Tag Archives: Management

Appeal to Library Schools

This post originally appeared on February 10, 2013. I will post a year two follow-up with Ryan in just a few moments.
Ryan DreierRyan Dreier is currently the Volunteer Director at The Salvation Army of Brown County, where over 3,000 volunteers have logged at least one hour of service in 2012! He also works at FedEx Office as a “Generalist.” A librarian in the making, Mr. Dreier will finish his MLIS at the University of Wisconsin–Milwaukee this year. He has been job hunting for a year to 18 months in academic and public libraries, at the entry level. Of his internship/volunteering experience, he says:

Graduating by the end of summer, have done some volunteer work, no formal internship as I work two jobs to put myself through school without debt

He is in a city/town, in the Midwestern US, and is willing to move within an eight hour drive from home. You can follow him on Twitter @ryonlibraryon. Ryan also says:

Green Bay, WI–GO PACKERS!!!!

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

An opportunity to learn and grow
A position to use my experiences to grow programs
The opportunity to serve the community and share and disseminate information

Where do you look for open positions?

ALA Joblist

Libgig

Wisconsin Valley Job Posting Boards

inalj.com

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

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

What’s your routine for preparing an application packet? How much time do you spend on it?

I usually include my resume, transcript, references, cover letter, and that’s on top of the job application requested by the potential employer

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ Other: Sometimes I feel like its a matter of interpretation on skill assessment surveys

When would you like employers to contact you?

√ To tell me if I have or have not been selected to move on to the interview stage

How do you prefer to communicate with potential employers?

√ Phone for good news, email for bad news

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility
√ Other: Commutation of expectations and vision of that specific library

What do you think employers should do to get the best candidates to apply?

Appeal to library schools, and post openings

What should employers do to make the hiring process less painful?

Provide feedback on what you could do to improve when requested

What do you think is the secret to getting hired?

I think the secret is that you have to know someone or that full time positions are being filled by paraprofessionals or professionals that are on staff but only working part time, leaving little room to get in.

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!

Advertisements

Leave a comment

Filed under City/town, Job hunter's survey, Midwestern US

Be Very Clear on What the Minimum Requirements are for the Position.

This post originally appeared on 02/25/2013. We will be following up for the second year with Nicole in just a few moments.

This interview is with job hunter Nicole Usiondek, who is currently employed (even if part-time or in an unrelated field) and has been looking for a new position for a year to 18 months. Ms. Usiondek  has her MLIS and M.A. in History from Wayne State University and a B.A. in History from Oakland University. Prior to working in the library field, she spent 5 years working in the Intellectual Property field as an analyst and paralegal. She has experience working in both academic and public libraries and found rewarding experiences in both settings. Consequently, she is looking in both Academic and Public libraries at the following levels: Entry level and Requiring at least two years of experience. When asked about her internship/volunteering experience, she said:

I have roughly 30 months of volunteer and part time work experience in public and academic libraries.

Ms. Usiondek lives in an urban area in the Southern US, and is willing to move anywhere. Nicole is starting a blog at www.nicoleusiondek.com.

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

Full time, growth opportunity, great culture.

Where do you look for open positions?

INALJ, ALA JobLIST, individual sites, Indeed, listservs, and LinkedIn.

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

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

What’s your routine for preparing an application packet? How much time do you spend on it?

60 to 90 minutes.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ No

When would you like employers to contact you?

√ To acknowledge my application

√ To tell me if I have or have not been selected to move on to the interview stage

√ To follow-up after an interview

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

How do you prefer to communicate with potential employers?

√ Email

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility

√ Meeting department members/potential co-workers

√ Meeting with HR to talk about benefits/salary

What do you think employers should do to get the best candidates to apply?

Be very clear on what the minimum requirements are for the position.

What should employers do to make the hiring process less painful?

Communication.

What do you think is the secret to getting hired?

I think it’s who you know.

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one?  Check it out!

1 Comment

Filed under Academic, Job hunter's survey, Public, Southern US, Urban area

Security, Wage, Satisfaction

Sylvia BlySylvia Bly graduated from Wayne State University in 2012 with a MLIS and a Certificate in Records Information Management. She is currently employed by Deloitte LP as an intern in their Records Information Management area.  She says:

The internship has been a wonderful experience. I have learned a great deal of information relating to the records environment, and am eager to continue in my career.

