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 want to work at a different type of library/institution
√ Looking for remote/virtual work (or at least hybrid)
√ My current job is awful/toxic
√ Because I reassessed my priorities after COVID
Where do you look for open positions?
INALJ, ALA JobLIST, professional listserv, LinkedIn, DLF Job List, etc.
What position level are you looking for?
√ Supervisory
√ Department Head
√ Senior Librarian
What type(s) of organization are you looking in?
√ Academic library
√ Library vendor/service provider
√ Other: Business outside of GLAM
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Suburban area
Are you willing/able to move for employment?
√ Yes, to a specific list of places
What are the top three things you’re looking for in a job?
Remote-first, based in Midwest, equivalent or greater compensation to current position
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
4
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well
√ Having (and describing) excellent benefits
√ Having a good reputation
√ Funding professional development
√ Prioritizing EDI work
√ Prioritizing work-life balance
Do you expect to see the salary range listed in a job ad?
√ Yes, and it’s a red flag when it’s not
The Process
How much time do you spend preparing an application packet?
2 hours
What are the steps you follow to prepare an application packet?
How do you prefer to communicate with potential employers?
√ Email
When would you like potential employers to contact you?
√ 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?
3 months
How do you prepare for interviews?
review interview schedule, prepare my list of questions
During your current search, have you had any of the following experiences:
Submitted an application and got no response√ Happened more than once
Had an interview and never heard back√ Not Applicable
Interviewed for a job where an internal candidate was eventually chosen √ I don’t know
Asked for an accommodation for a disability √ Not Applicable
Withdrawn an application before the offer stage √ Not Applicable
Turned down an offer √ Happened once
If you’ve turned down an offer (or offers), why?
I stated my desired salary range, and they offered far below it. It wasn’t even worth trying to negotiate up to my lowest end point of the range.
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Less than six months
Why are you job hunting?
√ I’m unemployed
Where do you look for open positions?
local lib and government sites, linkedin, institution specific job listings
What position level are you looking for?
√ Entry level
√ Requiring at least two years of experience
√ Clerk/Library Assistant
What type(s) of organization are you looking in?
√ Academic library
√ Archives
√ Public library
What part of the world are you in?
√ Western US (including Pacific Northwest)
What’s your region like?
√ Urban area
√ Suburban area
Are you willing/able to move for employment?
√ Yes, within my state
What are the top three things you’re looking for in a job?
good wage, potential to branch out skills/ learn on the job, good work environment
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
2-3 (just started)
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well
√ Introducing me to staff
√ 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?
expecting tons of experience/education qualifications for a job that doesn’t require it (even if you have it)
The Process
How much time do you spend preparing an application packet?
at least a few hours to make, then a day or two to review
What are the steps you follow to prepare an application packet?
research institution, tailor resume to position, produce and tailor extra written material, give to others to review, submit forms
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?
usually around a month, if it is an educational institution preparing for a future semester I expect a while longer
How do you prepare for interviews?
check institution standards/mission if available, come up with answers to general interview questions, find key words/phrase to somehow include, practice with someone
What are your most hated interview questions, and why?
“where do you see yourself in 10 years?” that is a very long time, how am I to know??
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 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
What should employers do to make the hiring process better for job hunters?
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Less than six months
Why are you job hunting?
√ I’m unemployed
Where do you look for open positions?
ALA JobLIST, NH Library Job Board, State of New Hampshire NH Works, LinkedIn, Indeed
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
√ Library vendor/service provider
√ Public library
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Urban area
√ Suburban area
√ Rural area
Are you willing/able to move for employment?
√ No
What are the top three things you’re looking for in a job?
Stability, Career Advancement, Training Opportunities
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
25
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well
√ 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?
Poor job duties description
The Process
How much time do you spend preparing an application packet?
2-3 hours
What are the steps you follow to prepare an application packet?
Compare resume to job listing and update as needed, Compare Cover letter to job listing and update as needed, Fight with the terrible job application UI (they always take up the majority of my time, Collect any additional materials and submit.
How do you prefer to communicate with potential employers?
√ Phone for good news, email for bad news
When would you like potential employers to contact you?
√ To acknowledge my application
√ To tell me if the search is at the interview stage, even if I have not been selected
√ Once the position has been filled, even if it’s not me
How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?
