that people make in an interview?
Not asking questions of us
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
No
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?
Explaining
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?
Nothing specific. We are so small and get so few applications that we pretty much interview anyone that looks close
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Show interest in the library and what it does.
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Rural
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 11-50
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 byfilling out the survey here.
![A photo by Ian Robertson of Dorothy Davies [left],the librarian at the Trenton Public Library. She is holding books and looking at a poster advertising Gilmour & Co. Lumbering Industries near the mouth of the Trent River in Trenton, Ontario.](https://hiringlibrarians.files.wordpress.com/2022/11/39390024425_d26dea9e51_o.jpg)
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