She has been job hunting for more than 18 months, at Library vendors/service providers, Public and Special libraries, and in Records, for positions at the level of requiring at least two years of experience. Ms. Bly is in a city/town in the Midwestern US, and is willing to move anywhere. She belongs to ALA and SLA as well as ARMA.  You can contact her via LinkedIn.

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

Security
Wage
Satisfaction

Where do you look for open positions?

Careerbuilder
Monster
ALA Joblist
various listservs
LinkedIn
Indeed.com

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

√ No (even if I might think it *should* be)

What’s your routine for preparing an application packet? How much time do you spend on it?

Depends on what the job position is asking for.  Anywhere from 15 to 30 minutes.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ No

When would you like employers to contact you?

√ To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

How do you prefer to communicate with potential employers?

√ Phone

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility
√ Meeting with HR to talk about benefits/salary

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one?  Check it out!

Leave a comment

Filed under City/town, Job hunter's survey, Midwestern US

Further Questions: Should a Candidate List a Previous Subordinate as a Reference?

Here’s a question from a reader. This week I asked people who hire librarians:

How would you feel about a candidate that lists his or her previous subordinate as a reference? Would it make a difference if the candidate was apply for a position that had an equivalent or more amount of staff oversight, or for a job that had less or no staff oversight?

Cathi Alloway

As long as there are other references from superiors, it would be great to see references from subordinates, especially if they cite specific achievement, i.e. “supported me in a major project”….”clearly communicated expectations and helped me advance my career”….etc etc etc.

– Catherine Alloway, Director, Schlow Centre Region Library

For full disclosure, I have asked a previous subordinate for a reference when applying for a supervisory position thinking that it would be good to have a staff member talk about what an amazing manager I am! You can feel free to laugh at that because I did not get the position I applied for but I know it is not because I used her as a reference, the other candidate who now has the position had many more years of supervisory experience than I did and she was a better fit for the job. In any case, looking back, I wish I did not ask her for a reference because it may have put her in a very uncomfortable position given I was her supervisor before and she would certainly need me to provide positive references for her in the future so she may have felt obligated to say yes, and to give me a glowing reference.

When applying for positions you need to select your references carefully. Now that I have more hiring experience, if a candidate listed a previous subordinate as a reference it might raise a red flag for me since I would wonder if the search committee could get an honest reference from the person given that they will expect to receive a positive reference from the job candidate at some point in the future. I know it is not always possible to get your immediate supervisor to provide a reference but others in the library that are in supervisory roles or peers with more years of experience than you would be able to talk about your work as a supervisor.

– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries

angelynn king

I think it would be great to have “360-degree” references from supervisors, coworkers, and employees, as well as colleagues from outside the library/department with whom the candidate had collaborated.

-Angelynn King, Head Librarian, Delaware Technical Community College, Owens Campus

Marleah AugustineThere are several pros and cons for subordinates as references. There can be undue pressure to give a good reference, or the person may feel reluctant to give an honest appraisal. I do think subordinates can give a unique perspective of the applicant, and that perspective can be helpful to those doing the hiring. Those who call references would need to ask the right questions in order to get the most valuable information and reassure the reference that they are looking for an honest assessment of the candidate.

– Marleah Augustine, Adult Department Librarian at Hays Public Library

Petra Mauerhoff, CEO, Shortgrass Library SystemTo be honest, I would not be impressed if a candidate listed a subordinate as a main reference, instead of a supervisor.
While I can understand that some boards hiring a Chief Librarian may be interested in feedback from former subordinates, to gauge how the candidate related to the staff in his/her former position, I would be primarily interested in hearing from someone who was involved in evaluating the candidate’s performance. A reference with a higher level view of the candidate’s performance will most likely still be biased in favour of the candidate (otherwise I am assuming they would not have been chosen as a reference), but with a subordinate giving a reference, I would expect a greater bias.
I might consider a reference from a former subordinate in addition to the supervisory reference, but not on its own.
– Petra Mauerhoff, CEO, Shortgrass Library System

Randall SchroederListing subordinates as references would not pose a problem for me unless direct reports were all that were listed. One job I applied for, quite some time ago, asked for contacts from somebody who worked above me, someone who worked with me as a colleague and somebody who worked under me as a subordinate. I have always been intrigued with that idea about getting multiple perspectives.

