Tag Archives: library careers

Further Questions: Can we talk about specific interview questions?  

Each week (or thereabouts) 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 is:

Can we talk about specific interview questions? Do you have questions that are especially illuminating or are there well-known questions that you think are useless?


Katharine Clark, Deputy Director, Middleton Public Library: Here are three question I’ve recently started asking:

How do you handle it if your boss or supervisor asks you to do something you think is not useful or productive? How do you disagree with someone in charge?

What was the least favorite part of your last job experience? How did you try to change it?

When was the last time you offered a suggestion to improve a work environment? How was it received? Did the change occur?


Anonymous: My favorite interview question is “Tell me about a valid piece of criticism you’ve received.” The answers are incredibly telling. It avoids the fake weakness answers and also lets me know how well someone receives feedback. A red flag is if they respond that they’ve not ever received valid criticism.


Julie Todaro, Dean, Library Services, Austin Community College:

Can we talk about specific interview questions?

While we can and should, I have found that organizations expect or anticipate dramatically different responses to which questions to use, why they include them and what they expect to learn from responses. I think this is due to many factors, but I see many nuances underpinning examples. And some of these responses have to do with the geographic location of the position as well as the level of position. Examples include:
Many questions end up being trick questions such as “Where do you want to be in five years?” is a loaded question and new, middle level or more experienced level people NEVER know what to say …. does an answer such as “right here in this job” mean the person is stagnating? with no ambition?” …does “retired!” or “in my dream job on the beach” mean you shouldn’t hire them as you are investing time and money in someone already planning to leave? or the famous answer “in your job!” which many people see as cocky or even inappropriate. If pushed – I would have to say I don’t know what the right answer is and we stopped asking it 15 years ago.
“Do you value, x, y or z?” or what is the “mission of the x” – at the very least – should be answered with pat answers that reflect both the profession and the values or mission of the organization itself. So – at the very least – if they don’t answer it or can’t it is almost ludicrous and if they reflect the specific wording of the professions or the mission statement, it should be expected and tells us nothing.
Instead:

The concepts can be included but the questions should assume the person possesses these to be successful and then the question becomes “how does the applicant articulate why?” or “how does the candidate provide context?” The question might be worded as “what is the mission of x within the context of x” or “the current values of the profession are stated as x, which do you think should be worded differently or are outdated or classic? How do organizational mission statements, vision and values integrate with community or umbrella organization mission, vision or values?
You should ask for specific actions so after stating that you value something such as “our librarians are committed to EDI …please give us two examples of how you have infused or conceptualized infusing EDI into your user reference or research interviews? your collection development? the design or choices of your ideas for community programs? And they should be wording to include first time applications such as “in studying contemporary reference or research support librarian/user interactions, how is EDI infused into the process?” or “in updating materials collections, what three things do librarians look for in assessing the presence or lack of presence of current materials (or materials reflecting EDI, etc.)?
Do you have questions that are especially illuminating or are there well-known questions that you think are useless?

Useless

So reversing the order with useless first – even if the question has context!
Why our library? our organization? (I prefer that it come up naturally, rather than me forcing something less-than-genuine out of someone.)
What are you reading now? (Inappropriate and I didn’t put it on the list but it did bring my favorite answer “the want ads.”)
Where do you want to be in five years?
Why do you want this job? (The majority of answers make me angry and why they make me angry is too much to include.)

Interesting (and note I feel strongly about the question being preceded with context.)
Although managers should have a plan in place for orienting, training and overall integrating employees into the work environment, what do you do to integrate yourself into a team? into a workplace?
Librarians and library employees are always learning something new – and while there are many different learning styles and choices for teaching or training employees on new systems or processes – what is your learning style? How do you choose to learn something new? Be specific as to format, process, approach, etc.
Especially now – given the online world of business communication and extensive remote discussions – what two things do you want from your supervisor regarding communication with you or the team online or in person? and you can also provide an example of a supervisor you have had and how he or she communicated particularly well.
Many librarians say they love the job because there is something new and different every day, but there are many aspects of our users that we appreciate and some more than others. What is your favorite user group to work with? Doctoral students? First – time visitors/community members to the library? 4th graders? Small business people? And why are they your favorites?
No matter how hard organizations try, we end up with last minute work, plans, approaches during our work day/work week. What skills set do you use to be flexible in a work setting?


Jaime Taylor, Discovery & Resource Management Systems Coordinator, W.E.B. Du Bois Library, University of Massachusetts: Useless question: “What is your greatest weakness?” The answers to this are rarely illuminating, and it feels like a gotcha question or like you are trying to get the candidate to say something bad about themself. Do not ask gotcha questions! If you really need to ask something like this, you could ask, “What kind of support would you need to be successful in this role?” That’s a much more useful question — it sets the candidate up for success, and gives the position’s supervisors actionable information.


Celia Rabinowitz, Dean of Mason Library, Keene State College: I think by now most people recognize the futility of asking the “strengths/weaknesses” question. I like to try to ask questions that can give a candidate the opportunity to tell us more about who they are. It could be “Tell us about a successful project you worked on or class you taught. Why was it successful? What about the success could or did you apply to other tasks? Or we might ask about a project or class that did not work out as planned and how the candidate used that experience in future planning.

I sometimes like to ask candidates (often for more administrative positions) what aspects of work they enjoy most and least. For public facing work scenarios can also be useful. Even when someone has not done library work before thinking through a situation that might include a response like “doing what I can for a library visitor but also letting them know I’ll have to check with my supervisor” can add helpful information about a candidate’s experience.

Overall I think this question really points to the importance of a search committee/hiring manager thinking meaningfully about what they want to learn about candidates through the interview process. Then we need to craft questions that are most likely to give a candidate the opportunity to share ideas and information that will help us assess what they could bring to the position available.


