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Further Questions: Are Gaps in a Resume Really a Red Flag?

This week we have the second in a set of reader questions. This person is preparing to leave work for an extended period of time, due to the incipient arrival of twin babies. I’m asking questions of people who hire librarians, and I’m also running companion posts with people who have returned to work after an extended leave. Last week I asked for advice on staying professionally relevant during a leave of absence (and the companion post is here). This week’s question is: 

Are gaps in a resume really a red flag? Have you ever hired someone who has been unemployed for an extended period of time? If so, can you provide any details about how this person discussed his/her absence on a resume or cover letter, or in an interview?

J. McRee Elrod

No.  We don’t even check for gaps in dates.
For those prospective employers who do, one might insert something, e.g., “Rearing children.” That too takes skill and provides experience.
To cover a prison term, perhaps “Volunteer work in an institutional library”?
– J. McRee (Mac) Elrod, Special Libraries Catalouging

Marleah Augustine

Gaps in a resume are not necessarily a red flag, but it is nice to have some sort of explanation as to how that time spent. A simple mention in a cover letter about taking time off for family, travel, education suffices.What gets my attention more as a red flag is if an applicant has had many many jobs that were held for only a short time, and again in that case a short explanation usually takes care of any concern on my part. It’s not a dealbreaker outright.
– Marleah Augustine, Adult Department Librarian at Hays Public Library

Marge Loch-Wouters

Gaps are a red flag if the applicant doesn’t address them in some way in the cover letter (out of the country; position cut during budget cuts; raising a family; unemployed due to the recession). If I don’t see anything it makes me wonder whether the candidate was fired or let go for some reason. This concern is allayed if a reference from the manager at the last place of employment is included.I have hired someone with a substantial gap – she wrote in her cover letter and discussed at her interview that she was raising a family and was now ready to come back into the job market. That person was ready and she was a great addition to our staff and has gone on to an excellent career.
– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library
Manya ShorrThe term “red flag” has a negative connotation that doesn’t express how I react when I see an extended leave on a resume. I notice it, but it doesn’t make me question whether the person is qualified. What it does it create a space to have a conversation about the leave. In other words, it would absolutely not preclude me from wanting to interview a qualified person. That said, I think the applicant should come to the interview prepared to talk about how they stayed current in the library world while they were on leave (or how they’ve caught up since they’ve been back). Best practices in public libraries seem to change frequently and the last thing an applicant should do is talk about an outdated program, policy or practice. A leave is fine but falling behind is not.
– Manya Shorr, Senior Manager, Branch Services, Omaha Public Library

Terry Ann LawlerNo.  Unless you were fired from your last job and did absolutely nothing for the last year.  I think over all experience in the fields which I need are more important than a gap in employment   I have, several times, hired people who had gaps in their resume.  People will usually explain a gap in some way, like that they started a family, went back to school, took care of an aging or sick family member, etc.

I  have seen this addressed in the cover letters, which, I think is appropriate.  I think it is not important to give too many facts about a gap, but it is important to address it in some short way.  Maybe a line or two to state why there is a gap and to state how you have kept professionally relevant during that gap. If you spend too much time explaining yourself, you take up valuable page real estate that could be used to talk about your awesome skills.
I think the same goes for a resume.  If you have a chronological based resume (although I would recommend you don’t), you could address the gap with its own date and a brief explanation.  For example:
Nov 1994- Aug 1999 – Electronic Resources Librarian, XXX State Library
Aug 1999-Feb 2000 – Long Term Relative Home Care
Mar 2000- Present – Cashier, Barnes and Noble Book Store
Again, I don’t think it is as important to explain a gap in employment as it is to highlight your skill sets and why you are the right person for the job.  Don’t lie about it, but don’t over stress something you can’t change. Focus on what is positive about you and your employment history and what you learned during that down time.
– Terry Lawler, Assistant Manager and Children’s Librarian, Palo Verde Branch, Phoenix Public Library
Thank you as always to our contributors for their time and insight.

