Tag Archives: library hiring

Stats and Graphs: Job Search Self Care, Part 1 of Many

The 2023 Job Hunter’s Survey collects information from LIS workers who are currently looking for work, crossing multiple experience levels, specializations, and library types. There are 37 questions, including a special section that asks for information about the length of time taken to find the first post-grad school position (which for some respondents was quite a few years ago). The survey opened on February 2nd, 2023. It will remain open indefinitely, but as of April 11, 2023, there were 434 responses. Most chose to fill it out anonymously, but 30 people did leave contact information. I am posting both individual responses and statistics, as I can get them written up. Given the number of responses, it will most likely take more than a year for me to share them all. 

This is the sixth 2023 Job Hunter’s Survey statistics post! Please note I don’t use representative sampling, so it would be inappropriate to draw conclusions about the larger population of LIS Workers as a whole.

In this post, I’m again looking at just one question that I asked job hunters.

What are your job search self-care strategies?

This is an open-ended question, and it’s taking me FOREVER to code all the responses, so I don’t have any charts for you today. But, I did still want to broach the topic. We should talk more about this! Job searching is a tough, soul-grinding activity, even for the most optimistic, sunshine personalities. My thought is I’ll keep slowly working through the answers and then talk about the various groupings I find as I go. Hopefully this will open up more thought and dialogue on the topic. In writing this post I’m realizing that some of the categories I was thinking of as larger groupings are actually only mentioned by a few people. I still think they are worth sharing because they might be useful to folks who are examining their own strategies.

Today I will mention some of the more straightforward strategies/responses (please note that many folks had multiple strategies):

  • No response -112 respondents skipped this question (25.8%)
  • No strategy/Not sure – mentioned by 34 respondents (7.8%)
  • LOL – mentioned by 2 respondents (0.4%)
  • Media: TV/movies/video games/YouTube/podcasts… – mentioned by 17 respondents (3.9%)
  • Books/Reading – mentioned by 11 respondents (2.5%)
  • Therapy/psychological care – mentioned by 14 respondents (3.2%)
  • Meditation – mentioned by 6 respondents (1.3%)
  • Reward/Treats – mentioned by 7 respondents (1.6%)
  • Crying – mentioned by 6 respondents (1.3%)

No response

A quarter of all respondents skipped this question, which seems fairly significant. We don’t have any way of knowing why, of course. It could be because they did not have self-care strategies. However, this was question 28, so it is also possible that the folks who skipped this question did so because of survey fatigue.

No strategy/Not sure and LOL

34 people said they did not employ any self care strategies, or were uncertain about it. 1 person replied “LOL” and another replied “LOL” and followed with “Taking any job I can. Applying for SNAP so I can eat without running up my credit card.” I lump these LOL in with the no strategy answers because it seems like many folks find the idea of self care laughable, impossible, or simply puzzling.

Some of the uncertain folks said things like, “I don’t know what job search self-care would look like.” or “?????” Others were uncertain what self care meant in this context but described a possible strategy, such as “? Hope?” or “There are self-care strategies? No but seriously I’m honestly not practicing them beyond taking weeks where I simply “forget” I should be applying to jobs because my application process is driven by a certain level of desperation right now.” or “Don’t know that I have any beyond stubbornly keeping at it (Healthy, eh?)”

Some folks without strategies also expressed that job hunting had a negative impact. One person replied, “Can’t say I have any. After I have a promising interview that does not go my way, I tend to feel disheartened and do not even want to look for work for a couple of weeks.” Another expressed years of pain, saying, “I should probably get some. At the end of the day, though, years of rejection are really painful, even when you know they have nothing to do with you or your qualifications. I put my life on hold starting at age 25 and… somewhere in there… I turned 40. I’d sacrificed my whole personal life for the job and the job never appeared.”

