Tag Archives: librarians

by | March 29, 2023 · 10:00 am

“My boyfriend stops me from going on LinkedIn on the weekends”

Nicole Dante is an early career librarian currently in cataloging at an academic library in New Jersey. She has previous experience in circulation and interning at the Library of Congress Law Library. You can learn more about her experience or contact her via her Linkedin.

Your Demographics and Search Parameters

How long have you been job hunting?

√ A year to 18 months 

Why are you job hunting?  

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

√ My current job is temporary

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

Where do you look for open positions?  

INALJ, LinkedIn, Indeed, SLA, LISSA listserv, SCI job boards

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

√ Library vendor/service provider

√ Public library 

√ Special library

√ Other: Law library

What part of the world are you in?

√ Mid-Atlantic US 

What’s your region like? 

√ Urban area

√ Suburban area 

Are you willing/able to move for employment? 

√ No 

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

Remote availability (decided recently), benefits, close to family

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

121 (exact)

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 

√ 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?

Unclear expectations of the position

The Process

How much time do you spend preparing an application packet?

Less than 10 minutes, unless I have to restructure my entire cover letter, in which case over an hour.

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

Double check resume, proofread cover letter if necessary. Once attached, double check they’re the correct documents and send them off.

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?

Less than a month

How do you prepare for interviews?

Research the hiring entity and prepare my own questions

What are your most hated interview questions, and why?

Describing myself in one or two words or why I would be a good fit for a role. Often positions are often described in vague terms on paper so I have trouble describing why I would be good at it.

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  √ Happened more than once 
  • Asked for an accommodation for a disability  √ Not Applicable
  • Withdrawn an application before the offer stage  √ Happened more than once 
  • Turned down an offer √ Happened more than once 

If you have ever withdrawn an application, why?

The role wasn’t a good fit upon further research or my application was in for so long it would no longer work for me.

If you’ve turned down an offer (or offers), why?

I am currently working a temp job and turned down offers for interviews that came in after I got this job.

If you’ve asked for an accommodation, what happened?

I have not asked for accommodations as I assumed they would decrease my chances of getting an interview.

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:

Before I finished my degree, I had been contacted for an interview at a library an hour away from my house. I didn’t realize that’s what was happening though, as I hadn’t interviewed in the field at all and the director had just invited me in to “meet the staff.” I went for the first interview and everything went great, and so I came back in for the second one with the deputy director and was asked to pitch program ideas and froze for a full minute, tanking the interview. At the time I was mortified, but it was a good learning experience! The director also never followed up with me to tell me I didn’t get the job, which I thought was kind of rude.

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

Follow up with candidates! I don’t care if it’s to turn me down, I rarely hear back from anyone.

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed

√ I’m frustrated 

√ I’m running out of money 

√ Other:  I’m genuinely thinking about leaving the field and starting a podcast

What are your job search self-care strategies?

My boyfriend stops me from going on LinkedIn on the weekends

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?

I’m so burnt out from job hunting to don’t know how much energy I would even have in a job once I got one.

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

I’m glad someone is asking questions about this! I doubt I’m alone in feeling this way. I’m excited to read others’ opinions!

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?)

Jan 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?

√ Six months to a year after graduating 

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)?

There is support from my school but it hasn’t been the most helpful. There’s a job board and a LinkedIn group but I haven’t found a job through it.

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

My biggest tip is to come up with programming ideas and keep a notebook of them! Public libraries will ask for them and I’ve done 3 presentations of programs in public library interviews. Always keep them on hand.

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by | March 28, 2023 · 12:37 pm

Reminder: Report Your Interview Questions or Your Salary (or Read What Others Have Reported)

Have you been on a library interview recently? Or are you prepping for one?

Sounds like you could use The Interview Questions Repository!

This resource holds questions that people were asked in interviews from more than 550 respondents over nearly a decade.

Click on the upside down triangle to the right of the question in the header row to sort by things like interview type, position, etc.

Please help this resource grow! Share the link widely with your friends and colleagues and if you’ve had a library interview recently, report the questions you were asked.

Interested in viewing Salary Info from more than 300 LIS workers? The second page of the Interview Questions Repository shares that data. If you are interested in adding your own salary info, please use this form.

