Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Less than six months
Why are you job hunting?
√ This is the next step after finishing library/archives/other LIS graduate degree
Where do you look for open positions?
Linkedin, indeed
What position level are you looking for?
√ Entry level
What type(s) of organization are you looking in?
√ Academic library
√ Special library
What part of the world are you in?
√ UK
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ No
What are the top three things you’re looking for in a job?
Stable hours, reasonable pay, and a place of work that isn’t at risk of major funding cuts/restructuring
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
Approx 20
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well
√ Having a good reputation
√ Prioritizing work-life balance
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?
Unclear/disorganized job summary that doesn’t give a good idea of the position, extremely negative reviews on glassdoor, if there’s no information available about them online (no website/social media)
The Process
How much time do you spend preparing an application packet?
3 hours
What are the steps you follow to prepare an application packet?
Research the company, Edit my resume to directly appeal to the job requirements, write any application statements that are required
How do you prefer to communicate with potential employers?
√ Email
When would you like potential employers to contact you?
√ To acknowledge my application
√ To tell me if the search is at the interview stage, even if I have not been selected
√ Once the position has been filled, even if it’s not me
How long do you expect the application process to take, from the point you submit your documents to the point of either an offer or rejection?
About a month
How do you prepare for interviews?
Research the company, write out & memorize answers to basic practice questions, come up with questions to ask them about the job and brainstorm my skills that I want to be sure to emphasize in the interview
What are your most hated interview questions, and why?
Questions about personality traits (like “how do you describe yourself” or “what sort of relationship do you want with your coworkers”)
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 more than once
Withdrawn an application before the offer stage √ Happened more than once
If you have ever withdrawn an application, why?
I hated the people I interviewed with
What should employers do to make the hiring process better for job hunters?
Not require such a huge investment of time up-front for entry-level positions. I shouldn’t have to write 3 mini essays as part of my application statement when my resume clearly shows I don’t have the experience to draw from
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining
Job Hunting Post Graduate School
If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)
2022
When did you start your job search?
√ 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?
√ Less than six months after graduating
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)?
Sort of- the school had a jobs board just for relevant jobs but didn’t support other than that
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:
Any tips for out-of-area applicants? How much does the geographic location of the applicant matter to you? Bonus questions: does your workplace offer to cover any aspect of moving costs? What kinds of things should candidates from out of the area ask about/pay attention to in making their decision to move for a new job?
Gregg Currie, College Librarian, Selkirk College: My library is in a rural area, so almost all applicants are from somewhere out of area. The location of the applicant doesn’t matter that much, but they do need to express some interest in living our area. Rural living defeats lots of city people, so I tend to be wary of candidate from say, Toronto, who makes no mention of why rural British Columbia is appealing to them.
If you are applying to a position far away, always good to include a line or two of why the location, as well as the job, is appealing to you.
Candidates should pay attention to housing availability, and commuting times. Is there transit? If you have to drive, are you comfortable driving in the winter?
Sadly, while my relocation costs were covered, we no longer have funding for the moving expenses of new candidates, at least at any level below senior administration.
Hilary Kraus, Research Services Librarian, UConn Library: As an academic librarian, my institutions have generally done national searches, which means we get candidates from all over the country (and sometimes internationally). I’ve heard concerns raised on some hiring committees about whether applicants are really willing to move, whether there may be other family in the mix that would impact their decision (like a two-body problem, where there’s a partner who is concerned about employment in the new location), or whether they’ll back out at the last minute over the relocation issue. I find this frustrating, because it involves making a lot of assumptions about a candidate’s situation and their honest level of interest in the position. I also think local candidates sometimes get a bit of a boost because it’s less expensive to invite them to campus for an interview. It’s not fair of hiring committees to consider where applicants are currently located, but it happens. It definitely helps applicants if they explicitly state something that appeals to them about the move: an interest in the region, reasons why the institution appeals strongly to them, or an enthusiasm for the job that committees can interpret as overriding any concerns about relocation.
From the candidate site, I would recommend doing a lot of research before seriously considering an offer that involves a big move. What’s the cost of living look like? Is there affordable housing to rent or buy that gives you a decent commute? Are there jobs if there are other family members involved? What about schools or other services if you have kids? If you part of a cultural, faith, hobby, or other specific community and those connections are important to you, will you find that in the area where the job is located? What’s the political climate–or even the actual climate (hurricanes? extra hot summers? big snow storms?). And of course, does the job cover any relocation costs? I’ve had a mix of experiences with that, and moving long distances is incredibly expensive and stressful.