Like the last respondent, a few folks expressed that even though they didn’t have any strategies, they thought this was something they should pursue, “I don’t have any but I wish I did! If you share the results of this question that would be great :)”

Media: TV/movies/video games/YouTube/podcasts…

17 respondents mentioned various forms of media as a self-care strategy. These ranged from “Play videos to turn my brain off for an hour or so” to “Lots and lots of TV shows and chocolate. Also, looking at cute animals.” to “Reading zines. Watching Murder She Wrote. Walking and enjoying trees and nature.” In general, this is a strategy of distraction, although it also serves to remind folks that there is more to life than job searching, and that this “more” can be funny, engaging, or otherwise enjoyable. It can also be a strategy of social bonding, as with the respondent who said “take breaks and ignore it for a while to focus on schoolwork. talk to my friends and family. watch tv with my housemate.” And of course the bonding need not be with another human, as for the person who responded, “Civ 5, watching movies with my cats, complaining to my friends. Trying to give myself days off from the job search.”

Books/Reading

I did pull books/reading out as a strategy separate from Media above, simply because I wanted to know how often LIS workers rely on books for self care. Fewer folks mentioned this narrower category (only 11). Most spoke about books or reading in general terms, although a few did specify type (zines) or genre: “Pilates or watch anime or read fan fiction.” Like Media, Books/Reading might be primarily a distracting tactic. However respondents did call out other specific benefits. One person included books in a list of intellectually stimulating activities, “Weekly therapy, long walks with my dog, regular exercise, staying intellectually stimulated with other activities (books, puzzles, DIY projects, gardening), and lots of socializing with friends and family!” Another called out reading as an activity that helped them de-stress, “read to de-stress, scream into a pillow at being this deep in debt & not able to move out of my parents’ house” And one person who spoke about books put it into the social/bonding context (as well as keeping spirits up) by saying that they had joined a book club: “Following the Stutz ‘life force’ pyramid. I am not spending all my time on job searching, but instead have identified other things that will keep my spirits up while also potentially helping my job search: volunteering (with also turns into a form of networking), joining a book club, working out, exploring my local area, and taking LinkedIn Learning classes to further my expertise in areas of interest. I’m also allowing myself to do the fun stuff I didn’t have time for when I was working 40+hrs/wk and stressed out.”

Therapy/Psychological Care

13 people mentioned therapy but I expanded this category to include Psychological care to be able to add in one more response: “I was finally diagnosed as not neurotypical, which may help long term with my career.” I’m assuming this person saw a psychiatrist, which to me is distinct from therapy. Most folks just included the single word “therapy” but a few were more elaborate. Some specified that they “include job search info when I check in with my therapist.” And one person identified that although they did not go to therapy, they received therapeutic support because “I’m grateful that my wife is a therapist. And one of my dogs thinks they’re a therapy dog.” These answers don’t provide a lot of specifics about how therapy functions as job search self-care, but from my own experience and understanding I might suppose that therapy offers the opportunity to feel support, to work through difficult emotions, and to find coping strategies that are specific to the difficulties of the individual. It is also a regular reminder to take time for oneself, that our thoughts and feelings are important, and worth our time and care.

Meditation

Six respondents mentioned meditation as a strategy. Two of those mentioned no other strategies. The others mentioned meditation in context with other things, such as, “daily meditation, walks, keeping lists.” Only one of the six mentioned meditation in a spiritual or religious context, “I turn to the support of my religious community. I pray and meditate on the promises of God in the bible. I take some breaks from the job search, too.”

Rewards/Treats

Seven people mentioned using rewards or treats. This was often after a particular task, such as the person who said, “For every three applications I fill out, I reward myself with something small.” Not everyone specified what kinds of rewards or treats were used but they ranged from little things, such as in this response, “Limit myself to applying to jobs only on certain days. Rewarding myself for submitting applications or completing an interview (this can be little things like giving myself time to read for fun during day, taking a long walk, or going to a nice coffee shop).” to more intangible things such as a little break, “Reward myself after an interview (positive or negative) with a little break of a few days so I can do something for myself, like indulge in a hobby, to remind myself that there’s more to life than this bullshit.” or just “something I enjoy.”

Crying

Six people specifically mentioned crying; enough that I wanted to separate it into it’s own category. Crying is an expression of despair and loneliness, “I sometimes just sit and cry in front of my computer and hope my wife doesn’t hear me when it happens.” but it also seemed like many who mentioned it were acknowledging a need to process through feelings “Cry when I need to, go to therapy, keep working on other skills.” One person named crying as an expression of their own personality “Crying? I am a very dramatic person.”