If you have feedback, I’d love to hear it. Please feel free to email me or use the contact form.

Please note: The links should give you everything you need – please use and share those rather than requesting access through Google Drive. You can always find these links in the static pages listed in the tabs up top (Interview Questions and Salary Info).

yellow compact shelving
A View of the Yellow Repository. The National Archives (UK), CC BY 3.0 https://creativecommons.org/licenses/by/3.0, via Wikimedia Commons

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by | March 28, 2023 · 11:00 am

“Having someone like a mentor to debrief with or talk about the interview process is crucial because they can answer any questions, even ones you may think are dumb.”

Crissandra George graduated from the University of Mississippi in 2019 where she received a Bachelor’s in Linguistics, Spanish, and a minor in Swahili. After graduating from the University of Mississippi, she decided to attain her Master’s in Linguistic Theory and Typology from the University of Kentucky in 2022 and will have completed an additional Master’s degree in Library and Information Science from the University of Kentucky in Spring 2023. After graduating this Spring, she will begin working as the Digital Collections Manager Librarian at Case Western Reserve University.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Other: Just finished job hunting- total time was around 6 months

Why are you job hunting?  

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

Where do you look for open positions?  

ALA Job List, LinkedIn, HigherEd Jobs, Chronicle of Higher Education Jobs, ARL jobs, 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 

What part of the world are you in?

√ Southeastern US 

What’s your region like? 

√ Urban area 

Are you willing/able to move for employment? 

√ Yes, to a specific list of places 

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

Salary that fits experience, tenure/promotion-track, mid-large academic library

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

10-12 approximately

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

√ Pay well 

√ Having a good reputation 

√ Funding professional development 

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

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

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

too vague of a job descriptions, indicators of a toxic environment (wording and interactions within virtual in-person interviews)

The Process

How much time do you spend preparing an application packet?

2-3 hours

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

Adjustment of Cover Letter and CV  tailored to job description, research of the library’s mission/vision/values/etc, proofreading, ensuring all documents are completed including additional documents that may be asked

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?

2-6 months

How do you prepare for interviews?

research the institution, research the library, research all involved in the interview, take notes, prepare questions, review prepared questions, look into any background information that may be helpful and continue preparing for a few days if possible. 

What are your most hated interview questions, and why?

“What would be a reason that people may not like you or work well with you?”

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  √ Happened 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  √ Happened once  
  • Turned down an offer √ Happened more than once  

If you have ever withdrawn an application, why?

I had two final in-person job interviews very close together, which made their time frames in the interview process very similar. One institution contacted me first with an offer and after some further discussion and negotiation, I had not heard yet from the other institution, so I gladly accepted the offer. Due to this, I had to withdraw my application at the other library that I had not heard back from. 

If you’ve turned down an offer (or offers), why?

It was not financially viable at the time and little flexibility was given in the relocation time.

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:

For one of my job interviews, the library sent a driver to pick me up from the airport. As I was talking to the driver, he asked me about the job, location, and other information. During the drive to the hotel, he said “You want this job right?” I enthusiastically said “Yes!” and he said “Well you go in there and show them how much you want this job, but also show them why they want you too.” It really affirmed the idea that interviews go both ways, which before I always thought was a myth made up by employers haha! It was a very memorable moment that inspired me and gave me a lot of confidence. 

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

Transparency in the job description as much as possible. Additionally, communicate as much as possible throughout the process. Make sure the candidates know what to expect throughout all steps of the process. 

You and Your Well-Being

How are you doing, generally?

√ I’m optimistic 

What are your job search self-care strategies?

treat myself after interviews or applications

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?

Set yourself up as best you can with research and preparation. The rest is just being you. People hire people, so after you ensure that you have the qualifications, employers are only looking to see if they can work with you and can picture you as their colleague.  

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?)

May 2023

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

√ Six months before graduating with my MLIS/other LIS degree 

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 

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

I definitely got support, guidance, help, and advice from my library school and the librarians in the library that I have an assistantship with. 

