Fairleigh Dickinson College Library, Rutherford, New Jersey. Librarian room. LOC.gov
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Director – Library
Titles hired include: Associate Director, Digital Library; Senior Specialist, Systems Librarian
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
HR filters the applications and send them on to the hiring manager
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Excellent interviewing skills; they were well prepared and had taken time to learn about the company. They asked excellent questions.
Do you have any instant dealbreakers?
No knowledge of the company they’re interviewing with.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Gaps in resume
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this
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?
No eye contact
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes, we did during COVID. Just need to be fully engaged in the conversation. I don’t see much difference really between in person and virtual.
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?
The job market is still tight so I’ll take a chance on people who do have a lot of experience in one particular aspect.
When does your organization *first* mention salary information?
√ We only discuss after we’ve made an offer
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
We try to have a diverse interviewing panel. We also have mandatory training on working on removing biases.
Additional Demographics
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Suburban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 0-10
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Director
Titles hired include: Sr Information Professional; training specialist
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ A Committee or panel
√ Employees at the position’s same level (on a panel or otherwise)
Which of the following does your organization regularly require of candidates?
√ Online application
√ CV
√ References
√ Proof of degree
√ More than one round of interviews
√ Other: Complete background check
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
Recruiter is assigned to various departments. They screen applicants for their departments and send along CVs of interest. We choose several and those chosen will meet with various library team members, either 1:1 or in a panel.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Understood our industry, was well prepared, had many mutual contacts in the field, lots of professional activities and a rich life outside of work
Do you have any instant dealbreakers?
No knowledge of our industry and no attempt made to ‘bone up’ prior to the industry
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How they handle conflict and uncertainty
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ We don’t ask for this
CV: √ Two is ok, but no more
What is the most common mistake that people make in an interview?
Being unprepared
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Stand up during the interview. You’ll appear much stronger
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?
Explore my industry and come up with similarities or develop use cases pertinent to me.
When does your organization *first* mention salary information?
√ It’s part of the information provided at the interview
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
My small group within this huge organization is committed to diversity of all types. Unfortunately, qualified candidates are often not as diverse as we would like
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
How will I interact with each team member; what are my opportunities for professional growth; how does our group fit into the ‘big picture’ of the company; is this a new position or backfill
Additional Demographics
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ Other: 50,000 worldwide
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 byfilling out the survey here.
Mrs. Joan Fertig, Hungarian-born librarian at the Westinghouse plant. LOC.gov
This anonymous interview is with someone who hires for a:
√ Special Library
√ Other: Government Library – State Library
Title: Assistant Director
Titles hired include: Librarian, Senior Librarian, Research Program Specialist, Student Assistant, Intern
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Proof of degree
√ Supplemental Questions
√ Written Exam
√ Oral Exam/Structured interview
√ More than one round of interviews
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
If I have a current position vacancy in my unit, I craft a current job description with details on duties and responsibilities submit it to the director and then HR to review/approve before the recruitment plan is crafted with HR assistance – how long to keep it open, screening criteria grid to apply for applicants, interview questions (with suggested responses, scoring grid), where to post position availability.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were able to communicate their ideas and response to the questions in a way that highlighted their strengths, skills, experience – and even when they didn’t have specific experience or familiarity with the question or topic, were able to translate/bridge similar qualities and experiences
Do you have any instant dealbreakers?
Too shallow or glib responses that do not address the questions asked
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How well they interact with colleagues, how they act under pressure and with multiple and often conflicting deadlines
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Fail to fully answer/address the question asked with sufficient details and information
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes, all have been handled virtually since COVID first prevented us from working onsite, mid-March 2020. The first few were conducted in Teams and Zoom, with audio only enabled (cameras for applicant and panelist turned off). In this instance, vocal variety, enunciation, level, tone are big factors. Pre-COVID, we had done a couple of interviews virtually with cameras on – lighting, presentation, background noises will be playing a factor along with the others noted for interviews with the camera off. In both cases, it is important for candidates to present their best selves with thoughtful responses.
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?
Be able to communicate how and why their experience relates to the job duties and responsibilities of the position they are interviewing for. To connect the dots and map it out explicitly so that the interviewer(s) are able to understand – if they have similar experiences or skills-set in other jobs even if the job titles or industries or settings are different – doing so helps put things into context and makes the roadmap much clearer.
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?
Audio only virtual interviews, review of interview questions to ensure all are objective and job-related, interview panel includes HR rep. The state civil service system can be mystifying and a bit of a challenge to navigate and time consuming process – it is not a discriminatory practice or process on its merits, yet those responsible for hiring are interviewing candidates, and how they judge/score their responses might be subject to prejudice, and they are faced with choosing among comparable candidates after the interviews and making decisions about which one would ‘fit’ in with the staff, and this is another area where bias and discrimination could take place (whether implicit or explicit).