2-4 weeks, maybe longer for academics which require a hiring committee
How do you prepare for interviews?
Review materials, review job listing, review possible questions for position, prepare my travel plans the day before for on-site interviews, prepare clothes choices, troubleshoot tech issues an hour in advance for teleconference interviews.
What are your most hated interview questions, and why?
Questions regarding skills I have not been trained in are always tenuous, because I have to find ways on the spot to spin my previous experience, and I find it is very hard to turn that into a question of whether the position will offer training for those skills.
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 √ Happened more than once
What should employers do to make the hiring process better for job hunters?
Be up front and honest about the position (including pay), and the search process. I don’t mind getting a canned response at all, because no response makes me feel like my application was just a waste of my time.
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining
√ I’m frustrated
√ I’m running out of money
√ I feel alone in my search
What are your job search self-care strategies?
Try to maintain some forward momentum without stressing. Libraries are a slow burn industry, so there is no need to check for additional postings multiple times a day. Focus on doing other things, doing something personally fulfilling, and check again tomorrow morning.
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?
Employers really need to be up front about their pay AND that they are willing to entertain candidates who have less experience in the position. I might be willing to re-train and move in a different direction if that is in their job description.
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?)
2017
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ After graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ Two to three years 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)?
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?
√ Looking for more money
√ My current job is temporary
Where do you look for open positions?
HigherEd Jobs, ALA JobLIST, LinkedIn, We Here, posts on social media
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
√ Special library
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ Yes, to a specific list of places
√ Yes, as long as at least some of my moving costs are covered
What are the top three things you’re looking for in a job?
Opportunities for professional growth both at the organization and through the broader field. Deep connections to community, whether it be with fellow staff in department or throughout organization, as well as relationship-building with student researchers, faculty, and the broader surrounding area of cultural heritage workers. Ability to work on meaningful and impactful projects that benefit both myself and the organization.
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
I am re-starting my job search as my current role (a library residency) will expire shortly and I want to have enough options to consider when the time comes.
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 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?
High turnover, whether in the immediate department or organization at large; lack of financial support from the governing institution (whether it’s a university or other larger body); a job description that bills itself as “early-career” but features a laundry list of skills and/or experiences required.
The Process
How much time do you spend preparing an application packet?
I spend anywhere between 3 days to a week preparing and submitting an application packet.
What are the steps you follow to prepare an application packet?
I take time and care to research the organization and the job. I review the organization’s website, reading any publicly available strategic plans and/or press releases, culture or mission statements, as well as blog posts. Using previous cover letters, I draft and tailor my cover letter to match/mirror what the job description is seeking. I update and/or tailor my CV. I try to read any works written by other prospective colleagues at the organization to get a sense of what their research interests might be and how I might align (or not) with what the are doing. Finally, I try to consult with friends to review at least my cover letter before I submit. While this process might take longer, I find it leads to better results because I’m being more intentional.
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?
I anticipate anywhere between 1 month to 4 months.
How do you prepare for interviews?
I have an in-depth process when it comes to preparing for interviews.
First, I read about the members of the hiring committee as well as the immediate team I might work with to get a sense of their experiences and expertise. I review profiles of the university and/or research center to better grasp their priorities for collection, teaching, or other projects.
Second, I update myself on readings relevant to the job in question, taking stock of recent articles that might speak to the latest developments in that particular subfield and whether they would apply to my vision for that role. I use that information to help tailor a job talk and/or other things I might share in the course of interviews. Sometimes, I create a subfolder on Zotero to collect these readings and then return to them as needed depending on the kind of job in question.
Third, I use the “notepad” application on my desktop to write notes, reflections, and questions that I either have for the hiring committee or anticipate them asking. I write responses to the latter questions as a way of “mapping” what I may say. Later, I save and read these notepad files as a way to reflect back upon how the application process when and what I might do differently next time.
What are your most hated interview questions, and why?
I dislike it when I’m asked to name a salary (often without knowing what other folks in the department might be making) as it makes the power imbalance very apparent in the interview. I also dislike being asked about gaps in my employment history as it indicates a lack of sensitivity on behalf of the employer about the many barriers I’ve dealt with when it comes to finding and securing full-time, permanent employment.
