Tag Archives: LIS

Further Questions: Who hires librarians?

Each week (or thereabouts) I ask a question to a group of people who hire library and LIS workers. If you have a question to ask or if you’d like to be part of the group that answers, shoot me an email at hiringlibrariansATgmail.

Can you share with us the composition of your most recent search/hiring teams or committees – number of committee members, their roles in the library, etc.? Are there stakeholders in the hiring process who should be involved but are not, or are only involved minimally (i.e. attending a presentation or meal with the candidate)? How is their feedback treated?


Anonymous: I’ve just convened a search committee for a Health Sciences Librarian at a small liberal arts college. I am chair as Director of the Library, our tech services librarian is also representing the library and there are two health sciences faculty members on the committee as well. 

While the search committee will select the finalists, other constituents such as the library staff, members of the faculty library committee, health sciences administrators, etc. will be involved in the final, on-campus interview stage. Any one involved in this stage will be asked to share feedback with the committee, which will be used in the final deliberations.


Heather Backman, Assistant Director of Library Services, Weymouth (MA) Public Libraries: Applications for open positions are reviewed by myself, the library director, and the department head who will supervise the new hire. For department head openings, applications are reviewed by myself and the director. Interviews are usually conducted by the same set of people who review applications, plus an HR representative who serves in an advisory role (no decision making authority but she does share her impressions of candidates and we value her input). The director technically has the final authority to decide on a hire, but in practice he, I, and the department head all work together to choose someone, and he will often rely on the department head’s preferences.

Occasionally other library staff will sit in on interviews if they have a particular connection with the position being hired for, and their feedback is also taken seriously. For instance, when I was interviewed, the department heads were there, and when we recently were hiring for a position that would work very closely with one particular front-line staff member, that staff member sat in on interviews (though she didn’t review applications with us).

The other stakeholders involved in our hiring process are the Mayor and his chief of staff. The Mayor (usually via his chief of staff) must sign off on all new hires, and technically he could veto our choice or direct us to hire someone specific, though so far I have not encountered a situation where we were unable to make an offer to our preferred candidate. Neither of these people meets candidates. Usually their involvement comes down to signing an approval form forwarded to them from HR.


Elizabeth “Beth” Cox, Director, Cataloging, Metadata & Digitization Dept., University of Iowa Libraries:

The composition of the search committee and the interview schedule vary depending on the level of the position being filled.

  • For hourly staff, generally positions that don’t require an MLS, the supervisor and one other person from the department comprise the search committee. The candidates meet with the committee, with the other hourly staff in the department, with any other stakeholders, and with HR. Feedback is requested via our standard survey form. Department librarians or staff outside of the department are unlikely to meet with the candidate, unless they would interact with the person in the position.
  • For librarians or other salaried positions that require an MLS or other advanced degree, the search committee generally includes the supervisor (usually department director), a librarian from the department, and a librarian from another department. When possible that last person will be someone who would interact with the candidate if hired. Depending on the role of the position being advertised, the candidates may meet with employees from outside the department. I will often ask people from outside of the department to have a meal with the candidate or give them a tour of the library, so that the candidate can meet a variety of people. All of our candidate presentations are open to the entire library staff. Feedback is requested via our standard survey form.

Gregg Currie, College Librarian, Selkirk College:

As we are a small college and a small library, hiring committees are always the College Librarian and 2 other library staff members – a librarian and a library technician for librarian positions, or 2 library technicians for library technician or student work study positions.  This works well for us. 

Many years ago we did have HR involved, but as they don’t really know anything about library operations their presence didn’t really add anything to the selection process.


Alan Smith, Director, Florence County, SC Library System: We use a three-person panel for almost every hiring decision, whether it’s for a librarian, paraprofessional, or support staff. The panel consists of the manager who will supervise the person hired, myself, and a third person. The third person is usually our Chief of HQ Library Services, but can also vary based on the position (like including our Children’s Services Manager if the position will be working with children at a branch). The odd-numbered panel is helpful if there’s a split decision, but in such cases the tiebreaking vote goes to the manager who will be directly supervising the new employee. 

If a candidate is applying for a promotion in-house or at another branch, we will talk with their current or former managers here to get input. Information gathered this way doesn’t go on a formal score sheet but does give us useful context and can help us narrow down what to ask in an interview. 