It can be instructive to talked to someone who has been managed by someone who wishes to move up the management ladder. My only caveat is that if the reference list is nothing but subordinates, I would want to talk to somebody who was either a colleague or superior to get another perspective if the candidate is a person of interest.

– Randall Schroeder, Director of Libraries, Archives and Media at St. Catherine University in St. Paul, Minnesota

Marge Loch WoutersI don’t consider a reference from a subordinate to be a strong reference, especially if a reference from a management level staffer in that library isn’t included in the mix. That sends up some red flags for me. While I can understand wanting to use a subordinate’s reference as proof of successful management style, the power inequities inherent in many of these relationships  rings a warning bell in the back of my mind. A reference from a supervisor/manager of the applicant who has had staff oversight usually covers the strength of that applicant as a manager of staff. I might also suggest a better strategy might be to enlist as reference a peer or colleague in the same system or library who is familiar with the applicant’s successful management style and can speak specifically to the applicant’s strength as a supervisor.

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

Jacob Berg

No.

Please do not list a previous subordinate as a reference.

Ever.

Please.

-Jacob Berg, Director of Library Services,  Trinity Washington University

Terry Ann Lawler

Our organization requires that applicants submit 3 supervisors as references. However, I do see merit in listing a subordinate. So, for us, if you are required to submit 3 references, you could submit 3 prior supervisors and add a 4th reference using a direct report. I think having that reference provides valuable information about how you communicate information and encourage growth in your employees. This is good information to have regardless of whether or not you would be supervising in the new position.

– Terry Lawler, Assistant Manager and Children’s Librarian, Palo Verde Branch, Phoenix Public Library

Sherle Abramson-BluhmI would consider a reference from a subordinate as an extra piece of information If the posting requires three – I would expect 3 that are supervisors or peers, but would be interested to hear from a subordinate It would have less bearing if the position applied for does not supervise, but I think things could be learned such as communication, management style and staff engagement. I would always keep in mind that the reference may have a vested interest.

– Sherle Abramson-Bluhm, Head, Print Acquisitions, University of Michigan

I’ve always wished we could come up with a good way to get fair, accurate, and reliable information about a candidate from those she has supervised, but the perils always seem to far outweigh the potential benefits.  So in general I would view a reference from a former subordinate with a good bit of skepticism unless there were mitigating circumstances that were clearly explained.

For example a mature candidate who was a career-switcher or had been out of the workforce for a while could take an entry or re-entry position reporting to a younger and/or overall more inexperienced supervisor.  Once such a candidate moved on, and quite possibly accelerated through her career path, she could “get ahead” of, or at least level with her former boss and be in a very good position to comment on her former supervisor’s performance and qualities.  And I imagine there might be other settings, circumstances, or positions involved that would also make such a reference legitimate, but these would be exceptional situations that would need to be articulated.  In addition to a clear explanation of the distinctive circumstances, I would suggest the candidate also include an additional, typical reference that could be checked in case the employer is not permitted by their organization to consider references from former subordinates.

– Ann Glannon, Associate Director, Wheelock College Library, Boston, MA

This week’s question was quite intriguing. I personally think a subordinate could have valuable information that would differ from what a supervisor or higher level colleague could provide. However, I know that some people would be put off by having a subordinate on a list of references. I don’t think supervisory responsibility would impact the opinion of that type of interviewer. The candidate should be prepared to explain this choice at the interview.

– Penny Lochner, Head of Collection Resource Management, Trexler Library, Muhlenberg College

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com.

Thank YOU for reading!  These arms of mine, they are longing, longing to comment.

1 Comment

Filed under Academic, Further Questions, Public

Further Questions: Does Library Support Staff Certification Give Candidates an Edge?

This week someone on Twitter inspired me to want to know more about a new-ish program from the ALA-APA.  This week I asked people who hire librarians library support staff:

What value do you see in the Library Support Staff Certification (LSSC) program? Would it give an edge to candidates? Have you ever hired someone with this certification?

Marleah AugustineI’ve never had any experience with the certification program, but I have read a bit about it. I do think it would give candidates an edge, because it would show that this isn’t “just another part-time job” and would show the candidate’s level of commitment. That being said, I wouldn’t NOT hire someone just because they didn’t have the certification. It would simply be one more piece that would help me make a hiring decision.

