Tag Archives: library interview

“Not being able to tell me what you are reading. You must have read something to apply to the job”

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.  

This person hires for a:

√ Public Library 

Title: Director

Titles hired include: Clerk technician shipper librarian assistant 

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

√ A Committee or panel 

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 by filling out the survey here.

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Filed under 1 A Return to Hiring Librarians Survey, 200+ staff members, Canada, Public, Urban area

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

Sounds like you could use The Interview Questions Repository!

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

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

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


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

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

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

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

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Filed under Interview Questions Repository

“To job hunter, i will say never give up on your dream. Pursue it”

National Archives at College Park, 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?  

√ 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)?

No

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Filed under 2023 Job Hunter's Survey

“If i’m not getting interviewed or being considered, I don’t want to hear from them”

Richey, 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?

√ A year to 18 months 

Why are you job hunting?  

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

√ Looking for more money

√ Looking for a promotion/more responsibility 

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

√ I want to work with a different type of collection 

Where do you look for open positions?  

Archives Gig, 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?

√ Northeastern US 

What’s your region like? 

√ Suburban area 

Are you willing/able to move for employment? 

√ Yes, anywhere 

√ 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?

Interesting collection to work with, good pay/benefits and positive work environment

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

10-15

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

√ Pay well

√ Having (and describing) excellent benefits 

√ Prioritizing work-life balance 

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

√ Yes, and it’s a red flag when it’s not 

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

“we’re like a family”, requiring odd hours or overtime

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?

gather all my documents, read through them and compile as I go

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? 

√ Other: If i’m not getting interviewed or being considered, I don’t want to hear from them

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 months max

How do you prepare for interviews?

meditate

What are your most hated interview questions, and why?

Questions about weaknesses. You either lie and say something that is really a strength, or you have to reveal a weakness to your potential employer.

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

If you have ever withdrawn an application, why?

Got a full-time job and the other was only part-time  

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

Transparency. And don’t waste peoples time by asking them to submit the same info over and over again in different forms.

You and Your Well-Being

How are you doing, generally?

√ I’m maintaining 

What are your job search self-care strategies?

Remind myself that rejection is part of the process and natural.

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?)

Graduating this year (2023)

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?

√ I was actually hired before I graduated 

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

√ Part Time 

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

Yes! SJSU 

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“I went to two in person interviews during the pandemic and they ghosted me.”

U.S. Forest Service- Pacific Northwest Region, 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?

√ 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)?

Not really 

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Filed under 2023 Job Hunter's Survey

“no boss-nanny software, no micromanaging”

Walton LaVonda, 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 

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

√ Other: current job NEVER gives raises, even COLA is rare, and we’re facing big budget cuts which will significantly change the nature of my work in ways I do not want

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

all of the above, plus Indeed and a Discord I’m part of

What position level are you looking for?  

√ Other: expert in grant writing, maybe something like project manager? feeling necessary to look outside libraries

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

√ Academic library 

√ Library vendor/service provider

√ Public library 

√ Special library

√ Other: outside of libraries but still in information-based roles

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?

100% remote, relative autonomy (no boss-nanny software, no micromanaging), pays decent with benefits for me + spouse

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

0 yet

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

√ Pay well

√ Having (and describing) excellent benefits 

√ Having a good reputation 

√ Prioritizing EDI work

√ Prioritizing work-life balance

√ Other: assurance of relative autonomy to do my job without being babysat

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?

bro-speak

The Process

How do you prefer to communicate with potential employers?

√ Email 

When would you like potential employers to contact you? 

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

You and Your Well-Being

How are you doing, generally?

√ I’m optimistic  

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?)

2001 

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 

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Filed under 2023 Job Hunter's Survey

“I wish there was a better way to know their personality and if they actually know how to do the tasks they say.”

220 Years of the Library of Congress–cataloging for the nation (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 Services Manager

Titles hired include: Childrens librarian, youth program specialists, seasonal staff; helped with library director, public services manager.

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor 

√ Employees at the position’s same level (on a panel or otherwise) 

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

√ Online application 

√ References 

√ 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:

I review incoming applications and decide who to interview and hire for the positions I supervise. I assist with interviews and give opinions on who to hire for some other FT staff at my own level and when we looked for a new director. HR handles the paperwork. 

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

When they take the time to show that they actually looked into our community and our library. When they give concrete examples of work they have done in or out of libraries (instead of generalities) and they can tie it into how that experience may relate to the current position. When they show excitement about the potential work.

Do you have any instant dealbreakers?

