Tag Archives: jobhunting

It is still very much WHO you know not WHAT you know.

Christchurch libraryThis anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has been hired within the last two months, and has been looking for a new position for More than 18 months. This person is looking inAcademic library, Archives, Library vendor/service provider, Public library, School 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:

3 years @ Melbourne Museum – Volunteering in Customer service, Library and Digitisation 6 month internship @ Melbourne Museum – Doing research in the Humanities department 1 month internship @ the Parliamentary Library, Canberra – worked in collection management, digitisation, databases and media services, customer service and coding.

This job hunter is in a Urban area in Australia/New Zealand and is willing to move Anywhere.

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

A good salary, professional development opportunities and career progression.

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

Networking with people, attending library related events, Linkedin, ALIA job board, libraryjobs.com.au

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

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

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

Anywhere from 1-2 days to a couple of hours each day through-out the week.

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

  • Other: stretched the truth

When would you like employers to contact you?(Please select all that apply)

  • 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

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)?(Please check all that apply)

  • Tour of facility
  • Meeting department members/potential co-workers

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

Be clear in the position description about the responsibilities of the job. Be clear in the interview about the type of person/personality you are looking for the interview.

What do you think is the secret to getting hired?

It is still very much WHO you know not WHAT you know.

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

Good direct questions, easy to answer.

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Filed under Academic, Archives, Australia/New Zealand, Entry Level, Job hunter's survey, Public, School, Special, Urban area

I have applied for many jobs and never even gotten a phone interview

PhC42.Bx17.Hunting.F13This 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 Less than six months. This person is looking in Academic libraries, Library vendors/service providers, Public libraries, and Special libraries, at the following levels: Requiring at least two years of experience, and Other: Anything I’m qualified for.  This job hunter is in an urban area, in the Midwestern US, and is willing to move anywhere.

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

Interesting and challenging work
To know my contributions are valued
Good pay

Where do you look for open positions?

LinkedIn
ALA Joblist
Higher Ed joblist
Library websites

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?

It depends. Sometimes hours are spent rewriting my resume and cover letter.

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
√ 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)?

√ Other:  I wouldn’t know. I have applied for many jobs and never even gotten a phone interview

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

I really don’t know anymore.

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

Contact everyone who applies with something other than a robo-email to acknowledge their application.

What do you think is the secret to getting hired?

You have to know someone who works there for them to pull your application out of the pile and be your advocate

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, Job hunter's survey, Midwestern US, Special, Urban area

sometimes the best employees come from outside a social circle of the Friends

This 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 Less than six months. This person is looking in Library vendors/service providers, Public libraries, School libraries, at the following levels: Requiring at least two years of experience, Supervisory, Department Head, Branch Manager. This new grad/entry level applicant has internship/volunteering experience:

I worked for 2 years in an academic library, specifically the computer labs and as an assistant to an art history professor with building a digital slide library. After graduating from college, I worked 16 months at one library, then 3 years at another – both working in teen services.

 This job hunter is in a rural area, in the Southern US and is willing to move anywhere.

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

Technology focus, rural setting, east coast

Where do you look for open positions?

State Library website

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

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

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

Thirty minutes to an hour, depending on what the job is and how I want to present my information (research, updating info, etc)

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

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)?

√ Tour of facility
√ Meeting department members/potential co-workers
√ Meeting with HR to talk about benefits/salary
√ Being able to present

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

Look beyond the community they serve; sometimes the best employees come from outside a social circle of the Friends and are often the most eager for the job.

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

Start with a tour of the facility!

What do you think is the secret to getting hired?

Being familiar with the area that you’re applying to, even if all you’ve heard is things via word-of-mouth. Show interest in the community you want to serve and give evidence why.

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!

Leave a comment

Filed under Job hunter's survey, Public, Rural area, Southern US, Special

I prefer to work with some of the newest and latest technology available

HUNTING TRIPThis anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has been hired within More than 18 months. This person is looking in Academic libraries, Archives, Library vendors/service providers, Public libraries, and Special libraries, at the following level: Entry level. This new grad/entry level applicant has internship/volunteering experience

I completed a research internship doing psychological research for 4 months. I spent 4 years doing toastmasters. I founded and was president of a group that did mental health promotion and created scholarships for people with mental illness. I did job shadowing in an emergency department for 4 months. I spent 3 years doing campus late night escort and crime watch volunteering. I taught science to elementary students for 4 months. I volunteered at an art gallery for 3 years.