Anonymous Federal Librarian: For those that are applying to federal libraries, my only advice is to make sure that you will be happy living in the area where you are applying. Although there are U.S. federal libraries all over the world, most of them are in Washington D.C. or the surrounding area. D.C. is an expensive place to live, and so before even applying to the job, thoughtful consideration should be made to determine if living there is realistic or right for you. Before the pandemic I would say that it was much harder for candidates outside of the DC region to be hired. Our interviews used to be conducted in person with the occasional candidate given a telephone interview. Now all our interviews are virtual, so it makes it much easier. Most of the candidates that apply for the positions where I have been on the interview panel or lead the panel have been in the DC area. I think it’s because of the wide pool of librarians in this area. There are a ton of libraries in the DC area, not just federal libraries, so we get a lot of locals who apply and are qualified. We have offered to people outside the DC area, but we usually get turned down. I don’t know if it’s because of the high cost of living or they just decide not to move, but it has happened. This may have led to a bias against those applying from other areas of the country, but I have made sure to check any bias I may have and evaluate each candidate no matter their location. As for relocation expenses, rarely will you find a government library position that will pay for relocation expenses. The overseas positions yes, that’s expected, but if the job is in the U.S., they will likely not pay for relocation. Positions that will pay for relocation will always state that in the job posting on USA Jobs. The salary for all federal jobs is also posted publicly. Assume if you are offered you will start at the GS level for which you applied at Step 1. You should always look at the locality pay, for example there is an almost $15,000 difference between what someone who is a GS-9 step 1 in Cincinnati makes vs someone in DC. DC will pay more, but it costs more to live here. There is a lot of information on the internet about relocating to D.C. and that is what I would recommend to any candidate interested in relocating here.
Julie Todaro, Dean, Retired :
Any tips for out-of-area applicants? The world of work has changed for out-of-area applicants for so many – given possible online interviewing modes and methods – who can now review a broader range of applicants who might not have been able to travel for the hiring process for whatever reason. In fact, in today’s hiring processes, parts of the process can move more quickly reducing the opportunities for things like advanced travel timelines for reduced fares, allowing for multiple vetting of applicants by more within the organization and applicants can now have multiple opportunities to illustrate their competitiveness! With that said the geographic location of an applicant does not matter to many organizations at all – and – in fact many employers realize their pool is enriched if distances offer:
applicants with unique experience or experience and knowledge of different clientele,
an applicant pool who has had different educational experience (from programs with different curriculum), or,
an enriched workforce with a broader representation of applicants.
With this in mind, applicants might want to:
state upfront why they might be different from existing employees,
identify specific things they might add to an organization such as a different curriculum in their educational qualification or unique experience in organizations or with specific patrons (as identified in the community by the applicant such as a large deaf population and an applicant’s experience with ASL services, etc.),
state they will be “in the area” and can interview in person (if it has been determined that the organization can’t pay or pay much for applicant travel), and,
include in their application/additional letter of interest their proficiency (if they don’t do this already) in online communication as well as the list of software programs and packages they can use/have access to.
Bonus questions: Does your workplace offer to cover any aspect of moving costs? My first thought was to say – “no they did not, for any level.” Given how they operated; however, they might have covered some higher-level applicant costs. When reviewing other HR in other organizations; however, I frequently see the successful applicant being offered a sum of money “not to exceed x amount.” And although funding is still awarded when receipts are presented (in most non-profit or not-for-profit settings) – with that approach the applicant can then choose how they want to spend their relocation funding, etc.