Laurie Phillips, Interim Dean of Libraries, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans: Great question! I’ve been interviewing lately myself, so I have to say that, while I like asking situational questions (tell me about a time when…), I don’t love answering them. So many times, they are asking me to focus on negative situations and that’s difficult, but it’s about how you handle adversity. One of my favorite questions is “Why is this position a great fit for you and how are you a great fit for this position?” This is your chance to talk about why the job appeals to you, or why you feel like the position is a great fit for you and your skills. You may have covered some of this ground in your cover letter, but not everyone does. We sometimes ask about balancing collaborative and independent work, and we often ask how you approach learning something new (usually technology). Those are very telling answers! In our second round interviews, we will ask specific questions about the position and approach to the work, and we want to be sure that the person understands the position and what it entails. Terminology like one year extraordinary faculty can be confusing to someone who has never worked in an academic setting.


Anonymous: I like to use this question to gauge emotional intelligence:

Quoting RJ Palacio, author of the title Wonder, “When given the choice between being right or being kind, choose kind.” What is your reaction to the quote? Based on your experiences, are there times when you must choose right over kind?

It will typically flush out the “black and white” thinker types, the “rules are the rules” kind of people. For me, the correct answer is choosing right when possible but leading with kindness. Libraries shouldn’t be using their policies as a bludgeoning tool to punish people. Enforce policies, yes, but understand that there are times when you need to bend the rules.

Also, the “where do you see yourself in 5 years?” question is outdated and useless. We live in a society where loyalty to a company no longer exists. We can’t expect people to stay forever!


Hilary Kraus, Research Services Librarian, UConn Library: Since I work in academic libraries, there are typically two sets of questions: one for the initial screening phone or video interviews, and then another for the second round campus interviews. So many screening interviews focus on expanding upon the information in a candidate’s CV/resume or cover letter, when what I really want to know is the stuff that often isn’t well-represented in those documents. It’s the combination of what they’ve submitted and the additional content of the phone interview that helps a search committee make decisions about who to move on to the next round.

Following are some questions I’ve found to be especially informative during the screening interview process:

  • What appeals to you about this position specifically and more generally about working at [insert institution here]? (I know the cover letter should include this, but I find it helpful when the candidate can elaborate on it.)
  • Describe a project or initiative you’ve worked on of which you’re especially proud.
  • Can you give us an example of a situation in which you collaborated with a colleague?
  • What aspects of this job do you think would most challenge you and how would you approach them?
  • What areas of your professional practice are you most interested in developing?

When it comes to on-campus interviews, I certainly want to hear about a candidate’s experience, but also how they might apply that in the position for which they’re interviewing. For new or early career librarians, I think it’s particularly helpful to phrase questions as hypotheticals or ask them to describe what approach they think would be successful. That means, for example, asking “What approaches have you taken or might you take to make informed collection development decisions in x disciplines?” instead of “Tell us about your experience doing collection development in x disciplines?”


Alison M. Armstrong, Collection Management Librarian, Radford University: There are some questions that end up being throw-away questions that serve more as ice-breakers than content generators. Then there are questions that are more informative.

One of them is, “What surprised you when researching our library or university?” This gives us an idea of not just what they learned but also some of the preconceived notions they started with, or may still have. Sometimes these are particularly enlightening and can give you sense of what outsiders focus on when looking at your website, and how things might be misinterpreted. It can be useful for your edification as well as an opportunity to address anything that may have been misunderstood or may need information gaps to be filled. It also tells us how they are approaching the position, the library, university, and area. Backhanded compliments do not play well.

Another good one is, “You overhear your colleague giving incorrect information to a patron. How do you handle this?” This one can be very informative. It seems pretty simple but it speaks to multiple areas at once: How do you treat your colleagues/peers? Do you feel comfortable speaking up and, if so, how do you do it? How do view information sharing with patrons? How do you see your role/authority in this capacity? How do you approach what could be a tense situation? I have heard a wide variety of responses. We want you to answer as honestly as possible.


Karen K. Reczek, Social Scientist, National Institute of Standards and Technology:

Favorite Questions
Tell me about a time you failed.
What is the most useful job related criticism you have ever received?
If three of your colleagues were here how would they describe you?
If you could change one aspect of your last/current job, what would that be?
Tell me about a time you turned something around that was stagnant or unsuccessful.
What area of your work do you think needs improvement or what skills do you still feel you need to develop?
When looking for a job what are the three most important things to you?
Can you tell me about a time when you felt like giving up on a certain job or task and why? and what happened?
Describe your best boss.
What do you know about our organization? (So many people come to an interview and CANNOT answer this. Very telling.)

Least favorite Questions
Where do you see yourself in five years (Hey most of us don’t know – how about what is your professional goal and has that changed over the years?)
What are your strength and weaknesses? (I think you can learn more by asking some of the above.)
Are you a team player? or would you be successful working with a team? (who is going to say no?!)
Are you able to handle multiple priorities at once? (again, not sure who will say, no…)


Jimmie Epling, Director, Darlington County Library System:

1) Do you have questions that are especially illuminating….

We have what we call the “snake question.” The question is “A parent (father or mother) and their child (son or daughter) come into the library 20 minutes before closing with a box in which there is a snake they want to identify. While helping them, three boys run through the library knocking the box off the table onto the floor. What do you do?”

There are so many experts and consultants offering candidate interview questions that we are told will help us discover something profound or significant about a candidate. Anyone wanting to do well on an interview can find these same questions online, in a book, or from a professional interview coach and learn how to answer them for success. There is a school of interviewing that focuses on asking “behavioral” interview questions. These questions are readily available and a candidate can prepare an answer for “Can you tell us of a time when you went above and beyond the line of duty?” or “Tell us about a time when you solved a problem at your job that wasn’t part of your job description.” How do I verify the candidate’s answer? The candidate’s answer can sound terrific, but has it been embellished or is it even true? I’m not sure a current or former employer will verify the candidate’s claim.

