Tag Archives: lis career

Personal Professional Websites: Sophie Ziegler

Headshot of Sophie Ziegler. They have curly hair and glasses and are wearing a scarf.

Sophie Ziegler (they/them) has over 10 years’ experience in cultural heritage institutions and now focuses primarily on preserving history by working with activists and mission-driven organizations. They have served as the Head of Digital Programs and Services at LSU Libraries, where they managed the Louisiana Digital Library, and the Head of Digital Scholarship at the American Philosophical Society Library, where they founded the Center for Digital Scholarship. They are the founding editor of the Journal of Critical DIgital Librarianship, and founding member of the Louisiana Trans Oral History Project. They are currently the Director of the Solidarity History Initiative, as well as the Lead for Ziegler Research & Consulting

What is your site’s URL?

https://www.slziegler.com/

Briefly, what is the current purpose of your site?

The purpose of my site is to describe the work I do and to bring in partners and clients.

Was the original purpose of your site different from this current purpose? If yes, how and why did it change?

Yes, it used to be more informational. When I decided to leave my full-time job in libraries and lean into consulting and nonprofit work, I rethought my site as a place to promote the skills that I sell. 

Are you actively looking for work? (check all that apply)

√ Yes, for part time work

√ Yes, for speaking gigs

√ Yes, for teaching gigs

√ Yes, for contract work 

Has your site brought you any work? And if so, what?

Yes. It’s brought me teaching gigs, workshop gigs, and contract work.  

About Your Site and Sites in General

Did you pay someone to design or build your site?

√ I paid for a template (or templates) 

Which of the following content do you have on your site (check all that apply)?

√ Resume or CV

√ Descriptions or list of services you provide 

√ List of publications

√ List of presentations 

√ Twitter or other social media feed 

Which of the following personal links or connection methods do you provide on your site? (Check all that apply)

√ Contact Form 

√ Twitter 

√ Instagram 

Is your site strictly library/archives/LIS related?

√ No, I include my arts/crafts/hobbies/other tangential or unrelated work

When was your site last updated?

√ Within the last week 

What causes you to update your site, and about how frequently does that occur?

When I start teaching new courses, or when I have a new project to list. 

Does your site use any of the following platforms/services?

√ Squarespace 

How much do you pay annually to run your website? (for numbers not in American dollars, please use other)

√ Other: around $100

Do you allow comments on your site?

√ No 

Do you have advertising on your site?

√ No 

Do you have analytics on your site?

√ Yes 

About how many people visit your site in a month?

√ 51-250 

Is having a personal website a “must”?

√ Yes, for people looking for speaking gigs

√ Yes, for people who are independent contractors/freelancers 

Do you have any privacy concerns associated with sharing your personal information, resume, etc., on a public website? If so, what measures do you take to feel safer?

I don’t. I certainly don’t list my address, though.

What advice would you give someone wanting to create their own personal professional site?

I suggest you start very simple. You can always make it fancier later. If you don’t think you’ll be able to update it consistently, try to keep the information more general (type of job you have, and/or looking for, basic information about education, etc.) 

Is there anything else you’d like to tell us about your website? Or personal websites in general?

My personal website is just one among others that I keep and maintain. It points to other sites, such as my consulting LLC (https://www.ziegler.consulting/).

Demographics

What is your job title?

Director

What types of organizations do you work for or with? (Check all that apply)

√ Academic Library

√ Archives

√ Public Library

√ Special Library 

What part of the world are you in?

√ Southeastern US 

Thanks for reading! If you have a personal professional website that you’d like to talk about, please fill out the survey.

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Filed under Personal Professional Websites

As of April 2022, it’s part of the job ad

[Librarian Putnam at Sesquicentennial reception, 4/24/1950] LOC.gov

This anonymous interview is with someone who hires for a:

√ Special Library

Title: Vice President

Titles hired include:Strategic Intelligence Analyst, Strategic Intelligence Data Analyst 

Who makes hiring decisions at your organization:

√ HR

√ The position’s supervisor 

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

√ Online application

√ Cover letter

√ Resume 

√ References 

√ Oral Exam/Structured interview 

√ More than one round of interviews 

Does your organization use automated application screening? 

