This anonymous interview is with someone who hires for:
√ Other: Graduate Medical Education
Title: Director, Knowledge Management & Scholarly Communications
Titles hired include: Research Publications Coordinator, Education & Digital Initiatives Specialist, Medical Writer, Medicare Editor
Who makes hiring decisions at your organization:
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ CV
√ Proof of degree
√ Supplemental Questions
√ 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:
Create job description, send to compensation, send to recruiter, review applicants meeting requirements, interview applicants, extend offer to prefer candidate via recruiter
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
So very knowledgeable about information systems and architecture
Do you have any instant dealbreakers?
No energy, doesn’t ask questions
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they got along with co-workers
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this
Resume: √ Only One!
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 asking questions
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. It is really no different than an in-person meeting
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?
Provide examples of happy clients and successful projects. Have a good answer to “Why should I hire you”?
When does your organization *first* mention salary information?
√ Other: Salary discussion is handled by the recruiter
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
Lots of training, practice interviews
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Leadership/management style, culture, team and individual expectations
Additional Demographics
What part of the world are you in?
√ Southeastern 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?
√ 201+
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