What kinds of things should candidates from out-of-the-area ask about/pay attention to in making their decision to move for a new job? (Note: In my answer I am not including anything about the job, only about the area.) This list gets longer all of the time but includes – at the very least – cost of living reviewed in terms of “rings” or distance from the position such as within x miles, or within x miles, etc.; work opportunities for others who might be relocating with them; housing costs (rental/sale/build); transportation issues/costs (do they need to buy a car? sell their car? do they want to ride their bicycle?); what their “dollar” is worth in the new setting; health issues such as benefits support for general or specific conditions including no specialists, no hospitals, etc.; area “values” such as commitment to EDI, sustainability? i.e. social justice? political climate?; travel to and from that is, if an applicant likes to travel on their off time but it takes a great deal of time to “get to” the work/living location; or social opportunities given the applicants status such as no single people? or they don’t “see themselves” in the community? or they don’t feel their lifestyle is welcome in the community. And finally, the presence or absence of their leisure activity interests such as they are birders and there are no birding areas to explore…they love to ski and they are miles from water or snow! or they are avid gardeners or conservationists, and it is not possible to grow anything.
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.
Portrait de François Lesure (1923-2001). Photographie anonyme, 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: Branch Manager
Titles hired: Branch associates, maintenance
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ Other: Director
Which of the following does your organization regularly require of candidates?
√ Resume
√ References
√ Written Exam
√ Oral Exam/Structured interview
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Phone interview after vetting paper applications, 1st interview with writing assignment, second interview.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
we’re rural so not too much “wow”.
Do you have any instant dealbreakers?
Forgetting their resume or asking me to print it off for them before the interview.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
That they’d get along with the rest of my staff.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Assuming they need to read a lot to work here.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
I haven’t.
How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?
I ask what outside skills/experience they might have to bring to the library. I like to hire servers and retail staff who have had a few Christmas seasons under their belt.
When does your organization *first* mention salary information?
√ It’s part of the job ad
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
The director is currently working on this.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Wulf Roby is an indigenous leader with a background in a diverse range of disciplines including public speaking and community engagement. They currently serve as the Communications Coordinator for the State Library of Kansas after having completed an MS in Organizational Leadership in late 2020. Their passions include literacy, equity and advocacy for marginalized communities, including black, brown and indigenous rights, transgender and queer rights, and protections for people with disabilities.
After a job search of more than 18 months, they were hired just two months ago. Although written in present tense, they are no longer looking for work.
Your Demographics and Search Parameters
How long have you been job hunting?
√ More than 18 months
Why are you job hunting?
√ I’ve been threatened at my job or had to deal with hostility/danger/scary behavior from the public or coworkers
Where do you look for open positions?
linkedin, listservs, indeed and other job sites
What position level are you looking for?
√ Other: communications/marketing/adult education
What type(s) of organization are you looking in?
√ Public library
√ Special library
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ Other: i did move, from a rural area to an urban location in another state
What are the top three things you’re looking for in a job?
ethics, challenging, making a difference
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
over 500
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Introducing me to staff
√ Having a good reputation
√ Prioritizing work-life balance
Do you expect to see the salary range listed in a job ad?
√ Yes, and it’s a red flag when it’s not
Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?
saying the staff is like family, “unlimited pto” any language implying that there are “must dos” or “must haves” or where the recruiter/hiring manager talks down about the person who vacated the position/other staff
The Process
How much time do you spend preparing an application packet?
30 minutes to several hours
What are the steps you follow to prepare an application packet?
resume tailoring, cover letter if required, writing or work samples, I generally gather everything required and put it all together in one pdf in the order of the ask list.
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?
non government: 1-2 weeks; government: up to 8 weeks
How do you prepare for interviews?
I research the company, and if possible, whoever is interviewing me
What are your most hated interview questions, and why?
i’m not a fan of “behavioral” questions or cheeky/puzzle questions. i’m here about a job in which i have particular expertise.
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 √ Happened more than once
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?
In one case, it was because a friend also applied for the job, and it was unlikely she would be hired if i were in the pool (rural area, she was hired after i withdrew); other times it has been because i found out someone i couldn’t tolerate worked at the location or discovered something unsavory about the agency
If you’ve turned down an offer (or offers), why?
refusal to use correct name/pronouns for me; low ball on salary; offered a lesser position when leadership + staff were both available
If you’ve asked for an accommodation, what happened?
usually people are okay with captions for zoom calls, it makes sense: background noise and the like makes things difficult. i have had issues asking for leeway on “assignments” even with the caveat that while i ask for extra time, i rarely actually use it
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:
during the probationary period for a state position, co-workers “discovered” that i’m transgender. it’s not a secret. they posted photos of me, my car, and my house on social media, and complained to leadership about which bathroom i used at the office. needless to say we did not part ways amicably
What should employers do to make the hiring process better for job hunters?
make things transparent. don’t make minority candidates hunt for information on whether or not we’re welcome. make it obvious. salary/salary range. always, no exceptions. don’t take forever. or if your agency makes the process lengthy, TELL US. otherwise you get to the start date with no employee because you made an offer and then didn’t tell us how things would go down. also, the best interviews have been the ones where someone on staff called ahead and gave me a person to ask questions of, get parking and accessibility info from, etc. do that.