If you’re interested in participating in this feature, please email me at hiringlibrariansATgmail.

And thanks to YOU for reading! 

Alice the camel has TWO comments.

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Filed under Adult Services, Cataloging/Technical Services, Extended Leaves of Absence, Further Questions, Other Organization or Library Type, Public, Topical Series, Youth Services

Further Questions: How Can Someone on an Extended Leave of Absence Stay Professionally Relevant?

This week we have a new set of reader questions. This person is preparing to leave work for an extended period of time, due to the incipient arrival of twin babies. We’re going to talk about leaves of absence for the next three weeks – I’ll be asking questions of people who hire librarians, and then I’m going to also run companion posts with people who have returned to work after an extended leave. This week’s question is: 

What do you recommend that a person on an extended leave of absence do in order to stay professionally relevant?

Petra Mauerhoff

We had a staff member from our cataloguing department start an extended leave (maternity leave) at the beginning of this year and before she left she expressed concern about “staying in the loop”, professionally as well as being connected to our organization. Her supervisor gave her homework to do while she is on leave (exercises from the cataloguing course) and will invite her to participate in any professional development activities we might be offering during the year. Of course her participation will be voluntary, but it will be a great opportunity for her to stay connected to the profession and continue her connection to staff as well.
I recommend staff who are planning a leave speak to their supervisors about what the expectations are and what the supervisor would recommend in order to stay professionally connected and relevant while away from their job.
– Petra Mauerhoff, CEO, Shortgrass Library System
J. McRee Elrod
Read the appropriate e-lists, e.g., cataloguers should read Autocat, RDA-L, and Bibframe
– J. McRee (Mac) Elrod, Special Libraries Catalouging

Marleah Augustine

This question is close to home, because I recently took maternity leave. I expected to be gone during the months of August and September, planning to take 6 weeks off and then work the next 2 weeks on half-time basis, using vacation time as needed (our policy follows FMLA, and employees are expected to use their sick and vacation time). However, my daughter arrived 8 weeks early, so I ended up being gone in June and July instead. This threw quite a monkey wrench into my work plans, as the day I gave birth was the same day that I had planned to orient my assistant department head to my files and where everything was.

My recommendation to others is, if you are taking an extended leave of absence from a job that you currently hold and will be holding upon your return, stay in touch with those folks that you work with. Make yourself available via email or phone if possible. Even if you aren’t doing the actual work, just staying in touch and keeping up with issues that happen means that you will have less catching up to do when you do return.

If you are working with your supervisor to try to find the best solution for both you and your work, and you have an idea about the time off that you want, just ask. A friend of mine was unsure about whether she was going to go back to work after the birth of her daughter, and she told her supervisor that. Her supervisor worked with her and just hired someone on an interim basis so that my friend could have a year off and her position would be held in the event that she came back to work. You never know unless you ask!

If you are between jobs but are taking an extended leave of absence, keep up with professional developments as much as you can. Read blogs, keep browsing Library Journal.

All of this being said — take time for yourself and focus on the reason you are taking that extended leave in the first place. If you are on sabbatical to work on a dissertation, do that work first before you check in with your job. If you have a baby, that is your first priority and no one should discourage you from recognizing that.