√ Other: Don’t know

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

I am at a large corporation. Our department writes a job description and gives it to HR, who advertises for the position and screens applicants. The position’s supervisor interviews candidates, and if she likes them I interview them as head of the department. Once we decide who we want to hire, we let HR know and they make the job offer and handle the rest.

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

She came to the interview very prepared. She prepared a few PPT slides to share a project she had handled at a previous position, and spoke to how that would support our position.

Do you have any instant dealbreakers?

Imperiousness, indecisiveness 

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

How interested they are in the job; are they applying for lots of positions or were they selective about ours

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?

Come unprepared 

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

Have your video camera on if possible 

When does your organization *first* mention salary information?

 √ Other: As of April 2022, it’s part of the job ad 

Additional Demographics

What part of the world are you in?

√ Midwestern US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 11-50 

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, Special, Urban area

Smoking while with members of the search committee

A man in a cap browses a colorful book shelf
Image: Tommy T. Gobena visiting Dilla University library. From UNICEF Ethiopia on Flickr via CC BY-NC-ND 2.0

This anonymous interview is with someone who hires for an:

√ Academic Library

Title: Head of Content Curation

Titles hired: Library Director; Head of Research Services; Electronic Resources & Serials Librarian; Discovery & Systems Administrator, etc.

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

√ 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

√ Cover letter

√ CV

√ References

√ Supplemental Questions

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews

√ A meal with hiring personnel

Does your organization use automated application screening? 

√ No

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

As a supervisor, I generally chair the search committee for positions within my own department; and serve on other search committees as well.

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

They modeled kindness, respect, and diplomacy in their interactions.

Do you have any instant dealbreakers?

Disrespect; talking over everyone else at a meal and not letting the search committee members get a word in edgewise; smoking while with members of the search committee.

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

How well they get along with people in the workplace from day to day, not only in terms of respect, but also in terms of how they might continually burden others with their own anxieties.

How many pages should each of these documents be?

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

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

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

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

Trying to perform, even while in casual conversation, instead of communicating like an authentic human being.

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

Yes. They should be familiar with virtual presentation software and how to best situate their camera, lighting, etc., as well as having a strong connection (dialing in by phone for audio, for example, if their home network has bandwidth issues).

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?

Show that they’ve done their homework in researching the new library. Demonstrate that they understand the responsibilities, the environment, and the people, and what attracts them to this new role.

When does your organization *first* mention salary information?

√ We only discuss after we’ve made an offer

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

We have required online training in anti-bias hiring techniques from HR.

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

Ask us what we find fulfilling for ourselves here, and what we hope to see from the new person in this role in the short term. They should be familiar with our library’s mission, and our institution’s mission and values. And they should know the responsibilities and the organizational structure as described in the position ad.

Additional Demographics

What part of the world are you in?

√ Southeastern 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

Is there anything else you’d like to say, either to job hunters or to me, the survey author? Or are there any questions you think we should add?

Our main challenge for the past 2 years has been getting approval to post positions. Like many other libraries, we are short-staffed due to normal attrition and not being permitted to hire replacements. The resulting double/triple workloads cause ripple effects, with the remaining people seeking other jobs due to burnout and little hope for improvement; thus exacerbating the situation. This is not limited to libraries; it’s pervasive across academia lately.

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

There is no “magic” question

Heather has worked in public libraries for several years, happily serving in every staff role. She cites the best part as helping staff reach their goals.

Outside of work, Heather can be found out hiking the local trails in Southern California.

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

First step is the online application with supplemental questions, second, the panel interview (internal or external depending on the position); if a two step position then it will be an internal panel second round interview. If a supervisory position, the final candidate would meet with the City’s executive team.

Titles hired include: Digital Navigators, Librarians, Supervisors, PT/FT

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

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

√ Online application

√ Resume

√ References

√ Proof of degree

√ Supplemental Questions

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

Does your organization use automated application screening? 