This job hunter is in an urban area, in the  Canada and is willing to move anywhere.

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

I have five, and don’t think I can really summarize it in 3.

1) Challenging/Fulfilling work environment – I get bored very easily and need to work in a job where I’m constantly challenged, engaged, presented with new tasks, and given the ability to evolve. I don’t like easy work, sounds weird, but boredom is the death of me, as is sitting around doing nothing. It would also be a positive if there is time allocated for professional development.

2) Facilities/degree of development of facilities – I prefer to work with some of the newest and latest technology available. This preference goes hand in hand with my desire for challenging and fulfilling work. I always am reading or interested in learning about new developments, and think the job should be just as much a place to engage with new developments and technology as reading about them in an academic journal. I don’t like to work in antiquated facilities.

3) People – I really need to work with people who are friendly, enthusiastic, and for lack of a better word, really top of the line at what they do. I find people who are pessimistic, don’t try at their job, or who aren’t engaged in their profession to be very frustrating. These sort of people create a culture where “getting paid to do as little as possible is revered, which I think is often grounded in the perception that what you get out of a job is completely commensurate with the proportion of work you have to do per dollar you own. I may be biased in a way, but I do not like laziness, nor do I like it when people are doing something they are uninterested in, or dislike. I am not judging these type of people, but it’s contrary to my personality and to the atmosphere I feel most comfortable with in a job setting. For that reason, I find it preferable to work with enthusiastic, friendly people.

4) Travel – I like to travel, very simply. I would prefer a job where I wouldn’t have to come to the same place every day for the whole year. This includes going to meetings, going to presentation, professional development within a city, but getting to work in a dynamic environment. Basically, I like variety.

5) Money and benefits – Very straight forward.

Where do you look for open positions?

I tend to look for jobs via group LinkedIn groups or job postings. I’ve also gone to my alma mater’s job postings on their online career services. I tend to visit government websites as well, as they generally hire for a wide variety of skills, and I’m usually qualified for a subset of those jobs. The government of Canada is another great resource. For some positions, I ask friends directly about positions in their industry. I’ll often go to professional networking events as well, including local business and young professionals networking dinners. I also enjoy going to toastmasters, as you get a chance to showcase, personally and in an intimate setting, your skills. In addition you get to personally know potential employers or partners, or investors in a personal business.

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

√ Other: Yes, creates transparency, and lays out employer and employee expectations, so as not to effect other aspects of the hiring process.

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

When I apply for a new job, I usually spend some time reading the companies website. Some of the things I look for are what projects the company is engaged in, the various locations the company may be operating in as I’m interested in travel or working in different locations. Another important thing I do is to get different views of the company by reading some web sites of the companies subsidiaries or alternative websites geared to a different population (business partners rather than the general public.)

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

√ Yes

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

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
√ Being taken out to meal
√ Meeting department members/potential co-workers
√ Meeting with HR to talk about benefits/salary
√ Being able to present

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

Post in depth descriptions of what they are looking for. I find many job postings are far too vague; many people possess similar or tangental skills but may have a slightly different degree or background. This lack of detail makes it difficult for people to know whether to apply or not, and what experiences they should include in their cover letter. It also makes the companies endeavors more vague, as it is far easier to extrapolate company culture. From detailed job responsibilities, skill requirements, etc. While at times, difficult, it would be nice to have employee accounts of company culture, or to have a couple of employees to talk to before an interview. Clearly stating on the application website that this is standard may increase the sense of trust, and certainty of correct fit for potential applicants.

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

Transparency is absolutely the biggest thing. Clear job expectations, and additional skills or training required to perform the job and any further responsibilities that may arise in the shorter term trajectory of a tenure with the company.

The preferable geographic locations of the work, and if there is any flexibility both in terms of geographic location as well as directly related to the workplace, things like ability to work from home, teleconferencing, the amount of travel required. This information may be helpful for a number of reasons; for example, if you are able to work from home, you may be able to do another job, as long as it doesn’t conflict with your work performance with the job you are applying for.