The snake question is specific. The goal of the question is to surprise the candidate, see how quickly the candidate recovers, and how the candidate prioritizes the actions necessary to respond to an unexpected situation. There are some answers that are better than others. The only wrong answer for us is to “run away.” One observation I will make is that on average only one out of one hundred will ask if the snake is alive. Almost all assume it is alive and respond accordingly.

Before thinking this is a ridiculous question and laughing, there are public librarians who will tell you they have encountered snakes in their libraries (“Bag of snakes brings new library policy in Madison County.” The Citizen-Times. October 20, 2019. https://www.citizen-times.com/story/news/madison/2019/10/20/madison-county-library-policy-bans-bags-snakes/4002405002/). If a candidate is able to respond to the question in a cool, thoughtful, and reasonable way to a situation like the snake in the box, it may be indicative of how the candidate would respond to an incident as an employee.

A few observations about using this question. I can’t say it originated with me. A public library director in Eastern Kentucky found it, used it, and as a consultant for the Kentucky State Library, I promoted its use. The question has become one of my staff’s favorites to ask because of the range of reactions by the candidates. It very often serves to lighten the seriousness of the interview, making it more congenial. The candidates also like it, later remarking how it made them see our work in a different way and being totally unprepared for it.

2) Are there well-known questions that you think are useless….

Once again, this question depends on the position for which the candidate is interviewing. Possibly the most useless question is “Where do you see yourself in five years?” In light of what we passed through with the COVID-19 pandemic, can we really predict where we will be in five years?

Those seeking professional positions will tell you about career goals, often tailoring the answer to what the interview committee might like to hear. They are very unlikely to say “I’ll have quite your job by then because it is just a stepping stone in my career to a better job.” Non-professionals, such as those in circulation positions in public libraries, will often tell you “I hope to be still working for the library in five years.”

The restrictions and responses brought on by the COVID-19 pandemic resulted in many leaving the workplace and wanting to work from home. COVID-19 has demonstrated how change can rapidly make a response to the question “where do you see yourself in five years” today meaningless tomorrow.


Angelynn King, Head Librarian, Delaware Technical Community College: I like open-ended questions that are specific to the job and institution. For example, “What interests you about this job?” tells us how the applicant sees their skills matching up with our needs, while “What do you know about us?” lets us know if they’ve done their research.

I’m less fond of old corporate chestnuts like “Where do you see yourself in five years?” Anyone who has a crisp answer to that one is nowhere near flexible enough to survive in any library I’ve ever worked in.


Thanks for reading! If you want to read even more, there’s been some great discussion over on Twitter

We’d love to hear your thoughts here in the comments, on Twitter @HiringLib, or via creepy anonymous phone call. If you have a question to ask, or if you’d like to be part of the group that answers them, shoot me an email at hiringlibrariansATgmail.

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Some of the best people I’ve hired had odd skills that weren’t “official” library duties, but they demonstrated qualities that I wanted in an employee. 

Sophie Smith is the Assistant Director of York Public Library in York, Maine. While attaining her MLS from Simmons College, she worked as a library assistant at the Cambridge (MA) Public Library. Professionally, she has worked at the Nashua (NH) Public Library as a reference librarian and then supervisor of teen services, and as an assistant branch manager at the San Antonio (TX) Public Library. After missing family, fall, and the ocean, she returned to Maine and couldn’t be happier to now be working in Maine. She loves to travel, read, and enjoy nature.

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

We solicit applications by email, sort into groups of “meet all requirements,” “don’t meet all requirements but have transferable skills or knowledge to support job requirements,” and “do not meet requirements and have no demonstrated relatable skills”. Depending on the number of applicants, we interview everyone in the first set, and generally many of the second as well. For part-time positions we do one round of interviews, for full-time positions we generally have two rounds–one with the hiring manager and a member of the department (may be a senior person, may be a junior person), and a second round with the direct supervisor and the director. We then discuss candidates, check references, offer the job, and then contact everyone who applied. 

Titles hired include: Head of Youth Services, Library Assistant, Young Adult Librarian, Reference Librarian, Library Clerk

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

 Which of the following does your organization regularly require of candidates?

√ Cover letter

√ Resume

√ References

√ More than one round of interviews

Does your organization use automated application screening? 

√ No 

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

They took time to do research on our library and asked good questions. They were thoughtful.

Do you have any instant dealbreakers?

People who call constantly about a job. Cover letters that include inaccurate information (incorrect name of the library, for example). People who are unapologetically rude.

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

Their sense of humor. How they collaborate in practice. 

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more 

Resume: √ As many as it takes, but keep it reasonable and relevant 

CV: √ Two is ok, but no more  

What is the most common mistake that people make in an interview?

Not taking a minute if they need it to answer a question. It’s perfectly fine to ask for a moment to come up with a good example! 

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

We have done virtual interviews in the past, in part due to COVID and in part due to candidates who were at a far distance. It is important to be in a space with good lighting that makes you comfortable. 

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?

Think about the duties listed in the job and clarify for yourself how your skills are transferable. Acknowledge the difference, show that you’ve really considered it, and convince me it is applicable. Some of the best people I’ve hired had odd skills that weren’t “official” library duties, but they demonstrated qualities that I wanted in an employee. 

When does your organization *first* mention salary information?

√ It’s part of the job ad

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

We post our job broadly, offer a competitive salary, and evaluate all candidates objectively before bringing them in to interview. I am sure there is more we can do. 

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 candidates who ask about the day-to-day culture of the library and about my experience working here. It gives an opportunity to share some of the informal aspects of the job and let the candidate assess how it would work for them. Thoughtful questions that make it clear the person has looked into what we do already and wants to know more! 

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

√ Other: occasionally, as needed and approved by supervisor

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? 

I have used this resource as a job seeker and as an employer and find it to be an incredibly valuable tool. Thank you for making it!

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 by filling out the survey here.

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Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Northeastern US, Public, Suburban area

Further Questions: What current issues in librarianship do you think candidates should be aware of ?