During your current search, have you had any of the following experiences:
Submitted an application and got no response√ Happened once
Had an interview and never heard back√ Not Applicable
Interviewed for a job where an internal candidate was eventually chosen √ Not Applicable
Asked for an accommodation for a disability √ Not Applicable
Withdrawn an application before the offer stage √ Not Applicable
Turned down an offer √ Not Applicable
What should employers do to make the hiring process better for job hunters?
Provide a salary schedule for prospective candidates. Discuss opportunities for professional growth and promotion at the interview. Reimburse them for any expenses incurred for travel (including parking fees). Give them space to recharge and reflect, even if for 15 minutes, during a day-long interview. If possible, provide a contractor’s fee to reimburse the candidate for creating original presentation materials. When following-up with candidates who weren’t selected, try to provide feedback so that they can learn from the experience (rather than fumble through the long, dark pathway towards securing a job).
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining
√ I’m frustrated
What are your job search self-care strategies?
I take breaks: spend time with my loved ones, watch movies, listen to music, go for walks.
I remind myself that I have a relatively stable job (for now). And that even after the residency ends, I will at least have had this opportunity to learn from these months of training.
Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?
Job searches can be unnecessarily long and brutal. It’s important to remember that the job search is only one small piece of a much bigger story you’re building about yourself
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)?
√ More than six months before graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ Less than six months after graduating
What kind of work was your first post-graduation professional position?
√ Full Time
√ Residency
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
Not really.
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
Take time and care when preparing application materials. Being intentional with what you submit often leads to better results.
Be gracious at each interview as these colleagues will be active in other professional circles. Recognize that decisions made about hiring are not to be taken personally.
No one can tell you what you dare to become or dream; failed job searches are common, and so expect to receive a fair share of rejection.
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 is from a reader:
How much notice are employees expected to give before they quit their current job? Is this mandated by etiquette or contract?
Anonymous Federal Librarian:
I’ve always felt two weeks is normal and acceptable. Anything less than two weeks is going to burn some bridges, and people WILL talk about you. You also need to know your current environment. If your supervisor is the type that wants to see you grow, succeed, and move up, you should let them know sooner than two weeks if you can. In my last position, my supervisor knew 4 months before that I was leaving. It gave us both plenty of time to prepare for my departure.
Laurie Phillips, Associate Dean for Information Resources and Systems, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans:
We fully expect an employee to professionally end their current employment. If that means 2 weeks or even a month, that’s okay. At this university, if an employee does not give two weeks’ notice before leaving, they are ineligible for rehire.
Jimmie Epling, Director, Darlington County Library System:
Employment etiquette for lower salary positions notes that a two week notice is ideal and for upper level management/professional a four week notice is recommended. While it is a courtesy to your employer to give a notice, but regardless of whether it is two weeks or four weeks, the notice does not provide enough time for the library to find a new staff member to fill the position.
Celia Rabinowitz, Dean of Mason Library, Keene State College:
I always felt that librarians in academic positions should try, when possible, to leave at the end of a semester (or even academic year, if possible). If that isn’t feasible, as a director, I would appreciate as much advance notice as possible. A month or more is not too much, unless the person is in an untenable situation I their current job. For staff I think the standard two weeks is fine and expecting more is not really fair. I have never worked in an environment where a notice period was mandated.
Donna Pierce, Library Director, Krum Public Library:
As a director I am supposed to give a month’s notice. However, past employees at the same level have given anywhere from two weeks to two day notice! As for other employees, I appreciate getting at least two weeks’ notice – though when I was part-time I didn’t give much notice to one job!
Jaime Taylor, Discovery & Resource Management Systems Coordinator, W.E.B. Du Bois Library, University of Massachusetts: Where I work, it is governed by our collective bargaining agreements. For librarians, that’s based on length of services. If it is your first year, you must give at least 30 days notice. If it’s between one and six years, you must give 60 days notice. If you have six years or service or more, you must give 90 days notice.