If they want the job only bc they like books. If they don’t also indicate they like people, they don’t belong working in a public library. 

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

I wish there was a better way to know their personality and if they actually know how to do the tasks they say. It seems we have hired a few people in the last few years who said all the right things but then couldn’t do basic management tasks like making a schedule or communicate with other coworkers.

How many pages should each of these documents be?

Cover Letter: √ Only One!  

Resume: √ Two is ok, but no more 

CV: √ Two is ok, but no more 

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

Not having any questions for us.

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

We do offer this option. To have a professional and quiet background.

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?

If there is any way they can get their employer to let them run a special project or if they can volunteer for an event that gives them similar experience. Or if the can even verbalize the connection between what they have done and how it would translate to the requirements 

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 birth year isn’t shown to reduce age bias. 

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

What are the priorities for their position. What is our library culture. 

Additional Demographics

What part of the world are you in?

√ Midwestern US 

What’s your region like?

√ Suburban 

Is your workplace remote/virtual?

√ Never or not anymore 

How many staff members are at your organization?

√ 11-50 

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

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

“i’m seeing a lot of positions in the archive world that don’t pay super well. hope that changes “

Walton LaVonda, 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?  

√ 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 

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Filed under 2023 Job Hunter's Survey

Further Questions: When is the salary negotiation stage of the process (generally), and what is an acceptable range to negotiate to?

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:

When is the salary negotiation stage of the process (generally), and what is an acceptable range to negotiate to? Any other salary negotiation tips?


Headshot of Ellen Mehling, Job Search Advisor/Instructor, who wears a floral print cloth mask

Ellen Mehling, Job Search Advisor/Instructor: Ideally, salary negotiation takes place when the applicant is being offered the position. Sometimes employers will want to discuss salary much earlier, though, to make sure that the salary they are willing to pay and the salary the applicant is willing to accept are not too far apart.

Applicants should be clear on what is reasonable pay for the kind of work they do, with the skills and experience they have, in the area where they are seeking employment. They should never go into a negotiation without doing their homework re: salary, and without a firm number in their mind for the minimum salary that will work for them.

The lower end of the range an applicant gives (always give a range rather than a minimum, so there is some flexibility) should be one that they are truly willing to accept. The job seeker may be focused on the higher end but the employer will be focused on the lower end. The upper end of the range should be a bit more than they really want/expect to get, but not unreasonably so.

In general, the person the applicant is negotiating with has more experience with negotiations, and less at stake personally, than the applicant. Without preparation, job seekers may find themselves bulldozed by an experienced negotiator, and risk walking out of a negotiation thinking, “What did I just agree to?”

If an agreement on salary can’t be reached during a negotiation, applicants should end the discussion firmly but politely, thanking the employer for their consideration so as not to burn bridges. The employer may come back later with another offer, but it is best not to expect that. Applicants should put that position out of their mind and turn their attention to the next job they are going to apply to.


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

Alan Smith, Director, Florence County, SC Library System:

Like a lot of local government agencies, we have a rather lengthy hiring process. Between the interview and the final offer of employment there’s a background check, a drug test, and documents to sign. Any time within this range is fine for salary negotiation. Interestingly, most candidates do not try to negotiate the salary at all. Those who do usually mention it at the end of the interview in a general way (“Is the salary negotiable?”), or at the final offer of employment more specifically (“I need $XX to accept the position.”) 

If you absolutely can’t afford to accept the position at the advertised salary, ask at the interview, at least in general terms. If your minimum requirement is more than we can offer I’d rather know sooner than later! Though, and this may go without saying, do wait until the end of the interview. We have had a few people try to get into salary negotiations before the interview even started. There’s the standard advice about using the interview as a chance to evaluate the hiring organization as well, and if you lead with salary negotiations it gives the impression that you’re not really interested in the job itself.

Finally, and again like a lot of local government agencies, we unfortunately don’t have a lot of room for negotiation. Our budget is set a year in advance and we cannot exceed it, which means any increase above the advertised pay has to be cut out of the budget somewhere else. The exception is if you are applying for a position vacated by someone with a higher salary, since that’s already budgeted. Some candidates will ask in the interview, “what happened to the last person in this position?” That’s a good question to ask in general, since it can reveal a lot about the interviewers, but as far as salary goes, “she retired after 30 years!” means you may have a better opportunity to negotiate. 