– Marleah Augustine, Adult Department Librarian at Hays Public Library

Marge Loch-Wouters

Keep up on blogs, twitter feeds and, if you don’t already, ask to have remote access to your institutions email system.  Ask a willing colleague to forward meeting notes or policy changes or news that are posted on internal communication networks – wikis; blogs; etc – just so you stay slightly in the loop. Ten-twenty minutes a day spent perusing what’s up will make it feel like you are aware of what’s happening without needing to stress over it. And again, if you have a willing colleague who would drop off  professional print journals after they’ve been routed to the rest of the staff so you can keep up (kind of like homework being dropped off!), that is a way to stay connected.
– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library
I really believe that whenever possible, the person on leave stay in touch with their library, either through listservs and other email methods, occasional phone conversations, conference calls for committees or other pertinent professional events that the person would have attended or in which they would have been involved.    Offer to have those at work call you at home when something of importance is about to happen–more of an FYI or courtesy than actually asking for input or opinions.  I say all of  this, because it the person is truly planning to return to their jobs, it is best to keep abreast of what is going on, rather than have to play major catch up upon one’s return.    The person should also read the literature also, just to make sure that you don’t completely remove yourself from the profession in your absence.  ALA members receive American Libraries, and others may subscribe to that or Library Journal, etc.  And of course there is the web.
Some colleges or universities may frown upon, or just plain not allow active participation in committee work or conference calling.  If that is the case, then I would recommend doing the other things I mentioned above–staying abreast of things on listservs, webpages, occasional phone calls to friends/colleagues just be kept up to speed.  Some people like to just “unplug” when they are away from their jobs, but if one is only on leave, and plans to return at some point, I don’t think that is a good idea for more than a couple of weeks.  In addition to the person on leave remaining informed, it is good for he/she to be remembered by colleagues, not out of sight out of mind.
– Sharon Britton, Library Director, BGSU – Firelands
Samantha Thompson-FranklinI have some personal experience from 2 short term maternity leaves. So here are a few suggestions that I have:
*Keep up as best as you can with the professional literature, either via online or in print publications
*Become involved or stay involved in any professional association committees at the local or national level
*Take advantage of any professional development opportunities, either face-to-face in your local area or online through webinars
*Continue to keep in touch and network with colleagues
*Look for opportunities to contribute through writing for a blog or a professional publication, if that’s of interest to youSome of these suggestions will depend upon how much time and resources/funding you have available to you, but they should help to you keep you involved and stay professional relevant.

– Samantha Thompson-Franklin, Associate Professor/Collections & Acquisitions Librarian, Lewis-Clark State College Library
Thank you as always to our contributors for their time and insight. 

If you’re interested in participating in this feature, please email me at hiringlibrariansATgmail.

And thanks to YOU for reading! 

Now is the winter of our discontent made glorious summer, by your comments.

*Edited 2/3/2013 to add in answer by Samantha Thompson-Franklin

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Filed under Academic, Cataloging/Technical Services, Extended Leaves of Absence, Further Questions, Other Organization or Library Type, Public, Topical Series

Further Questions: Any Tips for Out-of-Area Applicants?

Here’s final question in a series of six from the reader who asked when candidates shouldn’t applyif current employment status matters, how the initial selection of candidate works, for some cover letter hooks that worked, and if knowledge of specific tools was important. This week I asked people who hire librarians:

How much does the geographic location of the applicant matter to you? Any tips for out-of-area applicants?

Petra Mauerhoff

The geographic location doesn’t matter when we are trying to find the best candidate for the job. As long as the applicant is legally permitted to work in Canada and has the proper qualifications, we want to hear from you.
Since our organization is located in a medium sized town, all the folks with library related education tend to know each other or at least know of each other. When we post a position requiring library related qualifications, we can generally guess whether or not we will have local applicants.
The most important thing for applicants who are not located within driving distance to our office is that they need to be comfortable interviewing either via phone, skype or video conference. When I’m trying to set up an interview via distance an answer such as “but I don’t own a webcam” doesn’t show a lot of flexibility. The onus is on the candidate to make this happen.
Also, don’t have the interview situation be the first time you are actually using this technology. An improperly positioned camera can be distracting and the focus should be on the interview, not on the technology.
If the candidate is from out of the province, it is important that they not only try to gain some understanding about our organization before the interview, but also try to familiarize themselves with the structure of public library services in Alberta in general.
The basics for interview preparation remain the same, no matter what your geographic location: do your homework and show in the interview that you have taken the time to learn as much as you can about our organization, its context and the position for which you are applying.
– Petra Mauerhoff, CEO, Shortgrass Library System
J. McRee Elrod
In the case of SLC, location is totally irrelevant, since our cataloguers work from home. It is important to have a bank willing to accept deposits of out of country checks without a large fee.