Personally, if you have no contract language or other requirements around giving notice, you do you. In the past, when I was leaving a library on good terms and had the luxury of sufficient time to move and start a new job, I let the organization know as soon as I knew that I would be leaving. I needed the time to wrap up projects and write documentation, and they were able to begin planning the hiring process for my replacement. But if the organization has not treated you with respect, or if giving extended notice would make your life difficult or threaten your new position, etiquette need not come into play. Jobs will never love you back.
Alan Smith, Director, Florence County, SC Library System: Our county’s requirement is two weeks’ written notice for all employees, and four weeks for department heads, with a couple of incentives/enforcement mechanisms: employees who don’t give the required notice don’t receive a payout of their Annual Leave, and aren’t eligible to be re-hired in the future.
Even if your employer doesn’t require it, two weeks’ notice is standard because it minimizes disruption: not only for administration or HR, who needs time to update files, close out benefits, and prepare for re-hiring, but also for co-workers, whose schedules and other duties are going to change to cover the vacancy. Even if it’s not a great work environment and you don’t plan to use them as a reference, future employers may still call to verify employment, and “did they give adequate notice?” is a pretty standard question.
In our library, staff usually give informal notice as well. They know the vacancy will affect co-workers schedules and programs, and creates administrative work, so they’ll give their supervisor a heads up a couple of weeks before the formal notice (and sometimes a good deal earlier, usually with retirements). This is very helpful and I really appreciate it, but be careful with this unless you have a good, trusting working relationship with your supervisor. There are managers out there who will take resignation as a personal affront; best-case, they give you a cold shoulder until you leave, and worst-case, they may come up with a reason to terminate before your official notice comes in! If this sounds like your manager, but you don’t want to leave your co-workers in the lurch, you can give written notice earlier (3 weeks’ notice, etc.).
Amy G, Head of Adult Services:
It’s customary for most jobs to give two weeks notice, and that’s generally dictated by etiquette and social norms rather than any formal requirement. If an employee knows more than two weeks out they’re going to be leaving, I’d appreciate knowing as soon as possible, but I understand there can be reasons not to give more notice in some workplaces.
Anonymous:
I think this probably varies by library type and culture as well as the type of position you’re leaving. If you have a contract that has a rule, then you should follow it. In my experience, etiquette states a minimum of 2 weeks notice. I strongly recommend not giving any less than that. In the last year, two people have left my current institution with less than a week’s notice, which was viewed as inconsiderate and rude. If you have a reason, great – but let people know that! Like I said earlier, the library world is very small and people have long memories.
Julie Todaro, Dean, Retired:
Easy answers are “it depends” and “both.” More specific answers might be:
Before they quit
If an employee is on a contract, and if not mandated by the contract itself or by HR, at least one month of workdays before the contract is up. In fact, a growing number of supervisors put out a general feeler to employees with the question; however, it is not acceptable to ask someone individually “Are you going to quit? And “if so, please quit by xxxx.” or better yet “Please don’t quit!”
Without a contract, employees should strive for the length of a pay period or the more common “two weeks’ notice” or one month. These choices also depend on the length of time it takes an organization to get positions posted, etc. Also, employees should be careful and NOT state things months in advance such as “I will probably quit at the end of the year.” This is not considered a notice of any kind and managing this employee and this employee managing others becomes a major problem. Clearly it looks as if the employee is either hedging their bets on the new job or the new job isn’t sure. It should be remembered that keeping an employee in a job out of courtesy or for the employees’ convenience is not what your institution is or should be in the habit of doing. In fact, managers who do this (other than the retirement date issue) find themselves a lame duck, no matter what. Effective supervision is no longer possible (up or down) and it isn’t equitable to peers, management or other employees who are loathe to take direction or work on projects, etc. knowing things may and probably will drastically change.
Organizations accepting early timelines need to request a workplan of current work from the employee and then negotiate the workplan for remaining time to ensure what needs to be done or what is critical to be done, is done.
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.
American Library Association – Library Personnel – Camp Greene Volunteer Library Workers. National Archives and Records Administration, 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
√ Cover letter
√ Resume
√ References
√ Proof of degree
√ Supplemental Questions
√ Written Exam
√ Oral Exam/Structured interview
√ Demonstration (teaching, storytime, etc)
√ More than one round of interviews
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Posting review. Posting. Resume review. 1st short interview. Written test. 2nd long interview. Hire. On boarding. Probation.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They knew about the library services and collections and believed in intellectual freedom.