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

It is stressful and difficult applying for jobs within this field. The process is long, grueling, and ultimately feels like another job within itself. Also, there is such a wide range of expectations that vary even between libraries, so being prepared is key in my opinion. Additionally, having someone like a mentor to debrief with or talk about the interview process is crucial because they can answer any questions, even ones you may think are dumb. As graduates, we don’t know what we don’t know, so reach out and ask as many questions as you can. I remember asking a librarian before my in-person interviews “Am I allowed to bring a water bottle to these interviews?” (While also being in shock that the interviews are all-day).” I felt like this was such a dumb question along with other small things I asked, but she assured me they are not dumb because this employment process is not talked about in classes and there is no way we would know these things as students without asking. Finding someone to ask these questions can better ensure you are prepared and less anxious throughout this already stressful process. 

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by | March 27, 2023 · 10:00 am

“I’m currently working as an independent archivist with my own freelance business.”

Headshot of Alexandra Cook, who has curly red hair and a big smile

Alexandra Cook has a bachelor’s from Hood College, and an MLIS from the University of Maryland. Her past experiences include working in local historical societies and state archives, as well as performing freelance archival work. Some of her areas of interest include: digital curation, community archives, human rights archives, and archival consulting. 

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 unemployed 

√ Looking for remote/virtual work (or at least hybrid)

√ My current job is temporary

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

√ I need more flexibility in my schedule (to care for dependents or otherwise)

√ Because I reassessed my priorities after COVID 

Where do you look for open positions?  

SAA, ArchivesGig, ALA JobLIST, Google

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

√ Library vendor/service provider

√ Public library

√ Special library 

What part of the world are you in?

√ Mid-Atlantic US 

What’s your region like? 

√ Urban area

√ Suburban area

√ Rural area 

Are you willing/able to move for employment? 

√ No 

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

Remote/hybrid, located close by, good benefits and salary 

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?

If it doesn’t say that remote/hybrid options are available 

The Process

How much time do you spend preparing an application packet?

It depends, but it can take me at least a day, or a week at most

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

I usually work on my resume and cover letter simultaneously

How do you prefer to communicate with potential employers?

√ Email 

When would you like potential employers to contact you? 

√ To acknowledge my application

√ 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?

It might be unrealistic on my end, but I like to have an idea of where I stand after about 5 to 6 weeks after sending my application in. 

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 the majority of the time or always 
  • Asked for an accommodation for a disability √ Not Applicable
  • Withdrawn an application before the offer stage √ Not Applicable
  • Turned down an offer  √ Not Applicable 

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed 

√ I’m frustrated 

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?)

2020

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?

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

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

√ Contract 

√ Other: I’m currently working as an independent archivist with my own freelance business. This current project started as my field study requirement before graduating, and I’ve continued on since.

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

I found my current project through my program’s email list. I haven’t really reached out to my university since then, but I have been receiving job notices through the listserv. 

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by | March 26, 2023 · 10:00 am

“You have to take breaks, especially if you are employed and looking.”

Hunting Giraffe, Kalahari.' Author of work: Lulu Farini. via National Archives
Hunting Giraffe, Kalahari.’ Author of work: Lulu Farini. via National Archives

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?  

√ Looking for more money 

√ I want to work at a different type of library/institution 

√ My current job is awful/toxic 

Where do you look for open positions?  

ALA Joblist CA/OR listservs

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 

√ Public library 

√ Special library 

What part of the world are you in?

√ Western US (including Pacific Northwest) 

What’s your region like? 

√ Suburban area 

Are you willing/able to move for employment? 

√ Yes, within my country

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

Salary, benefits, flexibility (hours/responsibilities)

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

Estimate 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 

√ Prioritizing work-life balance

√ Other: Training / onboarding plan for first 90 days

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?

Too many responsibilities listed, weird statements about humor, smiling, or atmosphere. 

The Process

How much time do you spend preparing an application packet?

24-48 hours

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

Research institution & library. Check the coworkers publications/presentations. Think about what they need & what I can offer them. Update resume, write cover letter, begin filling out application, notify my references that I’m applying for the position 

How do you prefer to communicate with potential employers?

√ Phone 

When would you like potential employers to contact you? 

√ 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?

Anywhere from 1 month to 6 months

How do you prepare for interviews?

Do a mock interview with a friend. Select good stories to tell. Make sure to end on a strength.