– Marleah Augustine, Adult Department Librarian at Hays Public Library

I have not seen the Library Support Staff Certification on any resume that I have personally reviewed and I do not know anyone who has one so I do not know that I can speak to the benefit of the certificate or if it would give a candidate an edge overall.

There really is no substitute for on the job experience and that is what I am looking for when I hire support staff; however, if I was looking at external candidates, and both candidates had the same level of minimum and preferred qualifications that I listed on the job description and the same amount of time working in libraries, this certificate would give them an edge over another candidate.

– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries

Alison M. Armstrong Collection Development & Cataloging Specialist McConnell Library Photo by Lora Gordon/Radford UniversityWhen I was a paraprofessional, I took several of the ALCTS courses both before and after I got my MLIS and I see them as very beneficial. I haven’t taken any of the other courses. I don’t necessarily see the need for the certificate for a lot of staff positions, particularly in this economy, because the paraprofessionals out there are generally overqualified for the positions they are in and funding for training is limited.  It certainly would make a paraprofessional more marketable though and, personally, if a candidate had an LSSC, they would definitely be moved up in my pile of applicants. If I had not been hired in my current position after getting my MLIS, I would have strongly considered working toward the LSSC to try to set myself apart.

I currently supervise my former position and encourage my staff person to take the courses. In my opinion, they offer some supplemental information to what is learned in school. For people who have an MLIS but didn’t focus in this particular area, it is good training for them.  The ALCTS courses are nice in that there is a discussion forum which brings in diverse levels of experiences, knowledge and perspectives. I don’t think we have had applicants who have an LSSC but, my experience has been limited.  As someone who plans to be an instructor of one of the ALCTS courses, I am a huge cheerleader of them.

– Alison M. Armstrong, Collection Management Librarian, McConnell Library, Radford University

I actually have never had an applicant who claimed to have this certification. I have had employees who have taken some of the classes, specifically those from DACC in NM when I worked there. It would give an edge if all other factors were equal. However, having some real library experience would be preferable to the qualification for me. I also emphasize hiring for talent rather than skills. People can always learn new skills, but they must have enthusiasm, initiative, and the capability to learn. We can always encourage them to take classes later. Depending on the hiring system involved, applicants might get an edge for having these college credits, but it probably wouldn’t matter that they are in library-specific classes. I don’t think there is a critical mass of people out there with the certification at this point.

– Anonymous

Jonathan Harwell

I’m interested in the ALA-APA’s certification.  I’ve worked with ALA-APA for years, and would definitely see this qualification as an asset for a staff candidate.  I have at least one current staff member who’s interested in doing this certification, and that would be one factor that would help me to advocate for higher merit increases for those individuals.  I have yet to meet anyone who has this certification, however.

– Jonathan H. Harwell, Head of Collections & Systems, Olin Library, Rollins College

Sherle Abramson-BluhmI think that there is always value in gaining knowledge and this is one way to do that. I believe it might be a way for someone interested in the field to get a bit of formal education before investing in the full Masters Degree. I hire staff in print acquisitions (ordering, serials and monograph receiving, cat-on receipt) and have no positions which require a degree.  I have not hired someone with the certification. I think it would be a factor in considering a candidate, but would not weigh more than experience.  My biggest concern is that with the entry level pay that these positions are compensated, I am not sure it would be worth the expense to the individual.

– Sherle Abramson-Bluhm, Head, Print Acquisitions, University of Michigan

I haven’t had any applications from candidates with the certification.   However, if I saw it on a resume it would definitely move that candidate to the top of the pile.  To me, it signifies a person who is interested in libraries as a long-term career (good for reducing staff turnover) and who has gained insight into the operation of libraries beyond the routine duties that many staff members are limited to.  It indicates potential for growth and promotion.

– Anonymous

I think the value of the LSSC program works in two directions – value to the candidates and value to libraries.
I think value to the candidates is derived from multiple aspects: from the content of the work they do to either in courses or through self-study and preparing a portfolio, from the experience of going through the certification process and identifying and reflecting on their learning, and then from the credentialing that certification represents.   I don’t know if it is the case or not because I have not had the opportunity to speak with any candidates who have completed certification, but would hope that the accomplishment provides personal satisfaction as well as contributing to the candidate’s sense of professional identity, and affirming their feeling valued by the rest of the profession.

