Tag Archives: LIS hiring

“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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“currently employed in the LIS field, but have been applying to jobs sporadically if they interest me.”

Hillebrand Steve, U.S. Fish and Wildlife Service, Public domain, via Wikimedia Commons

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Other: currently employed in the LIS field, but have been applying to jobs sporadically if they interest me.

Why are you job hunting?  

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

√ Looking for more money 

Where do you look for open positions?  

Indeed, ArchivesGig, Museum Savvy

What position level are you looking for?  

√ Requiring at least two years of experience 

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

√ Archives 

What part of the world are you in?

√ Northeastern US 

What’s your region like? 

√ Urban area 

Are you willing/able to move for employment? 

√ Yes, anywhere 

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

sufficient pay, interesting to me, and varied responsibilities

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

about 10

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?

√ 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?

hiring several positions at once (unless they are new positions)

The Process

How much time do you spend preparing an application packet?

30 minutes to an hour (depending on application requirements)

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

update resume, write a cover letter, research institution

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?

research the institution and re-read the job description

What are your most hated interview questions, and why?

“Tell me about yourself” because it seems like the interviewer did not read my resume or cover letter.

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

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

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

Keep in better contact with those applying for positions, even if they are not considered for an interview. This will keep job hunters from wasting their time waiting for an institution to contact them.

You and Your Well-Being

How are you doing, generally?

√ I’m optimistic

√ I’m maintaining 

What are your job search self-care strategies?

n/a

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?

Have a cover letter and resume “template” that you can easily adjust to fit various job descriptions.

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

Could include a question regarding compensation of jobs individuals are applying for. For example, “What is your desired salary for a new position?” or “What is the typical pay range for positions you’ve applied to?”

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?)

2021

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?

√ I was actually hired before I graduated

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

√ Full Time 

√ Contract

√ Temporary/Limited Term 

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

No

Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?

I interned at the institution prior to being hired by them. Also, I was kept on after my six-month term/contract and am now permanent staff.

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“60k base pay. medical+dental benefits. hybrid+remote option.”

Keep applying. Have a template cover letter

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Less than six months 

Why are you job hunting?  

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

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

√ My current job is temporary 

Where do you look for open positions?  

LinkedIn, Archivesgig, INALJ, ALA

What position level are you looking for?  

√ Entry level

√ Requiring at least two years of experience 

√ Other: Archivist, digital archivist

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

√ Archives 

√ Special library

√ Other: digital archives, gaming industry, apple, microsoft, etc.

What part of the world are you in?

√ Western US (including Pacific Northwest) 

What’s your region like? 

√ Urban area

√ Suburban area

√ Rural area 

Are you willing/able to move for employment? 

√ Yes, anywhere

√ Yes, within my state

√ Yes, within my country 

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

60k base pay. medical+dental benefits. hybrid+remote option.

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

I have applied to at least 12 jobs. 

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

√ Taking me out for a meal

√ Funding professional development

√ Prioritizing EDI work

√ Prioritizing work-life balance 

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

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

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

Sparse description, generalized language.

The Process

How much time do you spend preparing an application packet?

20 minutes.

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

Attach cover letter and resume; putting everything in one pdf;  filling out online profile.

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?

2 weeks to 1 month.

How do you prepare for interviews?

I generally re-read a job description, then write a script for it and study that.

What are your most hated interview questions, and why?

What are your greatest weaknesses? What can you bring to the team? 

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

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

You and Your Well-Being

How are you doing, generally?

√ I’m optimistic 

What are your job search self-care strategies?

Knowing that there’s a lot out there. 

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

Keep applying. Have a template cover letter.

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?)

I am graduating from UCLA’s MLIS in 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?

√ Other: I’ve had internships my entire time at UCLA.

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

√ N/A – hasn’t happened yet 

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

Yes 

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

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Free Hiring Librarians Webinar for Folks Who Hire and More News

Hello Friends and Colleagues!

Free Hiring Librarians Webinar Next Week

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

Learn more/sign up here

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

and More News: No Ads!

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

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

Your Pal,

Emily

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

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“The goal of our hiring is often to find a candidate who will benefit from our position as much as we will, but they need to ask questions that will help them decide”

Nevins Memorial Library First Librarians c. 1900
Nevins Memorial Library First Librarians c. 1900

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest.   

This person hires LIS workers for an:

√ Academic Library  

Who makes hiring decisions at your organization:

√ Other: Dean, but a hiring committee makes a recommendation

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

√ Online application

√ Cover letter 

√ CV

√ References 

√ Oral Exam/Structured interview

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews  

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

Thoughtful answers that showed they were thinking about how their skills (or class work) could be applied. Also, enthusiasm for the specific type of work.