What are your most hated interview questions, and why?

Tell us a joke – weird question to ask.

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  √ I don’t know  
  • 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 √ Happened once 

If you’ve turned down an offer (or offers), why?

Received a better salary from another job I’d applied for. 

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

Post salaries, provide interview questions ahead of time. Require teaching assessment of the hired librarian, but don’t have top 5 applicants teach.

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed

√ I’m despondent

√ I’m frustrated 

What are your job search self-care strategies?

Stop applying after a while. You have to take breaks, especially if you are employed and looking. Counting my blessings.

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by | March 26, 2023 · 10:00 am

“We all have to say MANY TIMES to ourselves that a failed application or interview is not a referendum on our worth as a human being. The variables are legion and arbitrary.”

Hunting Season, 1918
Hunting Season, 1918

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?  

√ I’m unemployed 

√ Looking for more money 

√ Because I reassessed my priorities after COVID 

Where do you look for open positions?  

Google Job Search, LinkedIn

What position level are you looking for?  

√ Requiring at least two years of experience 

√ Department Head

√ Senior Librarian 

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

√ Academic library 

What part of the world are you in?

√ Mid-Atlantic US  

What’s your region like? 

√ Urban area

√ Suburban area 

Are you willing/able to move for employment? 

√ No 

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

A match to my skill set, appropriate salary, respect 

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

one

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 EDI work 

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?

Reputation, lack of current staff diversity

The Process

How much time do you spend preparing an application packet?

3-4 days

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

Update CV, research institution, complete application forms, talk to colleagues about institution, carefully re-read posting, compose cover letter, communicate with my references.

How do you prefer to communicate with potential employers?

√ Phone for good news, email for bad news 

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?

It takes forever. I have zero expectations.

How do you prepare for interviews?

I spend a lot of time reading about the institution and talking to my network about people we know who work there. I’ll check out the campus’ subreddit and look closely at library program efforts and projects of related departments (tutoring/writing center) 

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  √ Not Applicable
  • 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?

Be transparent about time frames. Experienced librarians have performed searches, we know how it goes, so please don’t use optimistic time frames, be honest.

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed

√ I feel supported in my search 

What are your job search self-care strategies?

Diligence and a parallel non LIS job search 

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?

Job hunting is terrible. We all have to say MANY TIMES to ourselves that a failed application or interview is not a referendum on our worth as a human being. The variables are legion and arbitrary.

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by | March 24, 2023 · 11:00 am

Further Questions: What are you doing for COVID safety during in-person interviews?

Every other week or so, I ask a question to a group of people who hire library and LIS workers. If you have a question to ask or if you’d like to be part of the group that answers, shoot me an email at hiringlibrariansATgmail.

This week’s question(s) are from a reader over on Mastodon (Hiring Librarians is at glammr.us/@hiringlibrarians

I would love to hear how hiring orgs are making it COVID-safe for people to do in-person interviews. What happens if a candidate says, thanks but I don’t want to have lunch with the hiring committee indoors in a restaurant?

Amy G., Head of Adult Services: In my area (Metro Detroit) COVID accommodations aren’t really the default anymore, so I could see how a candidate might be nervous and wonder what they’re walking into. However, just because our library no longer requires masks of users or employees, that doesn’t mean we aren’t open to accommodating job candidates. Our interviews don’t involve visiting outside establishments and are all conducted in-house. If a candidate prefers that their interviewers wear masks, we’re happy to accommodate. Moving beyond the interview could be trickier, as we’re a public library whose employees work with the public, and our state and local government no longer support mask mandates. I do have employees who still mask, and we do what we can to support them.

Head shot of Laurie Phillips, Who wears burgundy glasses and is posing in front of a bookshelf

Laurie Phillips, Associate Dean of Libraries, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans: I think we would do whatever is comfortable for a candidate. If we need to meet over Zoom or outdoors or wear masks, we would accommodate what we needed to do. We are doing far fewer meals for searches these days. They’re expensive and the process with multiple candidates can be exhausting, without much payback, for the search committee. For our last search, our finalist came in to meet all of us in person and we just had pastries and coffee in a conference room. We didn’t want to hire someone we hadn’t met in person. The candidate happened to be local, but we would have brought in a finalist either way. 