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining
√ Other: i actually recently accepted a new position
What are your job search self-care strategies?
take breaks, log off. make time for fun things.
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?)
does organizational leadership count? if so, 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?
√ I was actually hired before I graduated
What kind of work was your first post-graduation professional position?
√ Part Time
√ Contract
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
nope
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
nonprofits are great, but the pay is not; same goes for schools. i think we all know that, but it bears repeating. also: remote work and consulting are great ways to get some experience in and network!
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest.
This person hires for a:
√ Public Library
Title: Deputy Director
Titles hired include: Branch Manager, Technical Services Manager, Public Relations and Outreach Manager, Information Services Coordinator, Circulation Services Coordinator, Archives Assistant
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ References
√ Supplemental Questions
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
In addition to being Deputy Director I also handle human resources. So I handle the whole hiring process and I also participate in at the interview process depending on the position
Do you have any instant dealbreakers?
Taking shortcuts in the application process, for example when the applicant uses the phrase “see resume”. To me that is just lazy.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Ability to work with others. Deciphering between what the applicant states in their interview with reality.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We have done a few virtual interviews, usually due to an out of town applicant. They should be sure that they have privacy and no interruptions. Also they need to be sure that their equipment is working properly prior to the designated interview time. To shine they need to be comfortable and personal in a virtual setting maybe even sharing their screen (if appropriate) for any document or presentation sharing
When does your organization *first* mention salary information?
√ It’s part of the job ad
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I like when the candidate mentions having done research about our library and asking questions about what they have learned. I also like when they ask what the panel this have been some challenges and major accomplishments of our library system
Additional Demographics
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Suburban
√ Rural
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 51-100
Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion byfilling out the survey here.
Kestrel Ward (they/them) is an early-career librarian currently working as a staff member for a large R1 university library in Florida. Their current research is on LGBTQ materials in archives and using digital literacy to fight digital violence.
√ This is the next step after finishing library/archives/other LIS graduate degree
√ I’m underemployed (not enough hours or overqualified for current position)
√ Looking for more money
√ Looking for remote/virtual work (or at least hybrid)
√ Other: My job is currently under attack by state government with a particular vendetta against my demographic
Where do you look for open positions?
ALA Joblist, Twitter, Mastodon, LinkedIn, word of mouth
What position level are you looking for?
√ Requiring at least two years of experience
√ Supervisory
What type(s) of organization are you looking in?
√ Academic library
√ Archives
√ Library vendor/service provider
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Rural area
Are you willing/able to move for employment?
√ No
What are the top three things you’re looking for in a job?
Enough money to live on in my area as a single parent, remote, not beholden to the state of florida government
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
About a dozen maybe?
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 EDI work
√ Prioritizing work-life balance
Do you expect to see the salary range listed in a job ad?
√ Yes, and it’s a red flag when it’s not
Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?
No
The Process
How much time do you spend preparing an application packet?
Depends on how invested in getting the job I am. Anywhere from half an hour to a week.
What are the steps you follow to prepare an application packet?
Read the description and requirements carefully and compare to my CV, write a cover letter which covers as many of the requirements as possible that are not already covered by CV, if I have doubts ask around about the job.
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?
My viewpoint is skewed by my institution taking ages, so months are possible.
How do you prepare for interviews?
Panicking
What are your most hated interview questions, and why?
“What do you think will be most challenging about the job?” I don’t want to tell you about the parts of the job I can’t do! I want to tell you what I CAN do and figure out the rest as I go along!
During your current search, have you had any of the following experiences:
Submitted an application and got no response√ Not Applicable
Had an interview and never heard back√ Not Applicable
Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once
Asked for an accommodation for a disability √ Not Applicable
Withdrawn an application before the offer stage √ Not Applicable
Turned down an offer √ Not Applicable
You and Your Well-Being
How are you doing, generally?