Do you have any instant dealbreakers?

Not being willing to do research/service (required at our institution), boasting that HR has had to step in and deal with an issue due to their behavior  

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

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 to identify specific skills (like “attention to detail” from shelving books or even working retail) and connect that to the job requirements or listed duties. Often there are skills that transfer, even if the experience is different, but candidates need to connect the dots and show /how/ previous work, classes, hobbies, etc. have prepared them for /this/ position.

When does your organization *first* mention salary information?

√ It’s part of 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?

Every candidate has different priorities  (e.g., opportunities for advancement, flexible schedules, research support, etc.) and the goal of our hiring is often to find a candidate who will benefit from our position as much as we will, but they need to ask questions that will help them decide whether it’s a good fit for /them/ or whether there are any “deal breakers” based on their own preferences (e.g., mentorship, clarity of expectations and/or responsibilities, funding for conference travel, degree of teamwork, cross-training opportunities, etc.). When applying for a position as a new librarian, or in a different area (public vs. academic, etc.) it may even help to reach out to someone in the field to ask about important considerations that broadly affect job success or satisfaction in that type of library (e.g., in a public library this may include things like how reference desks are staffed or programming expectations, compared to the previous examples related to academia).

Additional Demographics

What part of the world are you in?

√ Southwestern 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?

√ 101-200 

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, 100-200 staff members, Academic, Southwestern US, Suburban area

Reminder: Add or Read Questions Asked in Recent LIS interviews, Add or Read LIS Salary Info

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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“Being too rule oriented”

Mitchell LIbrarian, Mitchell Building. Photo by Flickr user State Library of New South Wales

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: Assistant Director

Titles hired include: Library Assistant, library page, maintenance worker, courier

Who makes hiring decisions at your organization:

√ The position’s supervisor 

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

√ References 

Does your organization use automated application screening? 

√ No 

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

Vet application, in person interview I do both

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

Had a good idea of what the job required

Do you have any instant dealbreakers?

Discriminatory attitudes, thinking the job is easy

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

Discriminatory attitudes

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ We don’t ask for this 

CV: √ We don’t ask for this 

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

Being too rule oriented

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

No

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 they have a good idea of the depth of skills the job requires

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 haven’t focused on this.

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 like best about working here? Is there training?

Additional Demographics

What part of the world are you in?

√ Midwestern 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?

√ 51-100

 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, 50-100 staff members, Midwestern US, Suburban area

“You can train a lot of things, but it’s nearly impossible to make someone care”

Two men in suits are behind a circulation desk
Ignore the camera, pretend to be working! By Flickr user National Library of Ireland on The 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: Head of Information Services

Titles hired include: Adult Services Librarian, Youth Services Librarian, Technical Services Assistant

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor 

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

√ Online application

√ Cover letter

√ Resume

√ References 

√ Supplemental Questions 

√ Demonstration (teaching, storytime, etc) 

Does your organization use automated application screening? 

√ No 

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

Supervisor and Assistant Director review JD/Job Narrative, agree on posting timeline and posting locations. Admin Assistant posts. Supervisor reviews applications and narrows to a reasonable number. Supervisor and two peers review chosen applications and interview. After all interviews are conducted, the supervisor and two peers compare results. Supervisor checks references, and uses references and interview feedback to make a decision. Assistant Director approves suggested salary. Director signs off on hire. Supervisor calls candidate and extends offer. If a candidate accepts, the first day is agreed upon. Offer letter is emailed and orientation scheduled. 

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

Their attitude and values aligned perfectly with the job description. They were professional but enthusiastic, on time to the interview and asked good, relevant questions that showcased their interest. 

What are your instant dealbreakers?

We cannot interview candidates for librarian jobs without an MLIS/MSI. The job also requires evening and weekend work, and we cannot hire if none of their references responds to inquiries.  Otherwise, instant dealbreakers would be hateful language or inappropriate jokes or conduct. Smaller red flags are tardiness or failure to follow instructions; inappropriately criticizing their current employer during the interview; failure to fully answer questions; questions that only focus on pto/time off/vacations (this question is fine, but not if it’s their only question); candidates who express distaste for working with people, running events, or making decisions in lieu of a manager. 

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

Their true work ethic and reliability (or lack thereof). You can train a lot of things, but it’s nearly impossible to make someone care. People can fake it for the interview, and it’s generally easy to find a reference or two to vouch for you, so it’s only until after hire that you’ll see if someone is only there to do the bare minimum. 

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more  

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

CV: √ We don’t ask for this  

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

Interviewing for a job you don’t really want. If you’re just using us as a stepping stone, it will usually show. 