Each week (or thereabouts) 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 is:

What “hot topics” would you ask candidates about in an interview right now (i.e. virtual programming)? Or what topics have you recently included? What current issues in librarianship do you think candidates should be aware of and how can they best keep up on current topics?


Anonymous: Materials challenges!

“An upset patron brings a children’s book to the circulation desk, saying that it is inappropriate for children. She demands it’s removal from the collection immediately. How do you respond?”

Material challenges are on the rise across the United States. Keeping up to date with the ALA’s challenged books, intellectual freedom statements, and the library bill of rights would give candidates a good foundation. The question also gives the candidate the opening to ask the interviewer if the library has a materials consideration form and collection development policy. Some libraries post these policies on their website, which gives the candidate the opportunity to study them beforehand and show the interviewer that they did their research.


Laurie Phillips, Interim Dean of Libraries, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans: Probably the number one topic right now is Diversity, Equity, and Inclusion and how that permeates all of our work – critical librarianship, information literacy, accessibility, hiring, collection statements. I would look at the ACRL trends documents and the library’s vision and values statements (and their strategic plan) to determine the issues that will be important to that library and the field.


Celia Rabinowitz, Dean of Mason Library, Keene State College: The answer to this question depends a lot, or course, on the type of library and even on the specifics of the position available (area of expertise and whether the position is entry-level or requires prior experience). My thinking about this has changed even in the past few years as my smaller public liberal arts college has struggled with enrollment and budget gaps. Current research and writing on a variety of topics is of intellectual interest but not much practical value for the work and challenges we face in my library. When I think about “hot topics” that would help us consider the strengths of a candidate, I might ask a candidate about the integration of our work – to talk about the connections between developing collections, supporting teaching and research, making collections accessible, etc. An example of this integration is the frequency with which we see “Collections Development and Strategies” positions advertised. When we used this title (the last hire we were able to make), we were clear that the “strategies” were not only about materials formats or access, but also about outreach and use.

I think I would be interested in asking a candidate what issues facing higher education in general, and academic libraries specifically, they consider to be of interest and most important for the work they do and the job they applied for. I might hope to hear something about topics such as data privacy, equity and inclusion applied in many areas of our work, approaches to information literacy work with reduced staffing, open education, the effects of the trauma of the past few years on incoming undergraduates, or many others.

My answer to the question about keeping up has changed a lot over the years. As a very early career librarian I often read the top 3-4 journals cover to cover, including articles in areas I had less interest in or knowledge of. Over time I became better and picking and choosing and also added journals in areas outside librarianship. I think following the daily Inside Higher Ed digest is very useful. I read a few of the bloggers faithfully. The same for The Chronicle of Higher Education. These days I rely a lot on Twitter. I have found it incredibly useful identifying newly published blog posts, articles, etc. in librarianship and higher education in general. I’ll admit that I find a lot of blogs and other writing more useful than many of the more traditional peer-reviewed published articles these days.


Jimmie Epling, Director, Darlington County Library System:

What “hot topics” would you ask candidates about in an interview right now (i.e. virtual programming)? Or what topics have you recently included? The question of what “hot topics” to ask a candidate very much depends on the open position. With Youth Services Librarian positions, we have included questions revolving around “virtual programming,” but I don’t see this as a hot topic. Actually, I am not inclined to ask a question that centers on a “hot topic” because they tend to be short lived.

My preferred question is “What do you see as the greatest challenge facing libraries today?” A candidate’s answer can be very insightful or superficial. I expect to hear an answer focusing on “budget” or “censorship.” The answer to this question may well provide those on the interview committee an opportunity to dive deep into the candidate’s beliefs and values.

What current issues in librarianship do you think candidates should be aware of and how can they best keep up on current topics? Let’s be honest here, what might be considered a “current issue” in librarianship may well have little relevance to my library and/or community. Once again, the answer regarding knowledge of a current issue depends on the position in question. Being aware of the “current issues” in the community my library serves can be much more important, and ultimately more impactful to the operation of the library, than knowing about a “current issue in librarianship.”


Julie Todaro, Dean, Library Services, Austin Community College:

What “hot topics” would you ask candidates about in an interview right now (i.e. virtual programming)? Or what topics have you recently included? I typically don’t answer “it depends” but it really does depend on the level of the position. For example – an entry level librarian’s hot topic might be something like – Have you or how have you changed your reference interview/customer service exchanges to build in a culture of EDI for your users? That question conveys that it is a “must” for the organization but shows the candidate that the organization knows it is everyone’s job to make sure the culture is comfortable and appropriate for users.

If I am interviewing a librarian who might be in a coordinative, managerial or leadership position (all different aspects of some positions as we know) our questions lean more to making sure applicants know that we have put things in motion to integrate and insure EDI is built into the organizational structure (customer service, signage, marketing, professional exchanges, language, etc.) but more importantly that a manager must be committed to “requiring and assessing behavior” and maintaining the new or revised processes as well as a constant evolution that focuses on change for this critical area.

Also – for middle or higher level managers (or this second group addressed) it is important to communicate that organizational documents must be reviewed for needed revisions and additions such as mission and values statements, goals, outcomes, budget allotments, as well as individual employee goals. Adding in interview discussions and questions for all levels communicates not only that an organization is changing but also to clearly communicate new requirements are in place for orientation, staff development and – more than likely – individual evaluations conducted to measure not only presence but application of critical approaches to structuring content and working with users.

Interview committees should also be ready for questions from applicants on the very hot topics of “How is your organization handling gun control?” or “How did/does your umbrella organization and how are you handling the administrative requests throughout the country for removing materials or banning certain materials from the library?”