√ Not out of money yet, but worried
√ Other: Slightly frantic as the situation in my state worsens
What are your job search self-care strategies?
Distraction from worrying.
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 just want someone to hire me so I can stop being in a weird limbo and so I can stop panicking about my situation! Also, I wish employers would pay better. There’s only been a couple jobs I’ve applied for where the pay and benefits felt fair, and neither of them have hired me.
Job Hunting Post Graduate School
If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)
2022
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ Less than six months before graduating with my MLIS/other LIS degree, but still before I graduated
In relation to your graduation, when did you find your first “professional” position?
√ I was actually hired before I graduated
What kind of work was your first post-graduation professional position?
√ Other: In the same job I had since starting my LIS, which is a library assistant supervisory job at a major university library.
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
Not really. There are things my library school probably would do, but I live far from my school and trying to figure out what help is available is overwhelming.
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
So many places seem to want more experienced folks, finding a place as a recent grad feels very demoralizing.
Hunter and Daughter before Sunset Waiting for a Deer…National Archives at College Park via Flickr commons
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Six months to a year
Why are you job hunting?
√ This is the next step after finishing library/archives/other LIS graduate degree
√ I’m employed outside of the field and I’d like to be in it
Where do you look for open positions?
ArchivesGig, ALA, INALJ, Indeed, ZipRecruiter
What position level are you looking for?
√ Entry level
√ Requiring at least two years of experience
What type(s) of organization are you looking in?
√ Archives
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Urban area
√ Suburban area
Are you willing/able to move for employment?
√ Yes, within my country
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
~200+ (estimated, since finishing my MA in 2021)
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well
√ Having (and describing) excellent benefits
√ Having a good reputation
√ Prioritizing work-life balance
Do you expect to see the salary range listed in a job ad?
√ Yes, and it’s a red flag when it’s not
Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?
Filling too many roles for one employee at the institution
The Process
How much time do you spend preparing an application packet?
30ish minutes (on average)
What are the steps you follow to prepare an application packet?
Tailor my resume (if necessary), draft/edit a cover letter and references (if required), review all my materials, attach to application and complete any other application steps
How do you prefer to communicate with potential employers?
√ Email
When would you like potential employers to contact you?
√ To acknowledge my application
√ To tell me if the search is at the interview stage, even if I have not been selected
√ Once the position has been filled, even if it’s not me
How long do you expect the application process to take, from the point you submit your documents to the point of either an offer or rejection?
~3 months
How do you prepare for interviews?
If the employer offers sample questions, I prep those. If not, I have a list of standard archives interview questions I prep for
What are your most hated interview questions, and why?
“Tell me about yourself” – the open ended question is designed to give lots of room for the interviewee to answer, but doesn’t provide any indication of the information the employer is looking for
During your current search, have you had any of the following experiences:
Submitted an application and got no response√ Happened the majority of the time or always
Had an interview and never heard back√ Happened once
Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once
Asked for an accommodation for a disability √ Not Applicable
Withdrawn an application before the offer stage w √ Not Applicable
A hunter and his dog quail hunting De Funiak Springs, Florida
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?
√ More than 18 months
Why are you job hunting?
√ I’m underemployed (not enough hours or overqualified for current position)
√ Looking for more money
√ Looking for a promotion/more responsibility
√ My current job is boring
Where do you look for open positions?
INALJ, Indeed, ALA Connect
What position level are you looking for?
√ Entry level
What type(s) of organization are you looking in?
√ Academic library
√ Public library
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
√ Suburban area
Are you willing/able to move for employment?
√ Other: Yes to any places with public transportation (I don’t drive)
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
50+
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
√ Funding professional development
√ 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 sounds like it’s actually multiple jobs in one.
The Process
How much time do you spend preparing an application packet?
1-2 hours
What are the steps you follow to prepare an application packet?
Looking up the institution, tailoring a cover letter to that specific job posting, making sure my resume is up to date/appropriate for that job posting.
How do you prefer to communicate with potential employers?
√ Email
When would you like potential employers to contact you?
√ To acknowledge my application
√ To tell me if the search is at the interview stage, even if I have not been selected
√ Once the position has been filled, even if it’s not me
How long do you expect the application process to take, from the point you submit your documents to the point of either an offer or rejection?