I know of a case where an American applying for a Canadian job failed to mention that as a result of marrying a Canadian, he was immigrating. He was not considered since the employer did not wish to deal with the increasing difficulties of immigration.

It would be wise to mention, I think, a willingness to move, and to be interviewed by Skype prior to the move.

– J. McRee (Mac) Elrod, Special Libraries Catalouging
Nicola FranklinAs a recruiter one of the things I find frustrating is that my clients can sometimes put their own convenience above their search for the best candidate for the job.  Given two equally qualified, experienced, etc applicants, they will almost always chose to interview the one who already lives locally to the one from further away who says they are willing to relocate.This statement is generally (although not exclusively) more true in the private sector, and less so in the public/government sector (where their equal opportunity guidelines may insist that they interview all applicants who meet a certain minimum standard, irrespective of where they are located).I guess this selection makes it easier to arrange interviews, avoids the need to pay expenses (or explain why they don’t do this), and there is also the thought of someone asking for relocation expenses and/or not being immediately available to start.  Hiring a new member of staff is generally a risky process (a lot is invested in time and money in the initial search, and then in induction and training, and in lost productivity until the new person gets up to speed), and employers always worry that a new hire won’t stay long enough to ‘pay back’ that investment.  Anything that reduces that risk or avoids risk factors is something hirers are generally keen on, therefore.If you are applying for jobs located outside reasonable commuting distance (that could be anything from 30 miles away to out of State or in a different country), then you need to reduce or avoid these perceived problems as much as possible.  Include information in your application pack or cover letter to reassure hirers,  For example, tell them you have relatives locally you can move in with immediately, while you look for somewhere to live.  Tell them you have Skype and are open to having a video interview as a first stage.
State up front that you are keen to relocate to the area at your own expense (and preferably that you know people there).  Employers are always worried that someone who moved just for the job may find it too lonely without friends and family, and leave again quickly.Don’t forget to include all the usual information to demonstrate what a great match you are to all the essential (and as many desirable as possible) characteristics they have put in the job specification.  Most employers will only go to the lengths of arranging telephone or skype interviews or calling someone to travel a long distance for a candidate they are sure is a pretty good fit on paper.
– Nicola Franklin, Director, The Library Career Centre Ltd.
Laurie PhillipsWe are academic, tenure-track, faculty, so we intentionally do national searches and geographic location has little or no bearing at all. In our most recent search, we Skype-interviewed someone who was out of the country and, if it had come to an on-campus interview, we would have had a discussion with the provost’s office about it. We pay all of the expenses for candidates to visit campus and the university pays a good portion of the hiree’s moving expenses.
– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans
Marleah AugustineWith part-time staff, it is not as much of a concern unless we hire university students who plan to go home for extended periods. For full-time positions, we are always willing to consider applicants who plan to move to our area but are not currently here. Phone interviews are the norm in that situation, although we LOVE seeing an applicant travel here for an in-person interview. It’s much easier to get an idea of who the applicant is in person.
As for tips, do as much research about the area as you can. Show that you’ve looked into what the library offers. Of course this goes for anyone applying, but when you’re in the area you tend to learn a lot by osmosis; when you’re at a distance, it takes a bit more work to do that.
– Marleah Augustine, Adult Department Librarian at Hays Public Library
We do not, generally, pay for relocation, so the location of the applicant doesn’t matter to us, if the applicant doesn’t expect to be reimbursed for moving expenses.
– Jaye Lapachet, Manager of Library Services, Coblentz, Patch, Duffy & Bass LLP
Marge Loch-WoutersWe do national searches for our open positions with the understanding that if the candidate moves forward to a final four-five interview, we cannot help with the cost of a trip (wish we could, but we can’t). We have hired a number of out-of-state; out-of-region candidates. I do always look to make sure throughout the process that they understand that while this is an amazing opportunity professionally, it is in a location that is slightly isolated (2-3 hours to a large metropolitan area) – and it’s WI so it is likely to be cold and snowy and dark for significant chunks of the year. Many candidates, in their cover letter, make the case why they want to move into our area (family; want to be in the Midwest; love nature and the outdoors) that give us clues to the fact that they can happily work here and reach their potential.
– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library