What current issues in librarianship do you think candidates should be aware of and how can they best keep up on current topics? Like any current issue in the profession, those interviewing and interviewers need to be aware of the facts and both what general approaches and the narrower approaches that individuals must take to comply or refuse some current issues both in the profession as well as those in the surrounding community or society at large. For the profession certainly – as covered above – EDI, Open materials, book censorship and banning come to mind as those issues most directly in front of us. Societal issues – now overlapping for us in many areas – include some aspects of EDI, staff and user gun control issues, and -of course – public wellness and local, county, state and national health and wellness guidelines. Certainly underpinning many if not all of these areas is free speech and intellectual freedom – mainstays in our profession for protecting practices – but certainly viewed now with new topics guiding discussions.

Keeping up on topics must be a combination of where to look for the facts, terminology to be used and how manners should integrate these issues into work life. Obviously, cornerstone professional journals, identified online vetted forums – by library professionals and specialty journals with opinions by experts are places to find foundational information. Professionals should always; however, seek to find out the breadth of the issue – if for no other reason than to recognize terminology brought into the workplace by staff or by users, and likely flashpoints. Organizational administrators should begin to – if they haven’t already – provide their own information gathering foundation and share that with staff and users as needed. This sharing allows people to see that decisions are made after reviewing vetting environments. For example – pandemic decisions for the organization should have been accompanied with citations to or names of the organizations consulted such as the CDC, initially the WHO and local dashboards maintained by reputable sources such as County Public Health or an organization’s Risk Management office – those people tasked with maintaining valid information. Citing research provides managers with the supporting documentation for why decisions were made (or not) and then both staff and users better understand how decisions came to be. It was especially important during the last two years when the speed of decision making was unprecedented for organizations. Having a pre-defined and advertised approach lent credibility and a valued process and reduced stress for employees as well as avoided many triggers for users.


Thanks for reading! We’d love to hear your thoughts here in the comments, on Twitter @HiringLib, or from your closest rooftop. If you have a question to ask, or if you’d like to be part of the group that answers them, shoot me an email at hiringlibrariansATgmail.

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Currently, we’re over 300% turnover since 2016 and cannot attract candidates.

A white woman sits at a desk covered in books, using a typewriter
Image: Anita Ozols works at typewriter in Chubb Library Cataloging Department, shortly before move to the new Alden Library by Ohio University Libraries on Flickr

This anonymous interview is with someone who hires for a:

√ Academic Library

Title: Head of Cataloging

Titles hired: Reference Librarian, acquisitions, circulation

Who makes hiring decisions at your organization:

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

Does your organization use automated application screening? 

√ No

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

It’s a disaster. A committee makes and recommendation and the director ignores it.

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

Currently, we’re over 300% turnover since 2016 and cannot attract candidates.

How many pages should each of these documents be?

Cover Letter: √ Only One!

Resume: √ Two is ok, but no more

CV: √ As many as it takes, but keep it reasonable and relevant

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

we have for COVID but are starting to perform on campus interviews

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?

technical skills

When does your organization *first* mention salary information?

√ We only discuss after we’ve made an offer

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

We have a DEI statement that is ignored

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

What happened to the the last three people that had this job?

Additional Demographics

What part of the world are you in?

√ Southwestern US

What’s your region like?

√ Urban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 11-50

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Filed under 1 A Return to Hiring Librarians Survey, 10-50 staff members, Southwestern US, Urban area

Further Questions: How do you view catalogers/tech services departments?

Each week (or thereabouts) 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 is from Twitter. She asks, With increasing reports of outsourcing, I am interested in how hiring managers view catalogers/tech services departments and, if possible, how a job seeker with experience in this area can best convey the worth of their skills.

While we only have replies from a few of our pool of hiring librarians this week, there was some really good discussion on Twitter.

You should head over there after you finish up here!


Katharine Clark, Deputy Director, Middleton Public Library: I have worked in libraries where Cataloging was outsourced and ones where there was a dedicated TS Department. The last library I worked at the TS/Cataloging Department was right behind the Public Services Staff area and they helped cover shifts on the public service desk. There are many aspects of TS/Cataloging work that can be done by paraprofessionals, so having this type of flexibility of staff can benefit a small or short staffing situation. As someone that is seeking a job as Technical Services or Cataloging Librarian, I would say being open to the idea of helping cover service desks would definitely make a potential employer see you as a team player. Having skills that go behind Cataloging would definitely be seen as an asset in my opinion.


Julie Todaro, Dean, Library Services, Austin Community College:

With increasing reports of outsourcing, how do hiring managers view catalogers/tech services departments? I would not move to outsource our Tech Services department – primarily because TS – unlike what many think is actually happening – is a fast-paced, constantly changing environment. For example – if I tried to outsource “for a year” there is almost no way I could write a position description for activities that have taken place in TS roles and responsibilities in the past year….examples include: TS support of our assessment of print holdings vs. our media/online ebook patron-led purchasing collection; our integration of online database content opportunities in our online catalog to match the now-100% online coursework; our tracking local subject heading changes that must be made to match curriculum; the assessment of the special collection (Texana materials) for determining copy or original cataloging matches with other online local, statewide or national resources; our integration of our resource choices and interfaces with our LMS; and the growth of our librarian-led design of content interfaces to name a few areas. In addition, our TS employees work in teams to assist in collection development processes overall, the design of a iPad periodical load to expand size of collections in smaller locations; moving personalized metadata aggregating to dashboard formulas; and, their assistance in assessing uses of existing online resource use for data to support decision making for AY’23 resource subscriptions.

How might a job seeker with experience in this area best convey the worth of their skills? A job seeker with experience in this area (or related areas) can best convey the worth of their skills or their marketability by having a diverse portfolio of roles and responsibilities through specific projects where their successful outcomes are clearly articulated. Examples of proactive ideas of what TS staff might do besides “the usual” include pilots; resources usage comparisons; data providing context to frame questions and possible answers; and, flexibility for supporting not only Tech Services – but also and as needed – the ability to select collections, assuming the design of guides or user pathfinders, and the ability to provide content/infrastructure to information literacy curriculum designed for librarians to integrate into classrooms.