If you would like to cry but find it difficult, I recommend this classic song from my favorite childhood album, Free to Be You and Me. It’s Rosey Grier singing, “It’s All Right to Cry” (I grew up in the 80s and 90s, not the 70s, but we had this record).

Thanks for reading! You can support this project by joining our Patreon or through any of the other (monetary and non-monetary) methods on this page.

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Free Hiring Librarians Webinar for Folks Who Hire and More News

Hello Friends and Colleagues!

Free Hiring Librarians Webinar Next Week

Folks who hire LIS workers, please join me next Wednesday at 10 AM Eastern for a free webinar hosted by the Indiana State Library. I’ll be using results from the job hunters survey as well as current research and my own thoughts and ideas to talk about how YOU can improve your recruitment strategies. The goal is a better understanding of how to get clear on your needs, communicate effectively with candidates, and above all center kindness in an arduous process. You will leave with a practical guide to revamping your announcements and reaching great candidates.

Learn more/sign up here

This is hosted by the Indiana State Library’s Office of Professional Development, which supports library staff with tons of free webinars each month. Just as an aside, did you know Indiana requires that many public library staff be certified? With continuing education requirements for some? Interesting, huh? This means that they have A LOT of free professional development content, and you don’t have to be a Hoosier to access it.

and More News: No Ads!

For the last year or so I have been (fairly halfheartedly) experimenting with ways to make Hiring Librarians pay for itself and maybe even recompense me for my time. If you want to read more about the costs and strategies, I break them down on the Participate page. I also have a link there for Paypal donations.

My new strategy is to stop running ads and see if folks are interested in being Patreon supporters. If you’d like to help fund the blog for the low low cost of $3, $8, or $12 per month (cancel anytime!) please navigate to: https://www.patreon.com/hiringlibrarians and thank you!

Your Pal,

Emily

A drawing of a man with a bugle, with a banner that says ads. A circle with a slash is superimposed on it.
Northeast Texas Digital Collections: 1920 Locust yearbook, Public domain, via Wikimedia Commons

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“it’s a question that makes it seem like I’m not allowed to apply because I want to live.”

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 job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Less than six months 

Why are you job hunting?  

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

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

√ Looking for more money

√ Looking for a promotion/more responsibility 

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

√ My current job is awful/toxic 

Where do you look for open positions?  

Indeed, LinkedIn, Google, Institution websites

What position level are you looking for?  

√ Entry level 

√ Supervisory 

√ Senior Librarian 

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

√ Academic library 

What part of the world are you in?

√ Southeastern US 

What’s your region like? 

√ Suburban area 

Are you willing/able to move for employment? 

√ Yes, within my state 

√ 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?

Benefits/pay, location, responsibilities 

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 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?

Listing higher level degrees but the responsibilities are for a lower level position, not giving a range for when the job will start 

The Process

How much time do you spend preparing an application packet?

5-10 minutes

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

Check over resume, write/edit cover letter, double check references

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?

I don’t

What are your most hated interview questions, and why?

Why do you want this job, because obviously I need to work. I want this job to survive. If there’s any other special reason it’ll come up or I’ll tell you but it’s a question that makes it seem like I’m not allowed to apply because I want to live. 

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

If you have ever withdrawn an application, why?

I reassessed the job duties and decided they were too similar to what I already do and not worth the move/changes

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

The pay wasn’t enough to sustain my lifestyle 

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

Be transparent at every stage

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed 

√ I feel supported in my search 

Job Hunting Post Graduate School 

If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)

expected Summer 2023

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

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

In relation to your graduation, when did you find your first “professional” position?

√ I was actually hired before I graduated 

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

√ N/A – hasn’t happened yet 

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

No 

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“Nobody is perfect and the questions we ask allows for candidates to give examples of when they were less than perfect”

Librarians, State Library of New South Wales, 1952

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 LIS workers for an:

√ Other: Government

Title: Branch Chief 

Titles hired include: Systems librarian, acquisitions librarian, library technician, electronic resources librarian

Who makes hiring decisions at your organization:

√ A Committee or panel 

√ Other: Candidates selected need to get a security clearance, so if they can’t get through the process they won’t be hired.