Dusty Snipes GresThe most important question for an out-of-area candidate is, “How much do you want the job?” It is important to bear in the mind that most libraries are operating with limited and reduced budgets.  Travel and moving reimbursements are usually the first to go the way of cuts. Most libraries are well aware of the expense of looking for a job and offer alternatives: telephone interviews, web cast interviews, Skype, and similar tools. But – sooner or later – there will be the need for a face-to-face interview and there may be a good chance that the applicant will have to pay some or part of the travel.

I am more than willing to spend the time and effort on the preliminaries, and to offer what financial assistance the library can afford,  if I know that the person is willing to pay all or part to come for the interview. I am more than willing to offer the position to someone who is prepared to move. I do need to know there is commitment. And, part of the commitment is knowing whether the candidate really understands the area. Several times we have had final interviews where the person really didn’t know what rural meant, until he drove through miles of farm land and saw no malls or shopping centers. That was the deal breaker and not on our side.

Looking for a job is frustrating and time-consuming. Now, more than ever, the candidate needs to be open-minded about where the job is and what the job entails. The smaller the library the broader the job description. Bear in mind that the hiring library is also frequently in a position where the library desperately needs help, has a very limited budget, a limited time-frame to fill the position, and locally a limited or nonexistent candidate pool. Willingness to travel and willingness to move and expand horizons may get you a job.

– Dusty Gres, Director, Ohoopee Regional Library System

Sue HillIn an ideal world I would only hire staff who live within easy walking distance or a short bus ride from our office.  However life is not that simple.

A reality check is essential for both the hirer and the applicant at all stages of the process.

As a recruitment agency I would advise candidates to think carefully about the ramifications of a move before making their application.  It is disappointing for both the hirer and the candidate if a job is offered and then rejected because it did not make sense to make that move.  Equally a long commute can be disruptive to your personal life affecting family relationships and friendships too.  Life in a new city can be lonely. There should be more to life than work and a very long commute although there are times when it is necessary.

When making your application you need to show that you are prepared to move.  I often advise using the address of a friend or family member in the city where the job is located as some hirers have a policy of not looking at applicants who live outside a certain mileage range. If you say you already live there it may mean you won’t get travel expenses when you are invited to interview so you could just indicate that you have accommodation pre-arranged at that address.  If a clear plan to move is indicated within the application then as a hirer I would take that candidate more seriously than one who said ‘I am prepared to move anywhere.’  Invariably those who say that are not.

If planning a move or a long commute then you will need to give careful thought to the effect that either of these may have on your nearest and dearest.  Child or dependent care need to be considered as does the career of your partner.  Not all jobs are replicated globally and so you may need to research the possibilities of appropriate work for them in the new location.  Another consideration is property rental and purchase costs.  These often vary between cities and you need to be sure that you can afford to live in the new location. An alternative is to work Monday to Friday and return home on the weekends.  That can mean two sets of living expenses as well as the travel costs so it makes sense to take a sound look at the economics and the availability of Monday to Friday bed and board.

For more senior roles relocation expenses are sometimes offered by the hirer.  If these are essential to your ability to make a move then you should clarify their availability at the outset of the application process.  If you are planning to move abroad be realistic about your language skills.  Perhaps the working language of the company is English, but when you need a plumber at 2:00 am you can be sure you will need to speak the local language!

– Sue Hill, Managing Director, Sue Hill Recruitment

Melanie LightbodyWe don’t discriminate against out-of-area applicants. That said, my personal experience is that the more the person is tied to the area the more likely they are to work out as a candidate as well as an employee. The last two times that we’ve called out-of-area candidates for our professional positions there was about an 65% chance they’d either turn the interview down immediately or bow out later.