In the absence of experience in an organization, librarians should seek out workshops and training on different software packages and systems to have at least a rudimentary understanding of how a variety of systems work and have content they have designed themselves for association committee work, support supplied for other organizations and solid general knowledge on the design of content using the more standard approaches like LibGuides, Google “school” packages, and online freeware. In addition, any new librarian in general or any librarian moving to other environments need to have a good, in-depth understanding of “open education” concepts as well as copyright. Finally, an area that many librarians avoid is grant writing (significantly different from fundraising or friendraising) and librarians seeking maximum employability should become knowledgeable about the infrastructure of grantsmanship and grant writing itself.

Finally a realistic and highly desirable second or equal primary skill set besides Technical Services is a set of assessment competencies that move far beyond “counting” or “flat” data but instead into multi-leveled assessment beginning with knowledge of data availability in databases/online resources, the design of data aggregation through the design of outcomes and standardized processes for inputs to feed into outputs and outcomes.


Laurie Phillips, Interim Dean of Libraries, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans: This is a difficult question because we’re all struggling with it. Fewer and fewer people go to library school who are interested in cataloging or technical services. What I’m seeing is that, when we’ve had positions open where these skills would be useful, it’s very difficult to recruit, so we have moved to staff positions to fill those needs. I am personally trained as a cataloger and I find that background to be very useful on a number of fronts – managing and configuring data in and for the catalog and discovery system, understanding information retrieval, configuration of systems, etc. I have an excellent staff cataloger, but that person does not have my broad background in cataloging and metadata management. I’ve kept a hand in cataloging and systems because we don’t have that expertise anywhere else. I think there are definitely ways to show how this experience and background is useful to many different areas in the library. You just have to be able to express that value.


Thanks for reading! I’d love to hear your comments…

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For those on the job market, hang in there!

Hilary Kraus is a Research Services Librarian and liaison to kinesiology and psychology at the University of Connecticut. She has worked as a reference and instruction librarian, focusing on the health and social sciences, at universities in the Midwest and New England. 

Hilary holds a BA in English and Creative Writing from Northwestern University and an MSI from the University of Michigan.

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

At most places I’ve worked, the job description is generally written by admin and reviewed by the hiring committee or written/revised by the hiring committee and approved by admin. This is around the time the hiring committee is selected and charged. The job is posted for a period of time, typically around 4 weeks, and then application review begins. The committee agrees on first round candidates and does phone or video interviews, then clears a short-list for campus interviews with admin. Campus interviews (pre-COVID) included dinner the night before and then a full day interview. The hiring committee submits strengths/weaknesses for who they consider qualified candidates among those who visited campus. Admin makes the final decision.

Titles hired include: Reference/instruction/liaison librarians

Who makes hiring decisions at your organization:

√ Library Administration

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews

√ A meal with hiring personnel

Does your organization use automated application screening? 

√ Other: I don’t know

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

They really expressed themselves well in their cover letter, not only highlighting relevant qualifications but also emphasizing why this job appealed to them. I get that people want a job because it means money and security, but as a hiring committee member and future colleague I still want to know why this job was on their list, and that they are actually interested in doing the work.

Do you have any instant dealbreakers?

I try to extend all possible grace, so I ignore minor errors in application materials (up to and including putting the wrong institution name at the top, because I have to say, as a candidate, I would never get over the mortification, so they’ve already been punished enough for that mistake). For me, it’s a deal-breaker if there’s no indication anywhere in the letter that they have any real investment in this specific job.

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

I can’t think of anything specific. We already demand people share so much information in the application process!

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

Resume: √ As many as it takes, but keep it reasonable and relevant 

CV: √ As many as it takes, but keep it reasonable and relevant 

What is the most common mistake that people make in an interview?

I think mistakes in interviews are very candidate-specific. I also don’t like to think of what they do as “mistakes,” but just as not being as successful as they could be. That said, I guess the only one I can really think of that’s helpful is not allowing themselves enough time to think of an answer to a question they didn’t anticipate. Stalling is fine! “What a great question! Give me a moment to consider my answer.” It’s also ok to ask for clarification or elaboration of a question if you’re not sure how to approach it.

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

Yes. This is hard, because not everyone has a good space that meets these requirements, but if you can, try to have: a comfortable chair where you’re sitting up relatively straight, decent lighting, a quality microphone or headset you’ve tested in advance, and a background without too many distracting elements. It’s fine to blur your background or put up a virtual one. Wear something you’re comfortable but professional-looking in — no need for anything extra fancy, especially since mostly the interviewers will just see your upper body.

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?

Lean into what you already know and have done! Many parapros have more library experience than new MLS grads, plenty of skills are applicable in multiple types of libraries, and many non-library folks have lots of transferable skills. But you have to be able to make the connection for the hiring committee, you can’t depend on them to figure it out themselves. As unfair as it seems, they’re also juggling a lot of different responsibilities and probably reading through a ton of applications, so help them see why your background is relevant.

When does your organization *first* mention salary information?

√ Other: It depends, but at my current place of work, we now put it in the ad.

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

I wish there was a way to scrub the application docs to make it impossible to assume gender, race, etc., but there really isn’t in academia. Several places I’ve worked used a matrix to ensure that everyone was evaluated in a well-documented fashion, and had hiring committee members write up their notes/reactions for screening and campus interviews without discussion to reduce groupthink. I think those types of things help, but honestly, implicit bias is obviously a real thing at every stage.

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

Ask what people like about working at the organization, where they see it heading (even the rank and file folks have opinions on this!), what would make someone successful in the role.

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Urban

√ Suburban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 51-100

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

The academic job search process is such a hazing ritual. Thanks for trying to make it better and more transparent.

For those on the job market, hang in there!


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 by filling out the survey here.

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Filed under 50-100 staff members, Academic, Northeastern US, Suburban area, Urban area

If I have an anatomy professor on the hiring committee, they may not be able to connect the dots between managing retail operations and providing front-line library services

Ruth Castillo is the Director of the Library at Emory & Henry College in Virginia. Prior to coming to Virginia, she was a library department head at another private university. 