Finally, when hiring departmental or branch managers, I like to get input from the employees who will be working under the new manager. I don’t have them involved in the interview itself or have them review applications or anything (that gets complicated very quickly when almost every management-level opening has internal candidates, including current staff of the hiring department), but general preferences: would you rather work for someone with experience doing a certain type of program, with a background in a different type of library, with longer management experience, etc.? Even if those considerations aren’t ultimately the deciding factors, they help us know what to emphasize during orientation and training with a new person.


Laurie Phillips, Associate Dean of Libraries, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans: For librarian/library faculty, the search team is generally chaired by the faculty supervisor for the position. There will generally be three people total on the search. Our current search is chaired by the department head and includes the one other faculty librarian in the department, plus another librarian from outside the department. We try to include anyone who is a stakeholder, but it’s not always possible, especially if a staff member in the department is applying for the position, or may apply. The candidates generally meet with the other library faculty, any staff in the department, and the Dean. If it’s a staff position in a leadership role, it will include a mix of library faculty and staff who are stakeholders or who would collaborate with the new person (peers). If it’s a support staff role, it will usually be chaired by the department head or director, and include any staff in the department who are interested, plus another person from outside the department who works with the person in the role being hired. 


Jimmie Epling, Director, Darlington County Library System: It has been my experience that small and medium size public libraries do not have the staff, time, or resources to conduct extensive, multipart interviews for most positions. As an example, a circulation clerk interview will be conducted by two to three staff members. The interview committee may consist of the direct supervisor, a person who is not a direct supervisor but is on a higher level in the organization, and/or the director.

What has worked for us as a medium size library (by South Carolina standards) is to include a non-employee in the interview process for specific positions. These positions are ones for which require a degree of expertise not broadly found in a small to medium size library, such as branch manager, information technology manager, youth services librarian, bookkeeper, etc. This non-staff member of the interview committee could be a director from another library, a state library staff member with expertise in a specific area, or someone in the county’s human resources department.

For public libraries with branches, the inclusion of a “stakeholder” from the area can be a real benefit to the library and the community. Including a Board member who represents the service area of the branch can be helpful. The Board member is attune to the area served by the branch and can provide some useful insights into the community. The Board member has an opportunity to be involved, in a limited and appropriate way, in a personnel decision for their community. It provides a degree of management transparency for the Board member, and the Board as a whole, that can build Board confidence in the library’s management (which can pay off later when that inevitable difficult situation arises).

There are some very good reasons for doing this:

1) An outside expert can provide questions that can help determine the candidate’s level of knowledge or experience and not be dazzled by a lot of babble. This is critically important when hiring for say an IT position or a branch manager.

2) Especially if there are in-house candidates to be interviewed, a person from outside the library can be perceived as neutral or unbiased. This actually works to the committee’s benefit as it may require the staff who are on the interview committee to truly justify their ranking/choice.

3) A diverse interview committee may be easier to achieve by including someone from outside the library on the committee.

The inclusion of a non-staff person as part of certain interview committees can make a difference for a small or medium size library. I has for my medium size library.


Julie Todaro, Dean, Library Services, Austin Community College: 

Can you share with us the composition of your most recent search/hiring teams or committees – number of committee members, their roles in the library, etc.? Our Human Resources department has – for many years- been very strict about our hiring committees and all related processes including specifically – hiring committees for staffing table positions (all faculty, professional technical and all classified staff.) With the introduction of our newest Enterprise Management System, the same prescribed elements remain for committees but additional restrictions have been placed on advertising and hiring hourly employees (our hourly academic Librarians, our hourly instruction librarians and any hourly classified employees now have to be posted through the online system as well.)

But depending on the focus of committees and time of year we are trying to hire, things vary and – with special permission from HR – we can substitute levels of employees, locations or the number serving given the past two years. But if no exceptions are needed, at least six representatives to sit on committees are:

  • Faculty Librarians – Members to include the direct manager, representatives from the staffing table classified staff with whom they might work, at least one and maybe two peer faculty librarians, the campus manager (if available) and in addition and based on availability – a classroom faculty member either from the campus where the opening is located or based on availability. If the timing is not good for finding a classroom faculty member, we try to ensure that the peer faculty librarian who serves is also – for example -also a teaching adjunct for the college or someone with expanded curriculum experience/classroom instruction.
  • Classified Staff – Members to include – depending on their functional areas – a classified staff member representing public or technical services, administrative assistant w\ork or secretarial work – where the opening is AND – if possible – representatives from several campuses – since – at certain times of the year – classified staff move among campuses to assist as needed.
  • Professional/Technical – Members to include professional/technical employees with similar or exact expertise in specific or related areas or roles and responsibilities as well as the specific or related departments (such as both instructional and institutional technology experience.)
  • Administrative Assistant – Membership in the committee also always includes an administrative assistant – from either the campus with the opening or an available one – to manage communication and paperwork, etc. They are also counted as a member of the committee.