Do you have any instant dealbreakers?
Late. Swearing. Not knowing about or using the library. Not being able to tell me what you are reading. You must have read something to apply to the job. Not knowing what edi means for them.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Capacity to support the member who hasn’t talked to anyone all day
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?
Too many umms. Not being themselves.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Be yourself.
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?
Tell us what you did. Why it matters. How you did it. When and where and then tell us why you think that makes you the best person for this role.
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?
Exists in Screening. To reduce bias we ask everyone how they use their privilege, opportunity and challenges in life to enhance their practice as a public servant.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What do you want to see in the first 3-6 months.
Additional Demographics
What part of the world are you in?
√ Canada
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Never or not anymore
How many staff members are at your organization?
√ 201+
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
What percentage of the library team represents the community as a mirror
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.
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Six months to a year
Why are you job hunting?
√ I’m employed outside of the field and I’d like to be in it
√ I want to work with a different population
Where do you look for open positions?
ALA JobLIST, LinkedIn
What position level are you looking for?
√ Entry level
√ Requiring at least two years of experience
What type(s) of organization are you looking in?
√ Academic library
√ Public library
What part of the world are you in?
√ Canada
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ Yes, anywhere
What are the top three things you’re looking for in a job?
Career progression,good salary and flexible job
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
16
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well
√ Having a good reputation
√ Funding professional development
√ 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?
Lack of career progression
The Process
How much time do you spend preparing an application packet?
An hour
What are the steps you follow to prepare an application packet?
Check through application requirements,
List out relevant work experience on my resume
How do you prefer to communicate with potential employers?
√ Email
When would you like potential employers to contact you?
√ To tell me if the search is at the interview stage, even if I have not been selected
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?
Two weeks
How do you prepare for interviews?
By going through the organization website to know more about them and learn more about the job role i applied for
What are your most hated interview questions, and why?
None
During your current search, have you had any of the following experiences:
Submitted an application and got no response√ Happened more than once
What should employers do to make the hiring process better for job hunters?
Employers should please understands that not every qualified applicants have many years of work experience, we should be considered for entry level role to build up the experience needed
You and Your Well-Being
How are you doing, generally?
√ I’m optimistic
√ I’m energized
√ I feel alone in my search
What are your job search self-care strategies?
To always send mail to organisation asking if the application process is still on, most especially when i dont get a feedback in time
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?
To job hunter, i will say never give up on your dream. Pursue it
Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?
I would like to say thank you for this opportunity
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?)
2018
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ After graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ Hasn’t happened yet – I’m still looking
What kind of work was your first post-graduation professional position?
√ Contract
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ A year to 18 months
Why are you job hunting?
√ Looking for more money
√ Looking for a promotion/more responsibility
√ My current job is awful/toxic
Where do you look for open positions?
Local job sites like NJLA and LubrarylinkNJ
What position level are you looking for?
√ Requiring at least two years of experience
√ Supervisory
√ Senior Librarian
What type(s) of organization are you looking in?
√ Public library
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Urban area
√ Suburban area
Are you willing/able to move for employment?
√ Yes, within my state
What are the top three things you’re looking for in a job?
Better pay better coworkers,
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
Four or five estimated
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
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?
Reposting the job a lot
The Process
How much time do you spend preparing an application packet?
An hour
What are the steps you follow to prepare an application packet?
Work in my cover letter
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?
One to two months
How do you prepare for interviews?
Looking up interview questions online and going through my successful programs
What are your most hated interview questions, and why?
What is your biggest weakness because frankly it’s bullshit
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 √ Happened more than once
Asked for an accommodation for a disability √ Not Applicable
Withdrawn an application before the offer stage √ Happened once
If you’ve turned down an offer (or offers), why?
Would basically be taking a pay cut for a worse commute
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:
I went to two in person interviews during the pandemic and they ghosted me.
You and Your Well-Being
How are you doing, generally?
√ I’m despondent
√ I’m frustrated
Job Hunting Post Graduate School
If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)
2017
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ Six months before graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ I was actually hired before I graduated
What kind of work was your first post-graduation professional position?
√ Full Time
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Less than six months
Why are you job hunting?