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

I have not yet, but certainly could. I’d expect good wifi and all equipment to work (camera, mic, etc.) test beforehand! 

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?

A library degree is the most obvious. Other coursework in lieu, volunteer work, sub work, etc. 

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?

Multiple people involved in the hiring process to reduce bias. 

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

Ask for elaboration of the job responsibilities. Make sure you can work the required hours and that the nature of the work is what you want. 

Additional Demographics

What part of the world are you in?

√ Midwestern US 

What’s your region like?

√ Suburban

√ Rural 

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.

Leave a comment

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

“As a trans person, I hate that institutions ask me how I will contribute to their diversity efforts.”

Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.

Your Demographics and Search Parameters

How long have you been job hunting?

√ Six months to a year 

Why are you job hunting?  

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

√ My current job is temporary

√ My current job provides insufficient or no benefits (Healthcare or beyond) 

Where do you look for open positions?  

Archives Gig, ALA Joblist, INALJ, LinkedIn, CLIR/DLF job board, VRA listserv, HigherEd Jobs, LibGig, various other listservs

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

√ Library vendor/service provider 

√ Special library

√ Other: Museum

What part of the world are you in?

√ Other: Midwestern US for the first 5 months of searching, currently Southwestern US

What’s your region like? 

√ Urban area

√ Suburban area 

Are you willing/able to move for employment? 

√ Yes, to a specific list of places

√ Yes, as long as at least some of my moving costs are covered 

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

Salary that is comfortable to live relative to the area, responsibilities that I’m interested in and have background in, good workplace culture

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

16 (exact)

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

√ Pay well

√ Having (and describing) excellent benefits 

√ Having a good reputation 

√ Funding professional development

√ Prioritizing EDI work

√ Prioritizing work-life balance

√ Other: Respecting trans identity

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

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

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

High turnover, no benefits, sloppy or not detailed job description  

The Process

How much time do you spend preparing an application packet?

5-7 hours

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

Background research on the position and institution, tailor my cover letter and resume to the position as I draft, select relevant references, review draft and edit cover letter and resume, submit application packet.

How do you prefer to communicate with potential employers?

√ Other: Email at first, email and/or phone as it moves forward

When would you like potential employers to contact you? 

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

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

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

2-4 months

How do you prepare for interviews?

Conduct background research on the requirements of the position and look into what the institution and its members have done lately, get a feel for the community they serve and the types of work done there, prepare for any questions that have been given in advance (which I love), look into the organizational chart, and review my application packet and all my relevant experience. 

What are your most hated interview questions, and why?

As a trans person, I hate that institutions ask me how I will contribute to their diversity efforts. I don’t mind answering a simple diversity question, because it is important for all people to keep DEI efforts in mind, but I don’t appreciate being asked to write paragraphs or answer extensively on how I will contribute to diversity right off the bat. The employer has yet to prove to me that they are a welcoming and supportive institution. 

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

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

If you have ever withdrawn an application, why?

Withdrew my application from an institution whose search committee was unprofessional and borderline rude during my first video interview. Having private chat conversations with each other that I could clearly see their facial expressions/reactions to as I was trying to answer their questions. Search committee seemed very cliquey and I didn’t want to be a new employee in that environment.  

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:

See above – this search committee was extremely cold and unwelcoming right off the bat with me and I could see two members of the committee messaging each other, laughing, and otherwise making facial expressions during my video interview as I was answering questions. Whether they were talking about me or not, I don’t know, but it doesn’t really matter. They didn’t respect my time or effort and it was very unprofessional. Doing a virtual interview isn’t an excuse for this behavior – I doubt they would have done that if I were sitting in a room right in front of them, and a virtual interviewee should be given the same respect. 

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

Always list the salary range. A minimum salary is a good start but a range is better, especially for applicants who have more experience than the basic qualifications being asked for. 

Provide some or all of the main interview questions ahead of time. This is very helpful for neurodivergent people and folks in general who need time to formulate thoughts, especially in a high-anxiety situation such as an interview with several people. 

Be as timely as possible with next steps and be communicative during the process. If something is pushed back, let the applicants know. 

During a first interview, give some time for introductions, both of the committee and the applicant. I’ve had interviews where I’ve been thrown into a list of questions immediately without even saying my name first.

You and Your Well-Being

How are you doing, generally?

√ I’m maintaining

√ I’m somewhat depressed 

√ I’m running out of money 

√ I feel alone in my search  

Job Hunting Post Graduate School 

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

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?

√ Six months to a year 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)?

My school only gave us access to the career center for 6 months after graduation. Before that, I utilized them for resume reviews.  

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Reminder: Report Your Interview Questions or Your Salary (or Read What Others Have Reported)

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).

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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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