In these roles, Ruth has chaired numerous librarian and library staff search committees and served on faculty and administrator search committees for positions outside of the library. 

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

I chair search committees for library positions at the college. For all types of positions, candidates must apply online with a resume/cv, cover letter, and references. For staff positions, the committee typically does in-person interviews with the top 2-3 candidates before making a decision. For librarian (faculty) positions, the committee does a video call first-round interview with the best 5-10 candidates then recommends 1-3 candidates for an on-campus interview day. The interview day involves 5-8 different interviews, meetings, and often a teaching demonstration and includes meetings with the Provost, the library staff, and the Faculty Hiring Committee. After the on-campus interviews, the search committee and the Faculty Hiring Committee make independent recommendations to the Provost who will make a final decision regarding offering the position.

Titles hired include: Technical Services Librarian, Technical Services Specialist, Technical Services Assistant, Health Sciences Librarian, Public Services Librarian, Circulation Assistant

Who makes hiring decisions at your organization:

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews

√ A meal with hiring personnel

Does your organization use automated application screening? 

√ No

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

The most impressive candidates I have seen are all able to articulate why they want to join us and what they would bring to the library.

Do you have any instant dealbreakers?

Coming to an interview and asking no substantive questions.

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

What the candidate needs to know to determine if this would be the job for them (salary, schedules, work/life balance, health care, moving to the community, etc).

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

Resume: √ Two is ok, but no more

CV: √ As many as it takes, but keep it reasonable and relevant

What is the most common mistake that people make in an interview?

Not doing their homework. If you don’t know where we’re located, what type of institution we are, and how big the library staff is before I talk to you, I assume you don’t have an interest in working here.

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

We do! The beginning of a virtual interview can be awkward, for everyone. A great way to overcome that is handling the basics, like making sure people can hear and see you okay.

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?

Directly reference the job posting in the context of your experience. I intentionally look for these connections, but if I have an anatomy professor on the hiring committee, they may not be able to connect the dots between managing retail operations and providing front-line library services. Utilize cover letters and interviews as opportunities to make these types of connections.

When does your organization *first* mention salary information?

√ Other: My institution does not allow us to post salary information. For staff hires, I provide salary and work schedules at the interview. For librarian (faculty) positions, it can be awkward to have that conversation during the interview with the committee present. I typically do a follow-up to the first interview with candidates we’re interested in bringing to campus that opens the door to discuss salary 1-1 before moving forward as a candidate.

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

All search committees are required to do training at the beginning of the search. We also use the same questions for all candidate interviews within a search.

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

What is the first challenge you would ask me to tackle in this position? How does this position fit into the strategic goals/plans of the library? When you started here, what surprised you the most about working here? What does communication within the library look like?

Additional Demographics

What part of the world are you in?

√ Southeastern US

What’s your region like?

√ Rural

Is your workplace remote/virtual?

√ Never or not anymore

How many staff members are at your organization?

√ 0-10

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Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Academic, Rural area, Southeastern US

It’s important that candidates know we are part of active unions governed by collective bargaining agreements, and that we are state workers.

Headshot of Jamie Taylor in front of a white board, wearing a bike cap

Jaime Taylor is the Discovery and Resource Management Systems Coordinator at UMass Amherst. Her professional interests include the racialized and gendered nature of librarianship, rethinking librarian education, flattening institutional structures beyond what is currently fashionable, and providing library services in unconventional settings.  Her non-professional interests include bicycles, cats, and old houses. 

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

I have chaired two search committees at my current organization. At my library, hiring is done via committees, which work with library admin to conduct the search & interview process, then make recommendations to the hiring authority (that is, the Dean of Libraries) about which candidate to offer the position to. Committees have 3-5 members, and include both librarians and paraprofessional staff, per our union contracts. For librarian positions, we usually have a phone interview round & then a finalist round of on-campus, full-day interviews, including a presentation by the candidate to library staff. We have recently begun revamping our processes with a DEI/justice lens, and so this process is under renovation. 

Titles hired include: ILS/LSP administrator; collections analysis librarian

Who makes hiring decisions at your organization:

√ Library Administration

√ A Committee or panel 

Note: The committee makes recommendations, but the Dean of Libraries has the final decision.

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ References

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews

√ A meal with hiring personnel

Does your organization use automated application screening? 

√ No 

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

They had thorough answers to questions about soft skills — the why & how questions; questions about justice, inclusion & equity; and demonstrated through their answers introspection about their work. They showed a growth mindset, through the research & other professional development they do, as well as through their interests inside & outside the library. They showed interest in cross-departmental connections & shared library/university governance. 

Do you have any instant dealbreakers?

Since I work for the state & hire other state workers, if a candidate does not meet the minimum requirements listed in the job description I *cannot* hire them, even if they make a very compelling argument that would be convincing in another setting.

Displays of subtle or overt bias or discrimination, especially against existing library staff. I have hired a young trans woman, for example, and we have workers of color and queer workers thorughout the library. I will not endanger my coworkers through my hiring decisions.

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

I wish I had better ways of sussing out which candidates will actually be able to quickly grow into a role that is a step up the career ladder or involves a new skillset. I’ve had libraries take that chance on me, and I think it worked out well for both me and the institution, so I’d like to be able to extend the same when I’m doing the hiring. Anyone can say that they are lifelong learners & relish a challenge, but it’s harder to concretely prove that someone will be successful at something they don’t yet know how to do.

How many pages should each of these documents be?

Cover Letter: √ As many as it takes, but keep it reasonable and relevant 

Resume: √ As many as it takes, but keep it reasonable and relevant

CV: √ As many as it takes, but keep it reasonable and relevant

Note: Two pages max each for resume/CV & cover letter is probably the sweet spot for early to mid-career positions. In a digital environment, keeping each to only one page isn’t important.

What is the most common mistake that people make in an interview?