All committee membership must include membership that is: balanced in gender, ethnicity, race, and until last year – all members needed to have been with the college at least 6 month – but as of last year, that is now not required. Members; however, must go through a training (or have attended the online training within a year) and if requested by the Chair – online training AND a HR representative will present to the committee on the need for confidentiality, consistency needed, legal vs. illegal questions, etc.

Are there stakeholders in the hiring process who should be involved but are not, or are only involved minimally (i.e. attending a presentation or meal with the candidate)? This is the disappointing part to me….faculty librarians have had and continue to have the requirement to present to the committee (and then any observing attendees complete an evaluation form.) A few years ago – they decided the teaching presentation was no longer open and I think that is a big loss. The committee; however, can take the candidate to lunch – but my approach is any shared meal needs to be after the interview.

My disappointment stems from the fact that I think the broader teaching audience was an integral part of the process. I liked the fact that we could then invite others (faculty librarians, staff from the campus where the vacancy is located, etc.) and then a small reception after the presentation to meet and greet. It is a loss to lose it as part of the process.

How is their feedback treated? As a committee, we choose the questions and the order in which we will ask them – based on recent question sets which – at some time – were approved by HR. Committee members then get copies of the questions with spaces between each one so that notes from each member can be taken in a more standard format, then discussed uniformly. Members also decide in advance of the interviews the weight or importance of each question/answer so that we can compare not only the answers but based on the importance of the question, how individuals answered the most important questions.

We use feedback and discussion to choose and rank three candidates. If the Dean is the chair (and we are hiring a head librarian) references are checked and we indicate rank but after we discuss and rank, we then each complete an online form.and why and send the list to HR. If a frontline faculty librarian is the focus, the three finalists are turned over to the Dean/me and I interview (with the committee chair) the top candidates asking the finalists the most important questions identified based on the opening. Then we rank or re-rank, references are checked and forms are completed and the packet is sent forward.


We’d love to hear your thoughts here in the comments, over at Mastodon @hiringlibrarians@glammr.uson Twitter @HiringLib, or hidden on a slip of paper inside a carnitas burrito. If you have a question to ask people who hire library workers, or if you’d like to be part of the group that answers them, shoot me an email at hiringlibrariansATgmail.

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Filed under Further Questions

Stats and Graphs: Who makes hiring decisions at your organization?

At this point I am not new to libraries, nor am I new to hiring, and I still find it weird and confusing that the person who initially screens your application is not likely to be a person who interviews you, and neither of those people may actually make the hiring decision. And your eventual supervisor may be yet a whole nother person who you don’t see at all in the hiring process.

So I have a few questions in the Return to Hiring Librarians survey that are designed to highlight this chain in the LIS hiring process. One is:

image of survey question. text reads: Who makes hiring decisions at your organization (check all that apply): HR, Library Administration, The position's supervisor, a committee or panel, employees at the position's same level (on a panel or otherwise), other

182 people responded to the survey. As you can see in the chart below, many of them took full advantage of the “other” option.

Chart of answers to "Who makes hiring decisions at your organization?" answers listed in text below this image

HR | 42 (23.1%)
Library Administration | 106 (58.2%)
The position’s supervisor | 122 (67%)
A Committee or panel | 99 (54.4%)
Employees at the position’s same level (on a panel or otherwise) | 30 (16.5%)

Other answers:

  • a committee narrows down, recommends, then prioritizes names…the chair of the committee (typically the supervisor of the committee) can then move the same names along or overturn, HR does final vetting but only something like a failed criminal background check would prompt HR to overturn/send it back. My AVP typically vets and approves, before HR.
  • Executive Director 
  • Library Administration, upon the recommendation of search committee 
  • VP of Academics & President of College
  • The committee may include a faculty member from the area the librarian will be supporting 
  • I just wanted to specify that directors are hired by the library board’s personnel committee and the directors hire the rest of their staff.
  • The position’s supervisor and one other manager in the hiring department
  • County administration, library commission (governing board) 
  • The position’s supervisor, and Director 
  • A search committee recommends to the dean, who makes the final decision in consultation with the supervisor where needed
  • For leadership positions we include at least one staff member who would report directly to them
  • We take feedback from all staff members and have a coffee time where everyone can meet the candidates
  • Staff hired by Director; Director hired by Library Board
  • Provost or other principal administrator
  • The Dean makes the final decision but the search committee provides a report and everyone in the library provides feedback.
  • Director 
  • Panel recommendations are reviewed by Director 
  • We’re a small, rural library. No HR dept. Hiring decisions are ultimately made by director, with input from the respective Dept head
  • Search committee makes recommendation to dean
  • Department head (who is usually the supervisor for the position).
  • If a position is of a supervisor/”librarian” level, there may be a committee of admin and/or the position’s supervisor
  • Principal
  • Library Board
  • CEO