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

√ Online application 

√ Resume 

√ References

√ Proof of degree

√ Supplemental Questions 

Does your organization use automated application screening? 

√ Other: HR reviews candidates before they get sent to me

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

The jobs get posted on USAjobs.gov. HR reviews the candidates and selects the most “qualified” based on how candidates respond to the application questions. For positions I supervise, the hiring panel will be led by me and have 3-5 total people on the panel. Once we receive the list of “qualified” candidates the hiring panel will individually score the resumes to determine if the candidates address the qualifications listed on the job posting. We then meet to discuss which candidates to interview. Each person interviewed is asked the same series of questions and they are scored based on how they answered the questions. After interviews are done we meet again to discuss the candidates, tally up the interview scores, and determine which candidates will be asked for references. I will conduct the reference checks and meet with the panel to make a final decision. I let HR know if our choice and they contact the successful candidate. It can take anywhere from 3-6 months (sometimes longer) to get through the security clearance. 

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

Many of our questions asked during the interview are situational questions and we tend to get a real feel for candidates emotional IQ. The last candidate who blew me and the hiring panel away had an extremely high emotional IQ that came out strongly during the interview. They’ve been in the job for two years now and they were absolutely the perfect hire.

Do you have any instant dealbreakers?

Lack of personal awareness. Nobody is perfect and the questions we ask allows for candidates to give examples of when they were less than perfect. We are most interested in the lessons they learned from that. 

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

If they are interested in the actual job or if they are just looking for a way to get into the government. 

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?

Not giving enough information on a question. Even if it seems like a simple answer, we usually asked the question to learn more about the candidate. So while the answer may be a simple answer they need to elaborate. 

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

All of our interviews are now virtual. Bring your true personality and self to the interview and it’s fine. 

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?

Between library types is an easy transition and there’s no issue there. Paraprofessional to professional is rare in the librarian series, unless you have a MLS, in the federal government. If you have a degree it’s easy. A paraprofessional without a degree would have to go into the other two library adjacent series. 

When does your organization *first* mention salary information?

√ It’s part of the job ad 

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

The hiring managers don’t have a choice on who ends up on our certification list. The questions we use have been vetted against bias in theory. There are programs that they are putting in place to encourage minority hiring that we’ll explore for our next open position.

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

Anything else they want to know about the library, the job, the organization within the library.  We just don’t have any answers about anything HR related or benefits, so those are always weird and awkward questions. 

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?

√ Other: Over 20 in the library, but it’s a huge government institution so many thousands.  

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, Other Organization or Library Type, Urban area

“I don’t really think I’m unique, and I’m not sure what they want me to say.”

Hillebrand Steve, U.S. Fish and Wildlife Service, 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 job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Six months to a year 

Why are you job hunting?  

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

√ I’m unemployed 

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

all of the above

What position level are you looking for?  

√ Entry level 

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

√ Academic library 

√ Public library 

What part of the world are you in?

√ Mid-Atlantic US 

What’s your region like? 

√ Suburban area 

Are you willing/able to move for employment? 

√ Yes, within my state 

√ Yes, to a specific list of places 

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

Having a job, being paid a livable wage, realistic expectations

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

probably about 50 by now

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 

√ 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?

numerous typos in posting (repeated ones, usually), little description of job duties, inaccurate description of job duties, ‘we’re a family, not a job’

The Process

How much time do you spend preparing an application packet?

depends on the application and what it requires

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

review the job description, fill out the application, write and any required documents, proofread documents before attaching them, double-check the application, 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?

Up to three months, but I rarely get interviews, so I’m not sure if this is a good expectation.

How do you prepare for interviews?

I review what I have done (coursework, projects, internship) to see what could be brought up during the interview and then I try to calm myself down because I am terrible with new people and interviews.

What are your most hated interview questions, and why?

Anything about how I am unique. I don’t really think I’m unique, and I’m not sure what they want me to say.