√ No

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

They were enthusiastic about the opportunity, the organization and understood that working in a public library was a challenge but it was one they really wanted.

Do you have any instant dealbreakers?

Attitude — unwillingness to learn, take direction; unfamiliarity with the job/organization; skills can be learned, attitude cannot.

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

Sometimes attitude isn’t revealed in the interview; there is no “magic” question.

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more

Resume: √ Two is ok, but no more

CV: √ We don’t ask for this

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

Being honest with themselves about whether or not this is the right position for them

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

Practicing beforehand and staying relaxed; it’s hard for both interviewer and subject; don’t be afraid to admit that this is awkward

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?

Try and build a bridge or tell a story about your experience that links the two; I’ve done x and this is how it relates to or is similar to y

When does your organization *first* mention salary information?

√ It’s part of the job ad

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

We have not examined our practices for bias, yet, but will be doing so.

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

What can I do to be successful in this role; What would be the most challenging aspect of the position; what is the culture like; what do you like about working there

Additional Demographics

What part of the world are you in?

√ Western US

What’s your region like?

√ Suburban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 0-10

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Filed under 0-10 staff members, 1 A Return to Hiring Librarians Survey, Other Organization or Library Type, Public, Suburban area, Western US

Hello, Are you the anonymous job hunter they are looking for?

As you know, respondents to the surveys are totally unidentifiable unless they decide to provide an email address.  So I have no idea how to find this job hunter:

When I open my saved bookmarks, Google Chrome asks me if I’m sure I want to open that many

This is unfortunate because another Hiring Librarians contact is on a hiring committee, and asked me if I could forward his listing.  He thinks this person would be a great applicant!

If you are the person responsible for these answers, check out the job at

We Suggest You Apply.

And of course if you’re not the person interviewed, you are still welcome to apply.  The listing is open.  Here’s a preview:

Job ID: UL474
Location: Law Library

Equal Employment Opportunity
The University of Louisville is an Affirmative Action, Equal Opportunity, Americans with Disabilities Employer, committed to diversity and in that spirit, seeks applications from a broad variety of candidates.

Position Description

Assistant Professor of Legal Bibliography

ONLINE SERVICES LIBRARIAN

The law library of the Louis D. Brandeis School of Law invites applications for a full-time, tenure track position with the law library faculty.  Twelve month appointment.  Some evening and weekend hours required.

REQUIREMENTS:  MLS from an ALA-accredited program.  Experience in subscription online database and general online searching.  Familiarity with Westlaw, Lexis-Nexis, and HeinOnline preferred.  Applicants must have good communication skills.

DUTIES:  Monitors online legal information services for changes in search protocol and content.  Provides training to faculty, students, and other library staff on database searching and content, and use of online databases in the context of a search strategy that includes other information media.  Manages the law library web site and develops new content.  Assists faculty with scholarly communications and serves as editor of the law school’s SSRN Research Paper Series.  Maintains and monitors the law library’s social media presence.  Provides legal reference service to faculty, staff, students, the University community, the practicing bar, and the general public.

SALARY:  To $50,000, commensurate with qualifications and experience.  Attractive benefits package.

Position available 1/1/2016 or as soon thereafter as possible.  Apply online at https://highereddecisions.com/uofl/current_vacancies.asp. (Search for “Law Library – Associate Professor”.) Please attach a current CV and cover letter.  Applications will be accepted through 11/13/2015.

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Filed under Job Hunter Follow Up, Job hunter's survey

A webpage or electronic portfolio with previous work is a must.

Fish MarketThis anonymous interview is with an academic librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

Public services/reference librarians

This librarian works at a library with 10-50 staff members in an  suburban area rural area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25-75

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Met minimum qualifications and had the skills we were looking for/needed.

How are applications evaluated, and by whom?

All applications were evaluated by the search committee.

What is the most common reason for disqualifying an applicant without an interview?

Did not meet minimum qualifications.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Be able to demonstrate the needed/required skills. A webpage or electronic portfolio with previous work is a must.