An understanding of the hiring process, even superficially explained, would be nice, in order to understand the process and to make appropriate decision in relation to our knowledge of how the process is playing out in our own individual situation. This is helpful for many reasons: planning personal events during the hiring process or whether to continue other work during the process.

What do you think is the secret to getting hired?

Putting an effort in to really understand the company. Many of the behaviors and research into knowing whether a company is right for you, in terms of logistics, financial remuneration, work/life balance, company culture, nature of the work, etc. If you put in a great deal of effort to attain this information you will not only do a favor to yourself by making sure you find a job that is the right fit for you, but you will also show potential employers that you are interested and enthusiastic about their company. While skill is certainly an advantage in any situation, life is all about adapting and continually learning. One of the best attributes in my mind is an employee who is able to continually learn, put in the effort to stay at the top of their discipline. Many of these characteristics lead to a multi-disciplinary skill set that can be adapted to many different positions, and remain a valuable asset adapting to the changing requirements for the position they are initially hired for.

If you put this effort in, it is often flagrantly obvious to potential employers. The level of detail in the cover letter, the tailored CV which not only outlines strengths critical for the position and company at hand, but discusses many of the roles of the company, in terms of the roles and responsibilities, in addition to addressing, as I said earlier, how they fit those responsibilities. Finally, by attaining a depth of knowledge about the company before applying, you will, in your cover letter and CV, as I mentioned earlier, will be able to put the direct work responsibilities and your suitability for them in the context of the greater company picture. This shows ambition, and a keenness to adapt to a number of roles in the company, as well as work with people in other departments, divisions, and other members of a team which may have different skills.

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!

Leave a comment

Filed under Academic, Archives, Canada, Job hunter's survey

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!

Leave a comment

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

I’ve had senior colleagues at a former place of employment take credit for my projects and accomplishments

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, Non-library academic and campus units, at the following levels: entry level. Here is this person’s experience with internships/volunteering:

3 years of academic library and research experience. Additional experience in public and special libraries.

This job hunter is in a Urban area in the Northeastern US and is willing to move  It depends on the institution and the job.

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

Responsibilities that aligns with my interests and skills. Colleagues that will motivate, support, and challenge me to grow. Healthy organizational culture.

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 tailor my CV to highlight my most salient experience, research, service, and honors, which can take an hour or two. Cover letters can take anywhere from an hour (if I’ve applied to a similar position before) to four hours. I also spend some time reviewing the library’s and university’s website to determine whether the particular institution would be a good fit for me.

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

√ Other: It depends on whose truth we’re referring to. I’ve had senior colleagues at a former place of employment take credit for my projects and accomplishments. I am truthful, but I recognize that librarianship is a small pond and people talk, so I’m prepared to substantiate the truth through evidence of my accomplishments and experience if needed. Not an ideal situation, but it’s one of the outcomes of working (and leaving) an unhealthy organizational culture.

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

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
√ Other: I prefer self-directed tours of the library and campus.

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

I’m wary of a minimal list of responsibilities that end with “other duties as assigned,” as well as laundry lists of 20+ responsibilities if a percentage break-down of time isn’t included. Be thorough in defining the position, but don’t expect one person to accomplish anything of substance with so many competing responsibilities. Incentivizing your staff to be active in the professional community is helpful. It increases the visibility of your library and could encourage job seekers to apply. I would like prospective employers to provide some support my research-related activities, so having a professionally active staff is an implicit affirmation that I may receive the same level of support. I also find it useful when background information on the institution and library is included in job postings.

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

I have mixed feelings about full-day interviews. They’re a great way to determine whether you’d enjoy working with your future colleagues and learn more about the library and campus culture. However, most entry-level academic librarian positions would not qualify for a faculty appointment using standard assessment metrics (e.g. instructor of record, scholarly impact), so full-day interviews seem to appeal more to academic tradition than is worth the time and expense.

What do you think is the secret to getting hired?

Low standards and expectations? I know that sounds harsh, but most of the positions that align with my interests and skills are very traditional and, quite frankly, boring. I would not be content with a full-time job that consists of standard one-shot instruction sessions, general reference work, and limited engagement with students and faculty.

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

Thank you for creating and overseeing this website! It’s an invaluable resource.

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, Entry Level, Job hunter's survey, Northeastern US, Urban area

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