The value to libraries is similarly derived from multiple aspects:  from the content of the training and self-study that support staff receive and undertake and then take back to their libraries, from the boost that having employees taking on professional development brings to the organization, and from having the competencies themselves articulated and then certified.  I think having a pathway that explicitly recognizes and certifies the knowledge and abilities that support staff contribute is important for the profession.

It could give an edge to candidates if all else were equal, but opportunities to participate vary so widely that it wouldn’t necessarily.  We have not hired anyone with this certification at our library, nor do I recall ever seeing an applicant who had it, but we have a very small staff and very few support staff openings.  It may also be more typically held by applicants to school or public libraries.

If the question is about whether it is “worth it” to pursue LSSC certification, I would encourage candidates to do so if they have the intrinsic motivation to seek such a credential, and if it will be meaningful to them irrespective of whether it will provide any hiring edge or salary benefit.  At least in academic libraries I think those benefits cannot be relied on or maybe even considered as possibilities, so it has to be worth it to the candidate just because they want to do it for their own learning and satisfaction.

– Ann Glannon, Associate Director, Wheelock College Library, Boston, MA

I have never hired someone who has been through the certification program, but I have hired people with a library technician AA degree, and all three were rather a disaster. At the time of hiring, I thought the degree would give the person an edge, but it did not.  These experiences come from two previous libraries, not my current institution.  In one case the person didn’t seem to know more than someone would have who had had library experience, and I was disappointed in what I might call library service values. Things like getting cards filed quickly (this was back in the days of card catalogs) so users could find the books I cataloged or responding to users as invitingly as I would have wished.  In two other cases, the library assistants seemed to have the knowledge from the classes they took, but the work just didn’t get done as efficiently as we needed to be successful. It wasn’t just our expectations, as the replacements were extremely successful. These were people without the library technician degree but had library experience (in one case circulation, particularly ILL and the other was cataloging). Maybe it’s just bad luck, but it’s three out of three.

Who goes for the certification?  If they have good experience and good references, I would go with them and probably wouldn’t give the certification any boost. I have been extremely lucky hiring fabulous library assistants, so I think experience, interview, and references tell me more than certification.

– Anonymous

bonnie smithTo my knowledge we have never had anyone apply for a position with this certification yet. But the certification is well regarded and would definitely be noticed and considered a plus. We are always looking for staff who can fit right in and get started on the job at hand. This certification means that less time is spent on training during the first phases of employment. With a better understanding of how libraries function, from a broad perspective, individuals in this program can better serve patrons and feel more confident about their service.

– Bonnie Smith, Assistant Program Director for Human Resources, University of Florida, George A. Smathers Libraries

 

I think the library support staff certificate has it’s value but how valuable would come out in an interview.   Probably a reason to interview someone.

– Jan Wilbur, Library Director, Mondor/Eagen Library/Information Commons, Anna Maria College

Thank you as always to our contributors for their time and insight. If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.

Thank YOU for reading! When you’re not strong/I’ll be your friend/I’ll help you comment.

*edited 8/10/2013 to add Jan Wilbur’s response

5 Comments

Filed under Academic, Further Questions, Public

I am a Terrible Liar, So I Avoid it Like the Plague

Man on Snowshoes Carrying RifleThis anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), and has been looking for a new position for more than 18 months. This person is looking in Academic libraries, Archives, and Museum / special collections, at the following levels: Supervisory, Department Head, Senior Librarian, and Director/Dean. This job hunter is in an urban area, in the Northeastern US.

Where do you look for open positions?

ALA joblist, CT library jobs, Educause, Highered jobs, Indeed, Libgig, LISjobs, MBCL job listings, Metro.org, NYline, Simply hired, SLA-ny, USAjobs.

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

√ Only for certain kinds of employers

What’s your routine for preparing an application packet? How much time do you spend on it?

Between one and five hours, over a span of days.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ Other: I am a terrible liar, so I avoid it like the plague. But I have sometimes wondered after the fact whether my answers were full enough.

When would you like employers to contact you?

√ To tell me if I have or have not been selected to move on to the interview stage
√ Other: To let me know that my references will be contacted.

How do you prefer to communicate with potential employers?

√ Phone for good news, email for bad news

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility
√ Meeting department members/potential co-workers
√ Meeting with HR to talk about benefits/salary
√ Being able to present
√ Other: One-on-one meeting with potential supervisor.