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Filed under 1 A Return to Hiring Librarians Survey, Stats and Graphs

Stats and Graphs: State of the Library Job Market

It’s Staturday!

It’s time for our annualish check-in with our surveys.  This week: What’s the JOB market like nowadays?

Last time we checked in, 204 people who hire librarians had responded to our State of the Library Job Market Survey.  Now we’re up to 267! (It’s still open, so if you’ve hired at least one librarian and want to add your voice, please visit: http://tinyurl.com/hiringlibjobmarketsurvey )

And now, here are the

Results!

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

 how many applied
25 or fewer    116    44.1%
25-75    98    37.3%
75-100    24    9.1%
more than 100, but less than 200    16    6.1%
more than 200    4    1.5%
Other    5    1.9%

Approximately what percentage of those would you say were hirable?

 pct hirable
25% or less 164 62.6%
26-50% 55 21.0%
51-75% 15 5.7%
more than 75% 12 4.6%
other 16 6.1%

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

 feedback
Yes    21    8%
No    161    61.2%
Other    81    30.8%

The Workplace

How many staff members are at your library/organization?

 number of EEs
0-10    45    17%
10-50    109    41.1%
50-100    40    15.1%
100-200    36    13.6%
200+    35    13.2%

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

 FT lib
1    58    22.1%
2    61    23.2%
3-4    53    20.2%
5-6    32    12.2%
7 or more    27    10.3%
Other    32    12.2%

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

 FT parapro
1    41    16%
2    39    15.2%
3-4    53    20.6%
5-6    29    11.3%
7 or more    40    15.6%
Other    55    21.4%

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

 num of positions change
There are more positions    90    34.2%
There are fewer positions    94    35.7%
There are the same number of positions    56    21.3%
I don’t know    15    5.7%
Other    8    3%

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

 replace PT
Yes    73    27.7%
No    167    63.3%
I don’t know    16    6.1%
Other    8    3%

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

 replace para
Yes    73    27.7%
No    167    63.3%
I don’t know    16    6.1%
Other    8    3%

Is librarianship a dying profession?

 dying profession
Yes    76    28.9%
No    165    62.7%
I don’t know    15    5.7%
Other    7    2.7%

Demographics

Where are you?

region
Northeastern US    54    20.5%
Midwestern US    66    25%
Southern US    70    26.5%
Western US    60    22.7%
Canada    5    1.9%
UK    1    0.4%
Australia/New Zealand    0    0%
Other    8    3%

Where are you?

urban
Urban area    107    40.4%
Suburban area    97    36.6%
Rural area    51    19.2%
Other    10    3.8%

What type of institution do you hire for?

lib type
Academic Library    144    55.4%
Public Library    99    38.1%
School Library    1    0.4%
Special Library    4    1.5%
Archives    1    0.4%
Other    11    4.2%

Are you a librarian?

r u lib
Yes 189 93%
No 3 1%
It’s complicated 9 4%

Are you now or have you ever been:

hiring role
A hiring manager    214    81.7%
A member of a hiring or search committee    233    88.9%
Human resources    14    5.3%
Other    7    2.7%

Would you like to have information about you or your organization shared ?

anonymous
No, I prefer to remain anonymous    229    86.7%
Yes, and I’ll give you my email address on the next page    35    13.3%

I also have a post about the answer to I want to hire someone who is: here

2 Comments

Filed under State of the Job Market 2015, Stats and Graphs

librarians who possess knowledge of the digital experience can be valuable to organizations that need usability expertise,

Fruit and vegetable vendors, Pike Place Market, Seattle, WashingtonThis anonymous interview is with a Publisher/Association who has been a hiring manager. This person hires the following types of LIS professionals:

Subject liaisons who can deliver training or work in product development capacities.