Headshot of Jimmie Epling, who wears a suit and glasses and smiles into the camera

Jimmie Epling, Director, Darlington County Library System: We can acknowledge there are those seeking employment who have lingering concerns regarding the possibility of COVID infection. Each institution must decide, based on the latest information, the degree it can accommodate an individual candidate concerned about the possibility of being infected by COVID, not only in the interview process, but even more so in the workplace.

Those libraries with an interview process that includes a lunch with an interview committee must decide on the actual value of such a meeting before interviewing candidates. If the library determines it is an important part of the hiring process, than it is mandatory for all candidates to assure consistency and fairness in the hiring process.

Consider this….if a different candidate for the same position wanted to do an interview via ZOOM and not in person out of concern for possible exposure to COVID, would you accommodate that candidate? Likely, you would not.

In the scenario described, can we assume an indoor interview was scheduled previous to the lunch interview? If that was the case and the candidate accepted the pre-lunch indoor interview, then in both situations, a reasonable accommodation would be to allow the candidate to wear a mask. If the candidate had no issue with not wearing a mask in the pre-lunch interview, then why the need for an accommodation at the lunch interview?

Headshot of Alan Smith, who wears glasses, a tie and suspenders

Alan Smith, Director, Florence County, SC Library System: We do our in-person interviews in a larger room with enough space for the interview panel and candidate to distance themselves. Members of the interview panel are usually masked, though it depends on who is on the panel, and we explicitly tell candidates that it is okay to continue wearing a mask, if they have one. We have had a few candidates ask about COVID precautions beforehand.

All our interviews are done in a meeting room at the library. The only position for which an interview might include something like a restaurant meal is mine, as Director. In that case a Board committee would be conducting the interview, so I can’t speak for them, but I imagine they would inform the candidate that this position has to frequently attend community meetings, County Council, legislative hearings, etc., where COVID precautions are non-existent yet attendance isn’t optional. I hate that this is the case, and I’ve done my best to advocate for remote or hybrid meetings whenever possible.

Julie Todaro, Dean, Retired: This is a difficult question to answer as we all know there are no absolutes. So – more so for the future – I would urge those reading and considering the issues to check the date on the answer to see where the world/world-of-work “is” with pandemic protocols. For the next 1 to 2 years; however, I would have these possibilities in place. And – although many don’t prefer this approach to sharing this information (!) a list is the best way to share the content.

1. I am pleased to see applicants concerned and I am pleased to see people ask about protocols in general. I would caution employers; however, to note:

  • What is the overall flexibility of applicant that is, someone who will ONLY do a series of things may have a broader range of issues and if your institution can’t meet these needs, they should make that clear. Specifically:
    • One would hope the applicant would be just as concerned about and express equal concern for the safety of others (peers, users/clients, etc.)
    • Applicants should be told what the interviewing process is overall and talk about the evolution of changes and returning to the workplace so the exchange is realistic.
    • Organizations should be clear that the questions asked of the applicants are identical for all applicants – therefore – conditions should not cause some applicants to have more of an advantage, etc.
    • Committee chairs or Human Resources (HR) should take care to speak of applicants equally so committees or hiring teams are not prejudiced against applicants asking for changes in the process or venue.

2. HR should review their entire process to offer options or scenarios of interviewing for the entire process – lunch included. This should include:

  • How many interviewing team members are required to participate? Can there be a temporary number for fewer people to allow for easier scheduling, identification of venues, size of table or area at lunch? etc.
  • Should there be a requirement of service protocols such as vaccinations status (allowing people unvaccinated to participate but wear a mask, etc.? of team members? tour guides? lunch companions? applicants?)
  • HR should create a menu of options for applicants to determine what IS possible? or specifically what is the comfort level?
  • HR should create a discussion structure for applicants so answers to questions about venue, etc. to make sure no one violates HIPAA rights of applicants, team members, etc.

Issues

There may well be problems finding a public food venue that conforms to needs such as health or vaccination status of waitstaff, etc. the presence of outdoors service? is it too hard to plan for weather permitting or the weather at all? That is, obviously an interview in Minnesota in the dead of winter may prohibit the outdoors event. 