A few months
How do you prepare for interviews?
I have a document with some questions I expect/have been asked in the past that I practice. I also recently discovered your database of interview questions and pick out some from there to practice that seem relevant to the job posting. Do more research on the institution/a deep dive of their website.
What are your most hated interview questions, and why?
Tell us about yourself at the start of the interview. It’s so vague and I don’t know how much to say/which experiences to highlight because what if I highlight something that is going to be a main question later in the interview.
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 more than once
Interviewed for a job where an internal candidate was eventually chosen √ I don’t know
Asked for an accommodation for a disability √ Not Applicable
Withdrawn an application before the offer stage √ Not Applicable
Turned down an offer √ Not Applicable
What should employers do to make the hiring process better for job hunters?
Not ghost people. One institution gave a date for when they would contact people for interviews so you knew if you weren’t contacted by then you probably weren’t being considered. I liked that since some folks don’t contact you until a person is picked months later so it’s just kind of hanging in limbo.
You and Your Well-Being
How are you doing, generally?
√ I’m somewhat depressed
√ I’m frustrated
√ I feel supported in my search
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?
√ 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?
√ Six months to a year after graduating
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)?
Yes they offered mock interviews and there were two interview rooms you could book.
The 2023 Job Hunter’s Survey collects information from LIS workers who are currently looking for work, crossing multiple experience levels, specializations, and library types. There are 37 questions, including a special section that asks for information about the length of time taken to find the first post-grad school position (which for some respondents was quite a few years ago). The survey opened on February 2nd, 2023. It will remain open indefinitely, but as of February 23rd, there are 412 responses. Most chose to fill it out anonymously, but 30 people did leave contact information. I am posting both individual responses and statistics, as I can get them written up. Given the number of responses, it will most likely take more than a year for me to share them all.
This is the first 2023 Job Hunter’s Survey statistics post! Please note I don’t use representative sampling, so it would be inappropriate to draw conclusions about the larger population of LIS Workers as a whole.
Question three asks, “Where do you look for open positions? (e.g. INALJ, ALA JobLIST, professional listserv, LinkedIn)?”
I chose to make this an open-ended question because there are so many places that people might look, and I know I am not aware of them all. Perhaps this was a mistake. In analyzing the replies, I found more than 150 unique places to find job postings, and many more general strategies.
It was a lot of data to sort through, and it’s turned into this really gigantic post. However, I did want to share these responses with you! I’d love to hear what you think, especially if you think I misinterpreted a response, listed something incorrectly, or there’s a place you look that’s not on this list.
Top Places To Look
It surprised me to find that LinkedIn was the most often mentioned, with 202 people saying they used it to look for jobs. One person called out their Job Search Alerts in particular. However, a couple people did say that they did NOT find LinkedIn helpful.
The second most frequently mentioned source (191 people) was ALA or ALA JOBList. And one person did say that they used ALA Connect.
181 respondents mentioned Archives Gig (or in what I assume was a very cute typo, Archives gigi). The site has been independently run by Meredith Lowe since 2010! Meredith did share out this survey, and it seems likely she sent a bunch of folks my way. Thanks, Meredith!
61 people mentioned some form of SAA Career Center, SAA, SAA Career Board, SAA Careers Website, SAA job board, SAA listserv, or Society of American Archivists. I assumed I could lump these all together, but then I came across a response where someone had written out, “Seattle Area Archivists.” Happily, they use the acronym SeaAA.
Which brings me to the next category:
Alphabet Soup
A number of responses simply gave an acronym. I have some guesses below, but let me know if you think it might be something else
ILA – International Literacy Association (probably not International Longshoremen’s Association…) EDIT 3/4/23 (thanks commenter Beth Cox!): There are four US states that start with I. Of those, only Illinois Library Association has the correct initials and a job board. Indiana’s library association is ILF – the Indiana Library Federation. They have a careers page but it looks like the job board is on the State library’s site. Iowa’s library job board is on the State library’s site. I couldn’t find an Idaho-specific library job board.
LIANZA – Library and Information Association of New Zealand Aotearoa
LILRC jobline – Long Island Library Resources Council
LLAGNY – Law Library Association of Greater New York
Many folks spoke non-specifically about where they look for jobs.These responses were primarily:
State or local government sites
State or local library associations
State library page
Email lists and professional listservs – One person actually said “mailing lists” but surely that’s one of those leftover terms that means listserv or email? No one is actually looking for work via the postal service, right?