Recently, I hired an out-of-area candidate who worked for about three months before heading back to their home area.

Here is my tip: Use that cover letter to give a sentence or two with very specific reasons you are interested in the particular job for which you’re applying.

I have also seen candidates successfully use personal reasons to show interest. In these cases though the candidates were highly qualified for the positions they were seeking.

– Melanie Lightbody, Director of Libraries, Butte County

Thank you as always to our contributors for their time and insight. 

If you’re interested in participating in this feature, please email me at hiringlibrariansATgmail.

And thanks to YOU for reading! 

Auld Scotland wants nae skinking ware That jaups in luggies; But, if ye wish her gratefu’ prayer Gie her a Comment!

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Filed under Academic, Cataloging/Technical Services, Further Questions, Other Organization or Library Type, Public, Public Services/Reference

Further Questions: How important is knowledge of specific tools?

Here’s penultimate question in a series of six from the reader who asked when candidates shouldn’t applyif current employment status matters, how the initial selection of candidate works, and for some cover letter hooks that worked. This week I asked people who hire librarians:

As archivists and librarians, the tools we learn are a bit of a crapshoot. How important is that an applicant have previous knowledge in the specific tools or system that your library uses? Is it very important, we will not consider an applicant without that experience/ideal, but we will consider someone with training as a substitute (example: took EAD course but did not use EAD in a job), it’s more important that someone is willing to learn new technology and tools (perhaps demonstrated by the other tools they already know), or something else entirely?
Petra MauerhoffGenerally, we are more interested in how you can move forward with us. How adaptable are you in learning new tools? How flexible are you in helping us find more efficient and effective work flows?
Having experience with the same ILS or other tools we use helps, because we know it will cut down some of the required training and we like having someone with experience who might bring a different perspective. However, it is not a must and we have hired people whose experience was with completely different tools and have found their background and experience brought valuable contributions to our work environment.
– Petra Mauerhoff, CEO, Shortgrass Library System

Christine Hage - Dark backgroundWhen I’m hiring a librarian I assume they are coming with a basic knowledge of library research tools. I often ask them to list 10 tools they would include in their reference collection if they could only work from those 10 tools. Personally I don’t have 10 favorite tools, but I’d like to see if they can go through Dewey and give me an encyclopedia, dictionary, atlas, almanac, or even the Internet and some favorite websites or search engines as a basic tools. I’m amazed at how often a candidate cannot name 3 tools. This certainly is not a deal breaker question for me because I know people are nervous at interviews, but it can provide an interesting peek into their thought process.

I am interested in know if they are familiar with any library automation systems. It doesn’t have to be our system (Polaris), but learning an automation system from scratch is a bit of a training hurdle. If they can use one system, they can easily learn another. If they aren’t even aware of library automation software that would be a problem. In terms of software, I want people to be familiar with the basic Microsoft programs and a web management tool, like Joomla. In our library the website is managed by a team so it wouldn’t be the responsibility of one person, but if they have the concept of how a website is built and managed that is a good sign to me.

I’m assuming that most Librarian I candidates are coming with a common core of knowledge. I’m much more concerned about their customer service, team work, leadership, problem solving and creative skills. We can teach someone to go to a specific resource that they aren’t familiar with, but it is very tough to teach someone to smile and be welcoming to each and every customer when that is not his or her natural outlook on library service.

– Christine Hage, Director, Rochester Hills Public Library

Melanie LightbodyIt depends on the the tool. If you’re applying for a cataloging job you need to be familiar with cataloging rules (AACR, RDA etc). If you are applying for a reference position, it is more important that you understand a systematic approach to reference work than it is to know the intricacies of any one tool. The question would be how much of the position you are applying for includes usage of a specific tool. As a rule of thumb, I favor a broader knowledge of systems over specific tool knowledge. My experience is those who understand the bigger picture do better day to day at their job. And yes, demonstrated willingness to learn would give weight to your app.