During your current search, have you had any of the following experiences:

  • Submitted an application and got no response √ Happened the majority of the time or always 
  • Had an interview and never heard back  √ I don’t know  
  • Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once  
  • Asked for an accommodation for a disability  √ Not Applicable
  • Withdrawn an application before the offer stage  √ Not Applicable
  • Turned down an offer √ Happened once  

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

The library did not mention that there would be a renovation starting immediately after I started, and the job relied too much on community partnerships for me to be comfortable in that position during a renovation, as I would have had to relocate to an area I had never been to before. 

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

Be more open about their process and contact people if they are rejected, even if it’s by the automated system. Also, for entry-level jobs, don’t have a requirement of at least one year on the job, especially if the applicant has interned for the organization before.

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed

√ I’m despondent

√ I’m frustrated 

√ I feel alone in my search 

What are your job search self-care strategies?

Lots and lots of TV shows and chocolate. Also, looking at cute animals.

Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?

I don’t have advice, as I am a brand-new MLIS-holder, but good luck! it is very disheartening to apply to jobs and get absolutely no response, so it would be nice if employers could at least have a form email or something when someone gets rejected. It’s frustrating to wait on a response and never receive one. Also, it would be really nice if we could know why, exactly, we are being rejected so we can fix it or at least know why they don’t want us. 

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?

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

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

√ N/A – hasn’t happened yet

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

Not really, but to be fair to them, it’s in a very different state. 

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“I would like more transparency in the process.”

U.S. Fish and Wildlife Service, 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 job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Six months to a year 

Why are you job hunting?  

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

√ I’m unemployed 

Where do you look for open positions?  

ALA, ARL, MLA

What position level are you looking for?  

√ Entry level 

√ Clerk/Library Assistant 

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

√ Academic library 

√ Public library 

√ Special library 

What part of the world are you in?

√ Southwestern US 

What’s your region like? 

√ Urban area

√ Suburban area 

Are you willing/able to move for employment? 

√ Yes, within my country

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

Assistance in career advancement, decent pay and benefits, supportive environment

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

Just over 100

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

√ Having (and describing) excellent benefits

√ Introducing me to staff

√ 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)

The Process

How much time do you spend preparing an application packet?

10-20 minutes

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

Edit cover letter and DEI statement to fit institution/job, fill out application

How do you prefer to communicate with potential employers?

√ No preference 

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?

3-6 months

How do you prepare for interviews?

If sent interview questions in advance, I will determine how I’ll answer them. I will also research the institution and its facilities.

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  √ Happened more than once 
  • Turned down an offer √ Not Applicable

If you have ever withdrawn an application, why?

The area was not accessible

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed

√ I’m despondent

√ I’m frustrated 

√ Not out of money yet, but worried 

√ I feel alone in my search  

Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?

I would like more transparency in the process. 

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?

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

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

√ N/A – hasn’t happened yet 

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

No 

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Filed under 2023 Job Hunter's Survey

“Keep trying and something will eventually come”

U.S. Fish and Wildlife Service, 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 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 

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

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

√ I’m worried I will be laid off/let go/fired from my current position 

Where do you look for open positions?  

INALJ, LinkedIn

What position level are you looking for?  

√ Requiring at least two years of experience

√ Supervisory 

√ Clerk/Library Assistant 

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

√ Academic library 

√ Library vendor/service provider 

√ Special library 

What part of the world are you in?

√ Midwestern US 

What’s your region like? 

√ Rural area 

Are you willing/able to move for employment? 

√ No 

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

Technical service opportunities, remote work if possible, academic work

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

Two

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 

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?

Poor reputation, vague job description 

The Process

How much time do you spend preparing an application packet?

1-2 hours

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

Tweak resume, cover letter, supplemental questions 

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?

Get to know the organization, practice answers from past interviews that may be relevant, prepare questions 

What are your most hated interview questions, and why?

About personal strengths and weaknesses 

During your current search, have you had any of the following experiences:

  • Submitted an application and got no response  √ Happened more than once 
  • Had an interview and never heard back  √ Happened once  
  • Interviewed for a job where an internal candidate was eventually chosen  √ Happened more than once 
  • Asked for an accommodation for a disability  √ I don’t know  
  • Withdrawn an application before the offer stage  √ I don’t know  
  • Turned down an offer √ I don’t know  

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

Compensation

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

Post across multiple job sites, open communication 

You and Your Well-Being

How are you doing, generally?