What happens if an applicant makes comments that are counter to the processes/beliefs/values of the organization…about vaccinations? protocols? and how is this handled with interviewing team members? management?

Recommendations

Determine the reason for all aspects of the interview process and any possible issues due to wellness.

  • What is the “reason for lunch” before deciding if or how it will be changed or included. That is, is this the time peers and subordinates might observe peer or service interactions? Are there limited chances for others with applicants? Once the reasons for lunch are determined teams should discuss – is it really needed? is there another way to to handle things such as
    • No lunch at all…provide lunch for applicant but alone or with one other person, etc.
    • Box lunch it at the primary interview venue to allow for the organization to control the timing, those involved, etc.
    • Plan a light reception that allows for people to come or not, interact or not, distance as needed, etc. 
  • Can the teaching or presentation or program given by applicants be given to the same team or does an audience need to be brought it?
  • Can tours of spaces be prior to opening or after closing?

Processes should be clearly communicated to applicants so they will understand what the organization did/does and will do such as:

  • The PPE used for teaching or program presentation for staff is in place needed (or – in addition – youth programs or tech classes do not have an “up-close” interaction component “at this time.”)
  • Public and staff interactions take place – if desired – with PPE used as users or staff decide/offer. (Clear barriers, safe distancing, etc.)

Finally, each organization should have a summary of how they DID operate during the pandemic to inform not only potential staff but also patrons/clients as well as ongoing changes they might have made. This summary should also have content on what might cause the organization to move to certain levels or stages of advanced protection again as well as how the organization performs – now institutionalized – daily health and wellness protocols. 

If you’re a job hunter I have a survey for you! Will you please fill it out?

If you’re someone who hires LIS workers, the current survey is still open. There’s also a mini survey on cover letters.

And if you’re in either or neither of the above categories but you have your own personal professional website, here’s a survey for you!

Other ways to share your thoughts:

If you have a question to ask people who hire library workers, or if you’d like to be part of the group that answers them, shoot me an email at hiringlibrariansATgmail.

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by | March 23, 2023 · 10:00 am

Author’s Corner: Professional Development for Librarians

Welcome back to Author’s Corner! This series features excerpts or guest posts from authors of books about LIS careers. 

In this installment, we hear from Mary H. Moen and Sarah A. Buchanan, the editors of a book about keeping our skills sharp and our knowledge up to date. In addition to the stated benefit of a continuing education course, Moen and Buchanan point out some of the additional benefits for our career development. 

If you’re interested in reading beyond this post, the citation for the book is:

Moen, M. H. & Buchanan, S. A. (Eds.). (2020). Leading Professional Development: Growing Librarians for the Digital Age. Libraries Unlimited. 

Continuing education for library professionals is a shared endeavor of professional organizations, graduate schools, and employer libraries. Continuing education programs today have diverse characteristics and are ever-evolving as online learning networks, in-person workshops, study abroad immersions, service-learning coursework, digital badges, and combinations thereof. 

Skills Development: Where to Turn

Library professionals seeking to enhance their skills can choose from many source providers who specialize in teaching information literacy and/or serving one’s community through public programming. A set of papers engaging with recent initiatives was grouped for presentation in Denver, Colorado at the February 2018 ALISE Annual Conference – a key national venue for library education research (that was till then co-located with the ALA Midwinter Meeting). There, one of our audience members was Dr. Blanche Woolls who expressed her appreciation for the “necessary” research having been done about the initiatives’ educational contributions, and also her interest in seeing a “good, practical book on providing professional development.” Dr. Woolls provided steadfast guidance – and expert indexing – to our resulting editorial collaboration on Leading Professional Development (2020). Together we recruited authors and reviewers, ensured reviewer comments were addressed by authors, witnessed the emergence of new ideas, and contributed a preface reflecting thematically on the chapters in the current learning environment. When we returned page proofs on Wednesday, March 11, 2020 to our Editorial Project Manager, the global pandemic was just encroaching and soon it would redefine libraries the world over. Yet rereading the book in 2022-23 at the gracious invitation of Emily Weak now offers us many useful reminders of what specific learning activities might best serve one’s changing needs in our changing times – e.g., we have each recently graduated students whose entire MLIS education was completed online, and have taught others in both in-person and hybrid modalities. Each program or course offers everyone – student and teacher alike – a chance to incorporate the new “tips, ideas, and proven solutions” (Catherine Hakala-Ausperk in Public Libraries magazine 60.5, 2021) that are generously presented by the chapter authors.