– Melanie Lightbody, Director of Libraries, Butte County

Marleah AugustineI think that a willingness to learn is the most important thing. Experience with the exact same tech and tools is great, but experience with similar tools can be just as good. Knowing that someone took a course about a particular tool but doesn’t actively use it at least lets us know that they have been exposed to it and are aware of it. I will not discount someone just because they don’t know our specific systems and software, but it is helpful to know what the applicant has used and what they know.

– Marleah Augustine, Adult Department Librarian at Hays Public Library

Emilie SmartIt is unrealistic to expect every candidate to have experience on specific tools.  Not every library uses the same things to do the same work — ILS’s are different, databases, books…  Tool availability is often more budget-based than need-based.
I expect reference candidates to have experience doing some reference work.  They should know how to search a database, conduct a reference interview, create a spreadsheet, manipulate HTML code.  I don’t care if they are familiar with Sirsi or Innovative or if they’ve never used a Gale database because their previous library subscribed to EBSCO.  Using our available tools is part of our training process, so what tools they have experience with is less important than what kind of tools they have experience with.
– Emilie Smart, Division Coordinator of Reference Services & Computer Services at East Baton Rouge Parish Library
J. McRee Elrod
Very important is knowledge is standards: ISBD, AACR2/RDA, MARC, LCC (and/or DDC), LCSH, probably OCLC, and in some situations NLM/MeSH and RVM.  It helps to have used a cataloguing software and an ILS, but considering their variety, experience with particular ones is less important.
– J. McRee (Mac) Elrod, Special Libraries Catalouging

Manya ShorrAt this point in my management career, I almost always put customer service skills above experience when it comes to hiring front line staff. We have too many people in our profession that don’t seem to want to work with the public and I feel like it is my duty to help turn that around. If someone is dedicated, curious, and willing to try I figure I can teach them anything. It is, however, difficult to teach anyone to be nice and welcoming. In other words, when you interview with me, please demonstrate that you are excited to work with the public. You can do this by smiling, maintaining eye contact, and answering the questions in an enthusiastic way. This doesn’t mean be maniacal, just act like you want the job. I’m willing to train and teach you!

– Manya Shorr, Senior Manager, Branch Services, Omaha Public Library

If a person is willing to learn new technology, doesn’t have a fear of it, or of constantly changing technology and other things in libraries, i.e can go with the flow—I would still consider or hire them if they didn’t have the exact type of technology or online systems my library uses. It is very helpful, and may make someone stand out, if they have worked in a library with the same online systems, and knows other technologies in the job description. But I believe that most people who are adept at using technology, enjoy it, and have no problem learning new technologies, can do so on the job. I guess the trick is convincing me as an employer, that the aforementioned “adeptness and willingness to learn” is indeed a trait of the applicant.

– Sharon Britton, Library Director, BGSU – Firelands

Marge Loch-WoutersThis is less important to us in Youth Services at our library – no doubt because we are on the slightly low-tech side. We feel that learning any specific tools and technology (beyond a basic familiarity with windows office suite; some digital toys like ipads or ereaders or social media) are part of training. We commit ourselves to our new hires to train them in this so knowing our ILS or specific hardware or software rarely plays a part in our decision.

– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library

Samantha Thompson-Franklin

I think it’s more important to show evidence of being willing to learn new tools and technologies, with specific examples of what you learned and how you used or applied it. Tools and technologies can come and go, and while it can be important to know certain tools, I think that one’s willingness and ability to learn new applications says a lot to a search committee.

– Samantha Thompson-Franklin, Associate Professor/Collections & Acquisitions Librarian, Lewis-Clark State College Library

Thank you as always to our contributors for their time and insight. 

If you’re interested in participating in this feature, please email me at hiringlibrariansATgmail.

And thanks to YOU for reading! Comment, Eileen, taloo rah

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Filed under Academic, Cataloging/Technical Services, Further Questions, Public, Public Services/Reference, Special