√ I want to work with a different type of collection
√ Looking for remote/virtual work (or at least hybrid)
√ My current job is temporary
√ My current job provides insufficient or no benefits (Healthcare or beyond)
Where do you look for open positions?
LinkedIn, ALA, Joblist
What position level are you looking for?
√ Requiring at least two years of experience
√ Clerk/Library Assistant
What type(s) of organization are you looking in?
√ Academic library
√ Archives
√ Public library
What part of the world are you in?
√ Western US (including Pacific Northwest)
What’s your region like?
√ Urban area
√ Suburban area
Are you willing/able to move for employment?
√ Yes, within my state
√ Yes, as long as at least some of my moving costs are covered
What are the top three things you’re looking for in a job?
Permanent employment, good pay, benefits
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
1
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
√ 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?
√ 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?
no experience needed
The Process
How much time do you spend preparing an application packet?
1 hr
What are the steps you follow to prepare an application packet?
write cover letter, tweak resume
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?
A few weeks?
How do you prepare for interviews?
look over questions to ask for interview, look over resume
What are your most hated interview questions, and why?
don’t have one
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 √ Happened 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
If you’ve turned down an offer (or offers), why?
not enough pay
What should employers do to make the hiring process better for job hunters?
communicate the process better and where we stand
You and Your Well-Being
How are you doing, generally?
√ I’m optimistic
√ I’m maintaining
What are your job search self-care strategies?
only apply to jobs that pay more than i’m making, only take a perm hire role
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?
please list the salary on the job listing
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?
√ Less than six months after graduating
What kind of work was your first post-graduation professional position?
√ Contract
√ Temporary/Limited Term
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
Not really
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
i’m seeing a lot of positions in the archive world that don’t pay super well. hope that changes
By the 1890s, Users in Close Quarters: A 220th Birthday Salute to the Library of Congress (LOC). By Flickr user The Library of Congress.
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: Youth & Family Services Manager
Titles hired include: Teen Specialist, Children’s Assistant
Who makes hiring decisions at your organization:
√ Library Administration
√ The position’s supervisor
√ Other: We’re a small, rural library. No HR dept. Hiring decisions are ultimately made by director, with input from the respective dept head
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ Other: Cover letters matter!
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
The respective Dept. Head and Director review the description to see if any updates are needed and compose the job posting, which is posted on our website, social media, state library job list, LinkedIn, and Indeed. Generally open until filled. Being a small community, we generally don’t get many applicants, and sometimes have to repost. Try to have 2-3 to interview, then decide whether to check references and make an offer, or repost.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Resume was neat, well-organized, and to the point without any padding or fluff. In the interview the candidate impressed with thoughtful answers that showed insight into library practices and working with kids, good customer service, and maturity to know when to refer things to someone else or ask for help.
Do you have any instant dealbreakers?
Poor communication skills, no experience with kids, seeming as though they do not really like kids, including teens, and/or would not have the patience required. They must genuinely like working with kids of all ages. Library policies and practices can be taught.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
What they are really like working with. Are they a team-player, flexible, self-motivated? Can they work independently? Do they have good judgment?
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?
Not preparing. Typical interview questions are very easy to find online; there is no excuse for not being prepared for the most common, standard questions. Not knowing anything about the library and community it serves. Be familiar with recent programs and new services, be prepared to suggest others.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Be sure you know what time zone your interview appointment is. Take it seriously and be ready on time, don’t bale. Dress professionally, try to have a neutral or pleasant background and good lighting.
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?
Spell out what you did and how it is related to the job you want; positions with the same title can be very different at different libraries, so don’t assume we know. Connect the dots for us, prove you have transferable skills.
When does your organization *first* mention salary information?
√ Other: For me, I didn’t find out the salary until the interview. Since I started, the pay info is included in 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?
Ask about training and how you will be supported as you learn. Too many places still follow the “sink or swim” method. Ask questions that show a genuine interest in the job and organization, and show you have a deeper understanding of the job.
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?
√ 11-50
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Be sure you include any relevant information that might set you apart from other candidates on your resume, and work it into the interview somehow. Your cover letter should show genuine interest and enthusiasm, and not just rehash your resume.
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.
Hiring Librarians 
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