Lifelong Learning Resources

In addition to choices in modality, new professionals can choose from providers for their learning experiences that may be based in universities like ours, in state and municipal workforce departments, and/or in professional societies. The introductory chapter establishes how the library profession sustains itself through the twin avenues of career development and outward-facing engagement. Its overview of the book demonstrates how each program, detailed further in an individual chapter, successfully engages the learner by “networking” them into community resources – including fellow professionals at all career levels – and encouraging learners’ continued engagement with pressing social and cultural issues. Four trends – digital technologies, practical tips, building community, and experiential learning – that are examined across the subsequent chapters facilitate productive transformations between the theory and practices of lifelong learning that we see as so central to modern librarianship. Today we appreciate the insights still to be gained from wider participation in such programs: both as presented and in the evolutions that have occurred since their writing and which are sure to continue. Given the ALA’s cumulative estimate that over 350,000 people work in paid library positions (per 2018 statistics), there is sufficient demand along each of the dimensions of modality, provider, and topic preference for many programs, including those discussed in the book, to be sustained and continue meeting future needs. We see a role for every kind of learner and provider in bettering both the world of libraries and the worlds they serve.

Dr. Moen is faculty in the Graduate School of Library and Information Studies, University of Rhode Island. She has been a school librarian and program director of the Media Smart Libraries program at URI: https://mediasmartlibraries.uri.edu/home.html . 

Dr. Buchanan is faculty in the iSchool, University of Missouri. She has been a librarian and archivist and advises the Public Broadcasting Preservation Fellowship at MU: https://education.missouri.edu/information-science-learning-technologies/2020/09/18/digitization-station/ .

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by | March 21, 2023 · 10:00 am

“If you show up in jeans looking like you just walked through a tornado, you’re crossed off the list immediately.”

The president of the Russian state library Victor Vasilevich Fyodorov. Just, CC0, 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 hiring practices. I invite you to take what’s useful and leave the rest.  

This person hires for a:

√ Public Library

Title: Assistant Director

Titles hired: Adult/YS Reference Librarian, Teen Services Coordinator, Library Aide, Library Page

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

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? 

√ No

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

When a position opens up a job description is prepared and approved, then advertised by the state library online. The admin team collects applicants and reviews them to see who we want to interview, then convenes a hiring panel of relevant individuals (usually the supervisor of the position and the director/assistant director) with a third for Librarian and higher level positions. Candidates we select to continue do a background check and a city mandated occupational fitness exam, references, and then receive an offer letter. Librarian and higher level positions generally require a second interview.

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

The last candidate for one of our librarian positions had many fantastic ideas for the youth space that they spoke fluently about in the interview. It was clear that they had put a lot of thought into the position and wanted it for what it entailed rather than just because it was a job.

Do you have any instant dealbreakers?

Unpreparedness or untidiness at the interview. If you show up in jeans looking like you just walked through a tornado, you’re crossed off the list immediately. If you’re doing a remote interview, clean your room before turning the camera on! I also very much am not inclined to hire anyone who doesn’t have anything to ask the interviewers at the end of or during the interview. Asking questions shows you’re engaged and interested in what the position entails.

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

How many pages should each of these documents be?

The true reason for why you applied with us. It’s 100% okay to say it’s just because you saw the listing online and you feel like a good fit, we don’t need a made up story about how our library has always been a dream for you! (Unless of course it actually has, in which case, go right ahead!)

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 practicing responses. There’s a wealth of sample questions at various places online, you should at least have a fluent response prepared for “Why do you want to work for us?” or “Tell us about yourself.” and similar basic questions. Should also run through some scenarios and questions specific to the position. I think a lot of people try to wing their interviews without really preparing beforehand, and it shows.

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

Tidy room (or blurred/green screened BG). Tidy appearance. Treat it exactly like you would an in person interview. But most of all make sure you have a decent quality microphone!

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?