Individual institutions of interest – “I go directly to organization’s website.”
Many people also said they got recommendations from colleagues or word of mouth.
There were also several folks who said some version of “everywhere, I check them all, I look literally everywhere.”
Social Media
Several folks mentioned looking for open positions on Facebook (a few called out the Troublesome Catalogers group) and Twitter (one specified Archives Twitter). Other social media mentions: Mastodon, “a Discord I’m part of,” Code4Lib jobs slack channel, and DH Slack.
Grad Schools
Many people mentioned non-specifically that they looked for work on their “iSchool job board” or “my LIS school’s virtual job board,” etc. Others called out a school. Some of the schools have publicly accessible job boards or listservs, so theoretically the job searcher might not even have attended the school they listed:
D-VAG listserv – Delaware Valley Archivists Group. The respondent kindly gave the full name of this organization. I have to admit the acronym makes me giggle.
LM_NET – Library Media Network, for School library folks
State, Local or Other Regional Associations and Consortiums
Many (most?) of the State or Local Associations and Consortiums that were mentioned in the responses can actually be found in the Alphabet Soup section. However, here are the ones which were spelled out.
Archivist’s Roundtable – assuming this is the Archivists Round Table of Metropolitan New York
Organizations at the National Level and Other Specific Sites
This final catch-all category includes national membership organizations, recruiters, library vendors, general and library-specific job search sites, and the librarian’s little secret: Googling.
Library systems & services – a for profit company that manages libraries when municipalities want to outsource them. Operates in the US and the UK
Libs-org – I am not sure what this is. I don’t think it’s the London Institute of Business Studies. EDIT Commenter suggests perhaps it’s meant to be Libs-Or, a listserv run by the Oregon State Library.
LISJobNet – I might be getting this wrong – LIS NET jobs? Currently showing several positions in India
Neogov (state jobs and federal) – NEOGOV is the software that is used by job boards for several different state and local governments, as well as governmentjobs.com. So while you might be technically looking on NEOGOV, I believe you actually access it by going to the municipality you’re interested in
O*Net – O*Net is a US Department of Labor site that you can use to research occupations, but I don’t think they actually have job listings so I’m not sure what this person was referring to
Partnershipjobs.ca – “The Job Board was developed and is managed by the British Columbia Library Association to support members of The Partnership, Canada’s national network of provincial and territorial library associations.” (from the site)
PreserveNet – Job listings from The National Council for Preservation Education
We Here get money list – listings distributed to We Here members, a private community of folks who identify as Black, Indigenous, or People of Color and work in libraries
That’s the list! What a monster! As I said above, I’d love to hear what you think, especially if you think I misinterpreted a response, listed something incorrectly, or there’s a place you look that’s not on this list.
Nora Beust, from a 1925 newspaper. No photographer credited, Public domain, via Wikimedia Commons
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ Supplemental Questions
√ Other: It depends on the position
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
First we write up a justification as to why the position needs filled, then the position is posted, as applications are submitted HR pushes them through so that they are available for viewing by the manager and asst manager, we begin reviewing the applicants at this time to speed up the process. Once the position closes we narrow it down to 3-5 candidates, selecting them in the software. HR calls to setup interviews. Interviews happen with manager, asst manager, and an HR rep. We discuss the candidates after each interview and rank them using the Lever software. Candidate is chosen with a day (or two), HR writes up a hiring proposal with proposed hourly rate/salary (based on experience), calls the candidate and offers the job. Once candidate accepts the other interviewees are personally called and told that they did not receive the position.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
I love applicants who have a strong background in customer service and can show it.
Do you have any instant dealbreakers?
Inability to be flexible
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Personality flaws that can be hidden, passive aggressive nature and the like
How many pages should each of these documents be?
Cover Letter: √ Only One! Two
Resume: √ Only One!
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not taking the time to properly answer the question
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Rarely
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?
Just tell me how your current work relates to the position.
When does your organization *first* mention salary information?
√ It’s part of the job ad
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
Nothing that I’m aware of. It might be best to have names hidden from the application reviewers.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
How did we handle the pandemic? How does the community support the library?
Hiring Librarians 