This not librarian works at a Publisher/Association with  200+ staff members in an urban area in the Northeastern 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”?

I would define those “hirable” by applicants who met the specific criteria, MLS or MLIS, years of experience developing user documentation or training materials, and public service expertise.

How are applications evaluated, and by whom?

By the hiring manager.

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

We disqualify people who do not meet the minimum requirements.

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?

They must clearly articulate how they meet the job requirements. So often I see resumes that are general and do not address the specifics of a position.

I want to hire someone who is

experienced

How many staff members are at your library/organization?

√ 200+

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 more 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

Is librarianship a dying profession?

√ No

Why or why not?

I feel librarians who possess knowledge of the digital experience can be valuable to organizations that need usability expertise, help understanding the marketplace and customer workflow issues, technical requirements, and research needs.

I feel there has never been a better time for librarians in the job market!

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 200+ staff members, Northeastern US, State of the Job Market 2015, Urban area

“Librarianship” is dying, but specific applications are thriving

View of street vendors at 7th and B Streets, NW (Ca. 1880) 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:

catalogers, reference, instruction, managers, programmers, outreach, access services, ILL, collection development, fundraisers, so many more…

This librarian works at a library with 100-200 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?

√ 25-75

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Met minimum qualifications; used proper grammar, spelling, punctuation.

How are applications evaluated, and by whom?

Search committee. HR is not involved. We use a checklist to screen minimum qualifications and preferred qualifications.

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

Not completing our extra requirement – we often give direction on a hiring posting to respond with a short essay on a related topic.

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 all of the instructions.

I want to hire someone who is

Energetic

How many staff members are at your library/organization?

√ 100-200

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

√ 7 or more

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 more 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?

√ Yes

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

No

Is librarianship a dying profession?

√ Yes

Why or why not?

We are too fragmented. Public, school, special, academic – totally different jobs even in each type. “Librarianship” is dying, but specific applications are thriving. Is a librarian who does websites the same as a librarian that does storytimes? Is a librarian who does marketing and supervision the same as a reference librarian? The term “Librarian” is wrong.

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 100-200 staff members, Academic, Southern US, State of the Job Market 2015, Suburban area

It went down in the first part of the past decade but it is now back to where it was.

Young boy tending freshly stocked fruit and vegetable stand at Center Market, 02181915This 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:

catalogers, systems, metadata, electronic resources

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

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

√ 75-100

Approximately what percentage of those would you say were hirable?

√ 25% or less

And how would you define “hirable”?

Met all of the qualifications and had a true interest in the area of the library the job was in.

How are applications evaluated, and by whom?

By the search committee, all librarians, and interested other library staff.

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

Not have the required 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?

Craft their cover letter and cv to fit the job and show true interest in the job. For new librarians, if you don’t have a library job now get some relevant experience.

I want to hire someone who is

passionate

How many staff members are at your library/organization?

√ 50-100

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?

√ Other: It went down in the first part of the past decade but it is now back to where it was.

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?

Every position is different, but we would most likely want to see some experience even if it is volunteering or an internship.

Is librarianship a dying profession?

√ No

Why or why not?

Librarians are needed more than ever, however roles are changing.

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.

Leave a comment

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

Stats and Graphs: State of the Library Job Market

It’s Staturday!

204 people who hire librarians have responded to our new State of the Library Job Market Survey.  It’s still open, so if you’ve hired at least one librarian and want to add your voice, please visit: http://tinyurl.com/hiringlibjobmarketsurvey

And now, here are the

Results!

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

25 or fewer 86 42%
25-75 74 36%
75-100 20 10%
more than 100, but less than 200 15 7%
more than 200 2 1%
Other 5 2%

Approximately what percentage of those would you say were hirable?

 hirable
25% or less 130 64%
26-50% 41 20%
51-75% 10 5%
more than 75% 6 6%
Other 15 7%

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

Yes 17 8%
No 123 60%
Other 61 30%

The Workplace

How many staff members are at your library/organization?

0-10 33 16%
10-50 80 39%
50-100 32 16%
100-200 30 15%
200+ 27 13%

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

1 43 21%
2 44 22%
3-4 38 19%
5-6 29 14%
7 or more 22 11%
Other 26 13%

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

1 29 14%
2 29 14%
3-4 39 19%
5-6 23 11%
7 or more 33 16%
Other 43 21%

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

There are more positions 73 36%
There are fewer positions 67 33%
There are the same number of positions 41 20%
I don’t know 13 6%
Other 6 3%

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

Yes 53 26%
No 126 62%
I don’t know 14 7%
Other 8 4%

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

Yes 53 26%
No 128 63%
I don’t know 14 7%
Other 6 3%

Is librarianship a dying profession?