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

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

If a candidate wants to negotiate salary or other job conditions, I’d suggest asking within a few days of the offer. Staff and faculty work in unions at my institution. And I am also limited to the dollars available in my budget. So there is not much flexibility to negotiate and I have no authority to make a change without authorization of my Provost. This is an area I don’t have a lot of experience with although I did negotiate my salary for my current job (as an administrator, I am a non-bargaining unit staff member, not a faculty member). Ask within a few days, think about what you would accept, ask for a bit higher, and see what happens. For public institutions you may be able to find salary information that you can point to as part of your negotiation, and also indicate your current salary if the offered salary is equal to, or less, than what you currently earn.


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

Jimmie Epling, Director, Darlington County Library System:

In public libraries, generally only the most upper level management position involve salary negotiations.


Anonymous:

I have received some wonderful salary negotiation advice from colleagues and love to have an opportunity to share what I learned!

When you have been offered the position, that is usually the time to start salary negotiations. Depending on the type of organization, they will let you know if there is a top number for the salary range. Most of the time, they can’t go above that amount. If you want to negotiate, have data to back up your reasoning – industry salary data, years of experience, etc.

If you really want the job, let them know! That might go a long way towards negotiations. If they can’t budge on salary, ask about non-salary perks, such as a number of paid conferences, moving assistance, job for spouse or partner, etc. Think creatively. If they want you, they should be willing to try alternate options, especially since salary often comes out of a different fund than other expenses.


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:

No clue!


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:

In our case, there isn’t much negotiation available. We squeeze out every bit of available money and that’s all we have to offer. There isn’t a range. That said, please be sure that you know the salary early on and don’t make assumptions. You’re wasting our time if you want far more than what we have available. 


Anonymous Federal Librarian: 

For federal positions, there is room for negotiation on the starting salary if it can be justified. Each federal position is given a grade level, or salary range. All (exception to some military positions) Executive Branch agencies operate on the GS schedule. Legislative, Judicial, and some independent regulatory agencies have their own pay scale. But I will focus on the GS schedule. Most GS librarian grades start at a GS-9 and go from there.  If there is a position that is being advertised for multiple grade levels, say one that is a GS-9/GS-11, then you would apply to the grade level that you are most qualified for. Within each grade there are 15 steps. HR will almost always offer you the step 1 for that position (unless you are already a current government employee). If you have been in the field for a long time, you can always request to start at a higher step level. For new employees to the government, I’ve never seen anyone approved for more than a step 3. The hiring manager can turn down your request for the higher step level and has complete discretion to do so. For example, if you have been a librarian for 4 years and apply to a GS-12 position, chances of you getting more than the step 1 would be small since it would be expected you have that level of experience to even get a GS-12 position. Your request for the higher step level would also need to have backing documentation to justify the higher step. You would have to provide pay stubs from your current or most recent position for HR to approve the higher step.  So, while it is possible to negotiate salary in the federal government, it’s not easy, and it really must be justified. The Office of Personnel Management has a list of the salary tables for this year here: https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/2023/general-schedule


Amy G, Head of Adult Services: To be honest, there’s not a lot of negotiation that goes on at my library: we’ve budgeted out what the position pays, and that’s that.


Julie Todaro, Dean, Retired:

For most of professional life, negotiation has not been part of our process so more traditional answers to negotiation questions aren’t what I can contribute. But, applicants need to find out the following and then represent themselves fully so they can express what they think they have and are worth and how their full credentials should be interpreted.

  • Is there a salary scale? How do people move between or among steps? Are any steps collapsed?
  • Is an individual salary range for a level on the salary scale identified? Does this range have a top? Bottom?
  • What affects a placement on the overall scale? A placement on a salary range? General or specific experience? Education? Certifications? A status or characteristic? Performance?
  • What other elements could affect a choice of a position in an organization other than ongoing salary? Relocation money? Training/professional development money? Increased income after a certain period of time? Automatic movement among salary levels? Financial retirement issues? Benefits package? When can you ask this? (And, rather than asking this before or during the process, ask this question in advance in an email or with HR to see when you CAN ask them. If they aren’t answered or you haven’t asked them by the end of the interview process, ask when you can ask such as “When can I…?….When should I…? or “When is it appropriate to ask…? my HR questions and of whom?”

In general, asking for more of anything should be accompanied with the answer to “why?” What do you bring to the position others can’t or “few” can’t.  In addition to their own credentials, applicants might have done their research to indicate – given the environment or organization – things like frequency (or lack of) raises, the cost-of-living in the location, the unemployment rate/lack of other positions in the environment, etc.


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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Filed under Further Questions

“They must genuinely like working with kids of all ages. Library policies and practices can be taught.”

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 by filling out the survey here.

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