√ I’m somewhat depressed 

√ Not out of money yet, but worried 

√ I feel alone in my search 

What are your job search self-care strategies?

Limit time spent applying each day within reason

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?

Keep trying and something will eventually come

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?)

2010

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?

√ More than 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)?

Very little 

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Further Questions: What is the proper way for a candidate to withdraw from the interview process? 

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:

What is the proper way for a candidate to withdraw from the interview process? Does this differ if the candidate has been offered a position and does not want it, or if the candidate has said that they would like to accept it, but is then offered a job that they want more and decides not to follow through with the 1st offer?


Anonymous Federal Librarian:

I don’t know if there is a proper way to withdraw. I have in the past withdrawn from consideration from positions, and I have also had candidates withdraw from some of the openings where I have been the hiring manager. For those who have withdrawn from the positions I have hired for, I always appreciate an email, letting me know that they would like to be withdrawn from consideration. I really appreciate when they give a reason for withdrawing. It can be as vague or as honest as they want to be. “Thank you, but I have decided based on careful consideration to stay at my current position.” Or “Thank you, however I have accepted a different position.” Or “Thank you, I have decided that I am unable to relocate at this point.” Any of those reasons and so many more are completely acceptable and there would be absolutely no hard feelings if I got any of those emails. When I have withdrawn, I have always thanked the hiring manager, let them know how much I appreciated their consideration, and let them know that I enjoyed getting to know them and their organization. Withdrawing from consideration happens, and there should be no hard feelings on the hiring panel’s side if you withdraw.  I think any of the above replies are completely acceptable if you are anywhere in the interviewing process. However, if you have been offered a job, accept it, and then get a better offer, it can be a little more delicate. Something along the lines of “Thank you so much for your offer, I appreciate your time, and although I know I have accepted, for personal reasons I will no longer be able to accept this position. I apologize for any inconvenience this has caused you or the hiring panel.” You owe them no more than that. For the federal government, if you have been offered the position and then decide to withdraw, you should always notify the HR representative who contacted you about being hired, not the hiring manager. Once the hiring manager makes the selection and sends the decision to HR, everything after goes through HR.


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

Jimmie Epling, Director, Darlington County Library System:

A candidate can withdraw from consideration for a job verbally in-person or through a telephone call or electronically via e-mail.  We are not fans of receiving a text message from a candidate about withdrawing from consideration.  It is understandable that a candidate might receive a better job offer after accepting our library’s job offer and want to take it.  As a courtesy to us, a call or e-mail from an candidate would be welcomed.     


Amy G, Head of Adult Services:

The proper way to withdraw is to be straightforward, and timely. If you know you don’t want the job, don’t go further into the process out of “politeness” or a fear of disappointing your interviewers. If you’re a no, I’d like to know as soon as possible so I can focus on other candidates! If no offer has been made, then a simple, “I’d like to withdraw my candidacy” should suffice, with little extra explanation – though if you have a clear reason to provide or useful feedback to give, that’s always appreciated! (By me, at least. It’s true you can’t always predict how feedback will be taken!) If all of your contact with the prospective employer has been over the phone, then I would withdraw that way. I encourage job candidates to email me when I’m trying to set up an interview, and I would not mind them withdrawing that way.

If an offer was made, and you want to decline, it’s all right to just say so. The longer you’ve made them wait, the more explanation they’re going to want, so if you feel comfortable sharing a polite, edited version of your reasoning, that would be nice. If you’ve accepted a job offer, then change your mind, I think it’s definitely advisable to provide some explanation if you don’t want to burn that bridge.


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

Laurie Phillips, Associate Dean for Information Resources and Systems, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans:

It’s perfectly acceptable to email the hiring manager and withdraw from the interview process. I will say, though, that I recently had a candidate turn me down initially for an interview because they had an interview elsewhere. I convinced them to go ahead and interview with us, unless they had already interviewed and were going to accept, and that person ended up being our top candidate. If you know you are not going to accept the position due to salary or location, or whatever, just withdraw and save us both the effort. Deciding you want to take another job after accepting the first one is definitely a way to burn bridges with an employer. 