Research what goes on in a library and relate the work through equivalencies. Stocking shelves at a grocery store can have many parallels to keeping shelves in order in a library. Caring for children at a daycare can be very relevant to working in Youth Services. There’s parallels just about everywhere, use your skills to both show you can do the work well but ALSO that you understand what work in a library asks of you.

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?

Trainings and conscious effort. Our region of the country is not terribly diverse, but we absolutely hear and hire diverse candidates, and I’m not aware of any context in which discrimination exists in our hiring process.

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

I always like to hear a candidate ask about the interviewers. “What brought YOU to this library?” “What do YOU like about working here?” as it will give the candidate a great picture of what it’s like working there and also is a great way to start a candid conversation in an interview. Never be afraid to make the interview a two way street, it doesn’t have to be just rigidly structured single direction questions. I also like for them to ask about what sort of projects/tasks the candidate would be expected to take on immediately, as it shows initiative and interest in the role.

Additional Demographics

What part of the world are you in?

√ Northeastern 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

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

The job market for librarians can be rough if you only look locally. I always advise aspiring librarians to look nationally (or even internationally, as an ALA approved MLIS isn’t just good for the US but Canada too!) for good opportunities. If you widen your search, and are open to a faraway move, it can actually be relatively easy to find a job! I’ve worked in all four corners of North America and two countries while climbing up through libraries, and compared to trying to search for a job just where I was, it’s a relative breeze.

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by | March 19, 2023 · 10:00 am

This is how the system is designed. It’s heartless and cruel. You are not a bad job prospect.

Goose hunting in Klamath County, Oregon, OSU Special Collections 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?  

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

√ Looking for remote/virtual work (or at least hybrid) 

√ My current job is awful/toxic

√ I’ve been threatened at my job or had to deal with hostility/danger/scary behavior from the public or coworkers 

√ I need more flexibility in my schedule (to care for dependents or otherwise)

√ Because I reassessed my priorities after COVID 

Where do you look for open positions?  

INALJ, Linkedin, Twitter, TLA JobList, Libgig

What position level are you looking for?  

√ Requiring at least two years of experience 

√ Senior Librarian 

√ Clerk/Library Assistant 

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

√ Academic library 

√ Library vendor/service provider

√ Public library

√ 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, within my state 

√ 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?

Better pay, good benefits, more stability, to get away from coworkers I neither trust nor feel comfortable being around.

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

I estimate six jobs, so far. The last time I tried looking it was almost 2 dozen, before I gave up and stopped. It was too self-harmful.

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

√ Other: Disclosing accurate salary

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?

Describing an environment as a family, lack of good upward mobility for staff, lack of living wages for library staff.

The Process

How much time do you spend preparing an application packet?

2-3 hours

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

Resume then reference contacts then cover letter. I need to spend the most time on the letter.

How do you prefer to communicate with potential employers?

√ Other: I’d prefer any communication honestly. Many do not bother to at all, or leave it to me to log back in to their job site to see I’ve been rejected.

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 

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?

I honestly have no clear idea — sometimes I hear back within 3 months, others it’s been closer to a year. I’d like for them to provide an ideal timeline, and then notify if something is taking longer than normal.

How do you prepare for interviews?

Reading up on the workplace, studying where it is. 

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 √ Happened once

If you’ve turned down an offer (or offers), why?

The offer was the chance to apply to a job, and the listing did not include salary or relocation costs.  

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

Employers have so many transparency issues it’s mind blowing. It feels purposefully designed to maximize anxiety and make people question their self-worth, to the point of desperation. Somehow, a workforce entirely of people devoted to information is god awful at providing it.

You and Your Well-Being

How are you doing, generally?

√ I’m maintaining 

√ I’m frustrated 

What are your job search self-care strategies?

I go for long periods without looking at all. I also tell myself that I can simply leave this profession and start over since my student loans are forgiven.

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?

That it isn’t just them who faces this. This is how the system is designed. It’s heartless and cruel. You are not a bad job prospect.

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?)

2015

When did you start your job search?

√ After 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  

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

No. They asked me for money. 🙂

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

The amount of entry level positions that want intern experiences is awful. Part time students who work while they attend school often can’t GET internships, so we’re left with another hurdle in front of us.

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