I want to hire someone who is

adaptable

How many staff members are at your library/organization?

√ 10-50

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 1

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 2

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are the same number of positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ No

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ No

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

Varies by position, but any kind of experience is a big plus.

Is librarianship a dying profession?

√ Yes

Why or why not?

I could go on for hours. Want to get coffee? The profession is not keeping up with the changes in information publication and dissemination and changes in higher education. Library school curriculum is mostly the same as it was 15-20 years ago, and far, far too many librarians simply want to do what they did in their jobs 15-20 years ago. So many experienced librarians think technology is only something “young” people know about and refuse to learn about emerging technology. More and more academic libraries need to demonstrate impact on student learning and retention, difficult enough, and without the ability to change and adapt and re-define what librarianship is that will just not happen. Not just demonstrating the impact, but actually making an impact. Because we really do not need someone with a master’s degree demonstrating how to use a discovery tool to undergrads. Librarians need to learn to do something more, better, and different to survive. Of course, a lot of people will answer this question with the usual “hip, hip, hooray” nonsense about being passionate about librarianship and how great it is, but that is doing nothing to keep the profession relevant. We need critical eyes to evaluate the profession and make changes. Who is going to do that? Certainly not ALA or ACRL.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 10-50 staff members, Academic, Southern US, State of the Job Market 2015, Suburban area

questionable work history, overqualified individuals, and others that seem would not be a good fit.

Man selling artichokes at vegetable market in Stockholm 1951 2This anonymous interview is with an academic librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

Reference / public service librarians

This librarian works at a library with 10-50 staff members in an urban area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25-75

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Have all the qualifications requested and able to express themselves verbally and in writing.

How are applications evaluated, and by whom?

HR weeds out the unqualified candidates.
The search committee weeds out CVs that have problems with their cover letters, questionable work history, overqualified individuals, and others that seem would not be a good fit.

What is the most common reason for disqualifying an applicant without an interview?

Questionable work history or under/over qualified

Do you (or does your library) give candidates feedback about applications or interview performance?

√ Yes

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

make sure their cover letter is perfect with no spelling or grammatical errors and explains any work gaps and qualifications

I want to hire someone who is

flexible

How many staff members are at your library/organization?

√ 10-50

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 2

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 3-4

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are the same number of positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ No

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ No

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

Yes, it is an official requirement

Is librarianship a dying profession?

√ No

Why or why not?

Librarianship is changing but not dying. Our duties have evolved and are not what they were but we are expected to serve our patrons nonetheless.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 10-50 staff members, Academic, Southern US, State of the Job Market 2015, Urban area

Quit spewing out mass applications.

Man selling artichokes at vegetable market in Stockholm 1951This anonymous interview is with an academic librarian who has been a hiring or search committee. This person hires the following types of LIS professionals:

public service

This librarian works at a library with 10-50 staff members in an urban area, with no regional location given.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25-75

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

They must have an MLIS, applicable work experience (this was for Director), and a well-formatted and composed cover letter and resume.

How are applications evaluated, and by whom?

Search committee evaluates all applications.

What is the most common reason for disqualifying an applicant without an interview?

Ridiculous cover letter. Too short, no customization to the position, inclusion of erroneous personal information.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Focus on the specifics of each institution and the position, customize their letter and resume to THAT job. Quit spewing out mass applications. Also, show that you did your homework and are actually interested in this institution, library, and position.

Show your specific accomplishments that apply to our job requirements in your cover letter and resume.

Also offer your specific vision and philosophy for library service.

I want to hire someone who is

competent, socially astute. Experience can be learned.

How many staff members are at your library/organization?

√ 10-50

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 2

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 1

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are the same number of positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ Yes

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ Yes

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

not an official requirement, but for recent grads, we expect them to have at least volunteered or worked in a paraprofessional capacity in a library environment.

Is librarianship a dying profession?

√ No

Why or why not?