Anonymous:

My guess is that, like at our institution, there is one person they have been dealing with in HR or a search committee leader. An e-mail or a phone call to that individual stating that you are withdrawing from the search is sufficient. Ideally, we would love to know why, but it’s not necessary. If you accept our position then pull out because of a better offer, I would see that as sketchy but if you haven’t signed a contract, there’s no reason why you can’t. Just keep in mind that the library world is small and people will remember if you do something like that.


Celia is running across the finish line of the Clarence Demar Half Marathon

Celia Rabinowitz, Dean of Mason Library, Keene State College:

These do feel qualitatively different. I have also had a candidate withdraw during the search process which is the easiest scenario. In a case like that a simple email to the search chair is all that is needed (in my opinion). If the job has been offered then the candidate can accept or turn down the offer. I wouldn’t consider it withdrawing from the process if the candidate turns the offer down (which has happened in searches I have been involved in and I have also turned down an offer). That is also relatively simple. By that I mean the candidate does not have any obligation to provide a reason although it can be helpful. If a candidate has accepted a job and then finds themselves wanting to accept a different offer I think a phone call to the search chair (or library director) is the right thing to do. If they say they “would like to accept” the job haven’t they accepted it? If they say this when the job is first offered it’s a great example of why I always tell candidates to take at least 1-2 days to think even if they are absolutely sure they want the job. We won’t give it away in the meantime.


Julie Todaro, Dean, Retired:

A simple answer is best – for whatever reason – “I am withdrawing my applicant from this position at this time.” And – if you got further along and had an interview, etc., thank the organization for the interview. Also – if no interviews have yet to be scheduled – people taking their application out of the process should alert the organization anyway with a simple “Although the process has only just begun, I need to withdraw my application at this time.” Don’t just wait – thinking if you get an interview, you will say no then – a notification is always better.


Donna wears glasses and a red t-shirt. She is feeding a bottle to a kangaroo wrapped in a grey blanket.

Donna Pierce, Library Director, Krum Public Library:

Contact them and let them know as soon as possible.  If there is a reason tell us what it is (I just found out that I will need insurance benefits, or my husband got his dream job in Japan, etc.  Maybe not if you just discovered that the high turnover is due to the toxic boss! Especially if that is who you are talking with!)

If you decided to take a different job you might want to explain that as well – I have been offered my dream job.  I would have enjoyed working here but now…..


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

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

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

Other ways to share your thoughts:

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

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“Since using video conferencing to present and teach is usually part of the job, we are looking for a level of competence and comfort with using this type of software”

Korean librarians visit Yongsan Library
Korean librarians visit Yongsan Library

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 LIS workers for an:

√ Other: NHS health library

Titles hired include: Library Administrator, Assistant Librarian, Specialist Librarian

Who makes hiring decisions at your organization:

√ A Committee or panel 

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

√ Online application 

√ References 

√ Demonstration (teaching, storytime, etc) 

Does your organization use automated application screening? 

√ No 

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

Online application, anonymous shortlisting by at least two members of library staff using a scoring system, interviews by a panel (usually 3) including the original shortlisters. Lead shortlister will usually be the position’s line manager – I manage two posts within the larger team. All interviewers score each answer then compare total scores and agree on the preferred candidate. HR carries out reference and further checks.

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

They stood out because of an incredibly well written supporting statement which we require as part of the application form. It dealt with every element of the person specification and paid particular attention to explaining where their experience could be transferable.

Do you have any instant dealbreakers?

Someone who doesn’t meet any of the criteria in the person specification and/or doesn’t provide a supporting statement.

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

Nothing really. Would be nice to know how long they would be planning to stick around but that’s impossible!

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ We don’t ask for this 

CV: √ We don’t ask for this 

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

Not answering the question asked, being too vague, not giving specific examples.

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

Yes. Unexpected tech failures happen to everyone sometimes and aren’t a deal-breaker, but since using video conferencing to present and teach is usually part of the job, we are looking for a level of competence and comfort with using this type of software.