Yes 9 4%
No 151 74%
I don’t know 16 8%
Other 24 12%

Demographics

Where are you?

Northeastern US 39 19%
Midwestern US 48 24%
Southern US 53 26%
Western US 51 25%
Canada 4 2%
UK 1 0%
Australia/New Zealand 0 0%
Other 5 2%

Where are you?

Urban area 80 39%
Suburban area 78 38%
Rural area 38 19%
Other 6 3%

What type of institution do you hire for?

Academic Library 106 52%
Public Library 78 38%
School Library 1 0%
Special Library 4 2%
Archives 1 0%
Other 9 4%

Are you a librarian?

Yes 189 93%
No 3 1%
It’s complicated 9 4%

Are you now or have you ever been:

A hiring manager 167 82%
A member of a hiring or search committee 181 89%
Human resources 11 5%
Other 6 3%

Would you like to have information about you or your organization shared ?

No, I prefer to remain anonymous 178 87%
Yes, and I’ll give you my email address on the next page 24 12

We’ll post the first full response tomorrow.   You’ll see longer answers to questions such as:

And how would you define “hirable”?

How are applications evaluated, and by whom?

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

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

I want to hire someone who is ___________.

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

Is librarianship a dying profession? Why or why not?

104 Comments

Filed under State of the Job Market 2015, Stats and Graphs

For Public Review: Rachael Altman

Welcome to crowd-sourced resume review for LIS job hunters!

Please help the job hunter below by using the comment button to offer constructive criticism on her CV. Some guidelines for constructive feedback are here, and the ALA NMRT has brief tips for reviewing resumes here.

This Resume was submitted by a job hunter who says,

I have used this resume to apply for knowledge management, research manager, market research analyst, and data analyst positions at consulting firms, law firms, and corporate libraries. 

rachaelaltman_resume1

 

12 Comments

Filed under For Public Review, Other Organization or Library Type, Resume Review, Special

Help Wanted

Hey, I’m back!

You may not have noticed, as I had posts scheduled to run automatically, but I spent most of February ignoring this blog.  It was great!  I did all sorts of cool things like going on long bike rides on weekends, and sitting and watching movies without the presence of my laptop.

bicycling

The thing that it made clear is that I’m no longer interested in spending such a large chunk of my time on this blog.

I started this blog when I was unemployed and had more time.  I’m not unemployed anymore, I have an interesting, permanent-with-benefits position, and another job as an on-call librarian.  My career is in such a place that I’m less interested in the process of becoming librarians, and more interested in the work of being librarians.  And being able to do non-library things and achieve some sort of, you know, work-life balance, is actually pretty important to my continued enthusiasm for libraries.

However, I’m not quite ready to kill this blog yet.

I’m wondering if there might be a few of you out there who are willing to share the work with me.  What’s primarily needed is people to transcribe the completed surveys.  They are in an Excel spreadsheet, and need to be re-written into blog format.  Are you interested?  If so, please fill out this form:

https://docs.google.com/forms/d/1ipbkNNJjUd-EgwMbnK5Buks82vYoUNlivV2iy0_GYZU/viewform

Oh yeah and

Your Monthly-ish Reminder:

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

Sounds like you could use The Interview Questions Repository!

If you’ve had a library interview recently, help this resource grow by reporting the questions you were asked:

http://tinyurl.com/interviewquestionsform

or by sharing this link widely with your friends and colleagues.

If you are about to go on an interview, use the spreadsheet:

http://tinyurl.com/InterviewQuestionsRepository

to help you prepare.

Top tip: Switch the spreadsheet to list view, in order to be able to limit by answers – you can choose to only look at the phone interviews at public libraries, for example.

Bottom tip: For respondents, you should be able to edit your answers, if you think of something to add, etc.

You will also always be able to find these links in the sidebar to your right —>

If you’d like to respond to any other surveys, or otherwise participate in this blog,

this page

will give you links and options.

Thanks for reading, readers!  Thanks for contributing, contributors!

If you think a repository of questions  that people have been asked in library interviews is a useful tool, please help keep it dynamic and relevant by sharing this post with at least one person today.  Thanks!

YOUR PAL,

EMILY

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Filed under News and Administration, Op Ed