People need libraries. Most librarians who work on the front lines are working hard to keep up with people’s needs. People need help to navigate an increasingly complex information environment and learn how to drill down from a lot of irrelevant results to the ones they need. They also need help using complex technologies for fun and entertainment. We have those skills and they’re used to coming to us for help. We’re positioned to be the go-to people if we can re-engineer our image and publicize it.

Do you have any other comments, for job hunters or about the survey?

Yes. Don’t write a paragraph for a cover letter. Your cover letter is how I choose whether to interview you. Research the places you’re hiring and give them a feel, specifically, about why you want to work there and what you have done that could serve our needs as stated in the job description. If you do that you’ll be heads and shoulders above the rest. Also, ask someone to proof-read for typos and grammar.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 10-50 staff members, Academic, State of the Job Market 2015, Urban area

You might be pleasantly surprised at how nice people are, especially library people.

Market before PassoverThis anonymous interview is with a librarian who works for a public library consulting service and has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

Youth services specialists, technology consultants, and adult services generalists.

This librarian works at a library with 0-10 staff members in an urban area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Met the qualifications in terms of education & experience.

How are applications evaluated, and by whom?

As the executive director of our organization, I do the “first cut” look to make sure the applicants meet the basic requirements of education & experience. We are a very small organization & don’t have an HR department.

What is the most common reason for disqualifying an applicant without an interview?

Education & experience is lacking.

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

Read the job posting carefully and make sure your education & experience are a good fit before applying. Do not just apply for something at a place you’d like to work to get a foot in the door if you are not really qualified.

I want to hire someone who is

smart

How many staff members are at your library/organization?

√ 0-10

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ 1

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ Other: 0

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are the same number of positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ Yes

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ No

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

We don’t hire entry-level professionals. We are a consulting organization to other public libraries, and as such, we must have experienced librarians.

Is librarianship a dying profession?

√ No

Why or why not?

We are re-inventing ourselves as community hubs of information & recreation. Libraries are developing makerspaces, have programs of interest, and supply communities with networking opportunities in a forum that is free and open to all. We serve all ages, all races, all ethnicities, and all levels of literacy.

Do you have any other comments, for job hunters or about the survey?

Don’t be afraid to take a job in a part of the country that you have never lived in or considered working in. You might be pleasantly surprised at how nice people are, especially library people.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 0-10 staff members, Other Organization or Library Type, Southern US, State of the Job Market 2015, Urban area

clear, concise cover letter that addresses the particular job being advertised

OUTDOOR MARKET AT HAYMARKET SQUARE. PUBLIC PROTEST KEPT THE SQUARE FROM BECOMING PART OF AN EXPRESSWAY, 051973This anonymous interview is with an academic librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

reference and instruction librarians

This librarian works at a library with 50-100 staff members in a suburban area in the Southern US.

Approximately how many people applied for the last librarian (or other professional level) job at your workplace?

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

all the required qualifications

How are applications evaluated, and by whom?

a committee of peers reviews applications; HR not involved

What is the most common reason for disqualifying an applicant without an interview?

degrees, prior experience

Do you (or does your library) give candidates feedback about applications or interview performance?

√ No

What is the most important thing for a job hunter to do in order to improve his/her/their hirability?

clear, concise cover letter that addresses the particular job being advertised

I want to hire someone who is

professional

How many staff members are at your library/organization?

√ 10-50

How many permanent, full time librarian (or other professional level) jobs has your workplace posted in the last year?

√ Other: none

How many permanent, full time para-professional (or other non-professional level) jobs has your workplace posted in the last year?

√ 3-4

Can you tell us how the number of permanent, full-time librarian positions at your workplace has changed over the past decade?

√ There are fewer positions

Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?

√ No

Have any full-time librarian positions been replaced with para-professional workers over the past decade?

√ No

Does your workplace require experience for entry-level professional positions? If so, is it an official requirement or just what happens in practice?

happens in practice

Is librarianship a dying profession?

√ No

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

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Filed under 50-100 staff members, Academic, Southern US, State of the Job Market 2015, Suburban area