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?

Do your research on the sector or role. If you can explain how your experience would benefit our specific library users, that’s ultimately what we’re looking for. Try to provide concrete examples of how something you worked on demonstrated a particular skill we’ve asked for.

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?

Anonymous shortlisting, standardized scoring system, multiple scorers. But bias does happen as shortlisters are likely to give higher scores to answers that are similar to what we would say and how we’d say it. How to score isn’t completely objective.

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

Asking about the wider (large) organisation is helpful as it’s a complex context. We all work hybrid now, so it can be good to discuss that as well.

Additional Demographics

What part of the world are you in?

√ UK 

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?

√ 201+ 

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, 200+ staff members, Other Organization or Library Type, UK, Urban area

“a member of the hiring committee took it upon themselves to email to tell me how terrible the place was to work.”

Gentry George, U.S. Fish and Wildlife Service, 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 job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Less than six months 

Why are you job hunting?  

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

√ My current job is temporary 

Where do you look for open positions?  

Archives Gig, SAA listserv, CLIR and DLF Job Board, Indeed

What position level are you looking for?  

√ Entry level

√ Requiring at least two years of experience 

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

√ Academic library

√ Archives

√ Special library 

What part of the world are you in?

√ Southwestern US 

What’s your region like? 

√ Urban area 

Are you willing/able to move for employment? 

√ Yes, 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?

Professional alignment and opportunity for growth; good culture fit; demonstration of commitment to DEIA in the institution and department

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

3

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 

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

A generalized, unclear, or overloaded position description; Expectation of additional advanced degrees for advancement; Required information sessions on how to apply for positions in academic institutions that indicates an adherence to rigid, hierarchical standards that automatically exclude historically minoritized and marginalized group from applying for positions they are qualified for. Despite what they believe, this does not support– but rather undermine–an institution’s DEIA efforts.

The Process

How much time do you spend preparing an application packet?

Can be weeks or days.

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

Institutional and staff research, position description and personal KSA mapping, cover letter writing, CV updating.

How do you prefer to communicate with potential employers?

√ No preference 

When would you like potential employers to contact you? 

√ To acknowledge my application

√ To tell me if the search is at the interview stage, even if I have not been selected

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

How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?

Less than 3 months.

How do you prepare for interviews?

Mock questions; presentation run-throughs

What are your most hated interview questions, and why?

Tell us about a difficult time/situation/encounter you had at a previous place of employment and how you overcame/handled it. Nobody is ever going to tell you about anything of substance.

During your current search, have you had any of the following experiences:

  • Submitted an application and got no response  √ Happened more than once 
  • Had an interview and never heard back  √ Not Applicable
  • Interviewed for a job where an internal candidate was eventually chosen  √√ Happened more than once 
  • Asked for an accommodation for a disability  √ Not Applicable
  • Withdrawn an application before the offer stage  √ Happened once 
  • Turned down an offer √ Happened more than once  

If you have ever withdrawn an application, why?

The interview process was too lengthy and I accepted another position. 

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:

The interview process was grossly drawn out and overwrought for the level of the position. During the process I received a lot of negative feedback from other colleagues about the institution and a member of the hiring committee took it upon themselves to email to tell me how terrible the place was to work. 

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

Streamline the process; understand what and who you actually need for the position. Be prepared for the interview–we have to be! Post your salary ranges–this should be a non-negotiable.

You and Your Well-Being

How are you doing, generally?

√ I’m frustrated

What are your job search self-care strategies?

Trying to remember that I am qualified and avoid internalizing the interview process.

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?

People want to see you succeed in an interview. Take up space–it’s your interview too. Weird interview committee energy has little to do with you, if at all. Job hunting is the single most stressful thing I’ve done in my life–you’re not alone

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

Thank you for this effort!

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?)

MLIS + Archival Certificate (2022); MA (2008)

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?

√ Other: I was asked to apply for a position at institution I was interning at before graduation, but decided to decline. I applied to three other positions and eventually accepted a temporary position 2 months after graduation.

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

√ Temporary/Limited Term 

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

Yes, but more in the form of relationships I developed with faculty. 

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