What do you think employers should do to get the best candidates to apply?

Advertise widely and keep positions open until filled.

What should employers do to make the hiring process less painful?

Provide written interview agendas ahead of time, along with the names of those on the committee, and/or those with whom the candidate will be meeting.

What do you think is the secret to getting hired?

Competence, confidence, and a clear recognition of what your weaknesses as a candidate are.

Do you have any comments, or are there any other questions you think we should add to this survey?

It would be good to know how many applications (on average) candidates are submitting prior to getting an interview and/or being hired.

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one?  Check it out!

2 Comments

Filed under Academic, Archives, Job hunter's survey, Northeastern US, Urban area

I just want the job or to be let out the door so I can find my job

Mr. Leatherman, homesteader, shooting hawks which have been carrying away his chickens, Pie Town, New MexicoThis anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), and has been hired within the last two months. This person had/has been looking for a new position for more than 18 months. This person is looking in Academic libraries, Archives, Library vendor/service providers, Public libraries, Special libraries, and Corporations, at the following levels: Entry level , Requiring at least two years of experience, Supervisory, Department Head, Senior Librarian, Branch Manager, Director/Dean,

(I have a lot of management experience so I really branch out a lot.)

Here is this person’s experience with internships/volunteering:

Recent grad. Volunteer at academic library’s digital initiatives. Internship at a public library’s reference department.

This job hunter is in a rural area of the Midwestern US, and is willing to move anywhere.

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

Enough pay to survive on… not get rich, just live comfortably.
Variety. I want a position that touches on multiple areas of the library, not just one little corner.
A position with promotion potential. Not that I wouldn’t be happy as a reference librarian my entire life, but I want to be able to move up and be a director too!

Where do you look for open positions?

INALJ. RAILS. ALA Joblist.

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

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

What’s your routine for preparing an application packet? How much time do you spend on it?

Depends on the job. If they are specific and detailed in the items that they list I will spend days on it. If they are generic, so am I.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

Yes

When would you like employers to contact you?

To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

How do you prefer to communicate with potential employers?

√ Phone for good news, email for bad news

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Other: Don’t waste my time or yours. If I’m not your guy, I don’t need or want to go through a process like this. I just want the job or to be let out the door so I can find my job. I have more important things to do than take a tour or meet people I’m not going to be co-workers of.

What do you think employers should do to get the best candidates to apply?

Be specific. How is your library different? I see hundreds of jobs every day… why is yours so special? What kind of personality are you looking for? What kind of experience will you accept? Don’t shoot for the stars if your pay is in the dirt.

What should employers do to make the hiring process less painful?

Remove the fluff. Take out the tours, take out the meet/greet. Just focus on the skills and what you’re looking for. And try asking some legitimate questions. Don’t focus on the traditional cookie cutter questions, or your off the wall what would you read type of questions. Focus on the job and how best to get it done. Look for philosophical differences, etc. And give a candidate a chance to rebuttal the other candidates. You might not hire me over another person because of some stupid error… give me a chance to argue my point against theirs. In other words, maybe bring us back and clarify. Give me a chance to prove my point.

What do you think is the secret to getting hired?

You need to be a salesman. I’ll be blunt here. I’m a better worker than 3/4 of the people out there. I have great ideas, I’m dedicated, I’m will work faster and harder with more attention to detail than most out there… But I wont get hired because I’m not a salesman. I’ve lost out on three jobs because I couldn’t sell myself as well as the others, yet I could have done it better and for cheaper. As a hiring manager you need to look past the used car salesman and look at the credentials, the references, the history. Because I would be the best employee you’ve ever had but you wont ever give me a chance. I may not look or sound like a traditional library student but let me tell you… I am the future of this field and if you can’t adjust you’re going to end up being part of the problem instead of the solution.

Do you have any comments, or are there any other questions you think we should add to this survey?

The problem with the library process is really two things. First, they want way to much experience for positions that a new grad could realistically do…. and probably just as well if not better than its being done now and for less money. And Second, the amount of money that is being offered isn’t enough to pay for the schooling I just put a couple years into getting. And, when it is enough, its only part time. I understand the budget process but there comes a point when you need to stand up and say to the board, you can either have quality or quantity… you choose.

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!

4 Comments

Filed under Academic, Archives, Job hunter's survey, Midwestern US, Other Organization or Library Type, Public, Rural area, Special