Not answering the questions I am actually asking! Please find a way to give a substantive answer to my actual question, even if you don’t have the particular qualification I am asking about. I want to hear specificity and details to know that you know what you are talking about.

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

We are actively trying to make this as equitable and stress-free as possible! As long as we can hear each other, it’s all good.

Virtual or phone interviews make it much easier to have notes on hand to refer to as you speak — take advantage of that!

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?

Make a convincing argument that your skills & experience translate. Tell me why it makes sense. Be confident in them and sell it to me. Customer service experience is always relevant, for example, even if you are only communicating with coworkers.

When does your organization *first* mention salary information?

√ It’s part of the job ad 

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

We have rewritten job descriptions to allow for more kinds of experience to be applicable. We actively advertise in places that are relevant to wider, more diverse audiences. I personally cultivate a diverse professional network & use it when hiring. We have an orientation session for the search committee at the beginning of the process to reinforce methods of bias reduction & have checklists & exemplars to refer to. 

But, since the library is largely staffed by white people, the collective networks of staff are mostly also white. We see names & other possible ethnic identifiers on applications. We are currently understaffed & in a rush to hire, so we may not think we have the time to slow down a process enough to give it proper attention with an anti-bias lens.

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

Please ask something, anything! It looks bad if a candidate has zero questions. Ask us about the culture and supervision style of the unit the position is in. Ask us about what kind of professional development opportunities there are. Ask us why we chose to work at this library. Ask us what exciting projects or changes are on the horizon. Use your questions to show us that you are curious & forward thinking & are aware of trends in the library world.

It’s important that candidates know we are part of active unions governed by collective bargaining agreements, and that we are state workers. These two facts govern the choices a candidate has once they’ve been offered a position – negotiation, selection of benefits. Candidates should also know that unions are only as strong as their members, so expect to be involved in making our institution the best workplace it can be. 

Additional Demographics

What part of the world are you in?

√ Northeastern US 

What’s your region like?

√ Rural 

Note: New England rural, not flyover state rural, though.

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 51-100 

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

Don’t apply for positions that aren’t a good match to your experience & skills. It’s a waste of your time & ours. Instead, spend more time honing your application materials & interview skills for positions that are a close fit.

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 by filling out the survey here.

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Filed under 1 A Return to Hiring Librarians Survey, 50-100 staff members, Academic, Northeastern US, Rural area

I figured if she could handle middle school students, first-year college students should hold no terror.

Randall Schroeder has been a professional librarian for over 33 years. A graduate of the University of Iowa library and information science program, he has spent most of his career as an academic librarian in public service and instruction, but briefly went over to the dark side of administration. Most recently he was a director of a small, rural public library in Iowa.

 His recent projects include publishing his first book and a TEDx Talk about information literacy, media, and misinformation. He currently lives in Coralville, Iowa. 

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

As the library director, I was usually the chair of a hiring committee. I had a big voice, but not the sole voice.

Titles hired include: Public service librarian, information technology librarian, Library Dean

Who makes hiring decisions at your organization:

√ Library Administration 

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ CV

√ References

√ Supplemental Questions

√ Demonstration (teaching, storytime, etc)

√ A whole day of interviews

√ A meal with hiring personnel 

Does your organization use automated application screening? 

√ No 

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

I had one candidate who led school groups at a science museum in Indiana. I figured if she could handle middle school students, first-year college students should hold no terror.

Do you have any instant dealbreakers?

Getting the name of the organization wrong in materials. Grammar and spelling mistakes. No degree if the position says it is required, especially in academe.

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

Ability to be collegial and general people skills. Anybody can fake it for the duration of an interview.

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more 

Resume: √ Only One!  

CV: √ As many as it takes, but keep it reasonable and relevant 

What is the most common mistake that people make in an interview?

They are all different. Everybody is on their best behaviour. There hasn’t been any single common mistake.

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

Be patient with technology issues and low bandwidth. Be ready for a ‘Plan B’

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?

More advice to the people doing the hiring: Don’t silo people. Everybody’s story is different and you are losing out on some great talent because they don’t fit into your square hole.

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?

Not much. I always have a dean hollering to hire more diversity, which we want, but it is excruciatingly hard to convince diversity to come to Iowa, let alone apply. I don’t know what the solution to that is.

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

Have at least one question that is specific to my organization so I know they at least looked at the web site before they showed up.

Additional Demographics

What part of the world are you in?

√ Midwestern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 11-50

Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

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Filed under 10-50 staff members, Academic, Midwestern US, Public, Suburban area

Underselling themselves; being too humble

A young person studies a book in a migrant camp library
Image: Arvin camp for migrant workers (Farm Security Administration-FSA) California. Retrieved from NYPL Digital Collections

This anonymous interview is with someone who hires for:

√ Other: Federal Libraries

Title: Account Manager

Titles hired include: Metadata librarian, cataloger, project manager, library technician

Who makes hiring decisions at your organization:

√ The position’s supervisor

Which of the following does your organization regularly require of candidates?

√ Online application

√ Resume

√ Oral Exam/Structured interview

Does your organization use automated application screening? 

√ No

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

Asked intelligent questions and demonstrated passion for librarianship

Do you have any instant dealbreakers?

Poor communication / response time

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this

Resume: √ As many as it takes, but keep it reasonable and relevant

CV: √ We don’t ask for this

What is the most common mistake that people make in an interview?

Underselling themselves; being too humble

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

Test equipment/software in advance; make sure background isn’t distracting (or use software features to obscure background); eliminate background noises such as pets, kids, roommates, construction & appliances

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 be honest about what attracted you to the library world (maybe it was a friend/relative who works in the field, or you just enjoyed spending time in a library setting in school or taking your kids to one). Soft skills are the most important (library science isn’t rocket science). Skills can be learned on the job; friendliness, reliability, professionalism, work ethic cannot.

When does your organization *first* mention salary information?

√ We only discuss after we’ve made an offer

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Urban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 101-200

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