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Seems like it would vary by the candidate – whatever is important to them should be raised/asked. This is a two-way interview, and those on the hiring panel are/may be colleagues. At the very least, ask a question (or two) that shows the candidates have done a little homework – checked out the company and or unit website or conducted a search to see what is being talked about or shared (program news, updates) and plans for the future.
Additional Demographics
What part of the world are you in?
√ Western US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Other: My entire unit is working virtual; and it varies throughout based on work responsibilities
How many staff members are at your organization?
√ 101-200
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Please be aware that job duties vary so much that it is not enough to say/write the titles of the positions held – convey the range, extent. Also, do not dismiss/overlook experiences and skills obtained through volunteer work, either with a professional association (library or information pro) or personal association
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Manager, Information Resource Center
Titles hired include: Research specialist, assistant
Who makes hiring decisions at your organization:
√ Library Administration
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Hiring goes through HR, but they essentially send me all applicants to review. While I make all decisions, HR is also involved in the interviewing process, and handles things like background checks and references. The interviewing process is generally 1.5 hours, with the first half being myself and HR, and the second half being peers of the interviewee.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were impressive because they had a deep knowledge and interest in the field. It was clear they weren’t just applying for every job that they could, but only those that really met what they were looking for.
Do you have any instant dealbreakers?
I have not yet had one.
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Not being prepared. Know the role you are interviewing for, and the organization.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We have, but rarely.
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?
We often hire librarians like this, as our field (legal) is very small in our community. Make it clear that you have an actual interest in the area.
When does your organization *first* mention salary information?
√ We only discuss after we’ve made an offer
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
We are committed to the Mansfield Rule (guidelines for hiring in law firms), as well as posting jobs within various diversity groups within our region.
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 201+
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 byfilling out the survey here.
[Librarian Putnam at Sesquicentennial reception, 4/24/1950] LOC.gov
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Vice President
Titles hired include:Strategic Intelligence Analyst, Strategic Intelligence Data Analyst
Who makes hiring decisions at your organization:
√ HR
√ The position’s supervisor
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Oral Exam/Structured interview
√ More than one round of interviews
Does your organization use automated application screening?
√ Other: Don’t know
Briefly describe the hiring process at your organization and your role in it:
I am at a large corporation. Our department writes a job description and gives it to HR, who advertises for the position and screens applicants. The position’s supervisor interviews candidates, and if she likes them I interview them as head of the department. Once we decide who we want to hire, we let HR know and they make the job offer and handle the rest.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
She came to the interview very prepared. She prepared a few PPT slides to share a project she had handled at a previous position, and spoke to how that would support our position.
Do you have any instant dealbreakers?
Imperiousness, indecisiveness
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How interested they are in the job; are they applying for lots of positions or were they selective about ours
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Come unprepared
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Have your video camera on if possible
When does your organization *first* mention salary information?
√ Other: As of April 2022, it’s part of the job ad
Additional Demographics
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 11-50
Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion byfilling out the survey here.
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Develop position description for approval by senior company officer and by HR; ad posted; HR screens out resumes; library reviews remaining resumes; HR screens selected candidates; library interviews those who pass screening and makes selection; HR checks references for selected candidate; HR extends offer
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Skill set; ability/interest in various library services; thoughtful responses; could help library grow services
Do you have any instant dealbreakers?
Long, rambling answers; not responding to question asked; unable to offer examples of how they performed/handled work in past positions; critical of past work environment; critical of junior employees; no research into the organization before the interview
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Their ability to perform searches rather than talk about searching
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Focus on their past position rather than their fit for advertised position
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes – treat as a regular in-person interview even though alone – there are others in the conversation.
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?
Demonstrate relevant experience such as present examples of transferable skills that illustrate they understand the position requirements
When does your organization *first* mention salary information?
√ Other: Desired salary is a question in the HR screening interview and the HR rep can provide the salary range
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
Expands advertising sources to attract more diverse pool of applicants
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
What does success look like
Additional Demographics
What part of the world are you in?
√ Other: Mid-Atlantic
What’s your region like?
√ Other: small-medium city
Is your workplace remote/virtual?
√ Other: hybrid
How many staff members are at your organization?
√ 201+
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
To job hunters – explain skills and abilities with examples of actual work
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 byfilling out the survey here.
Mill Creek, Knott County, Kentucky. This young mountain wife shortly is to become the mother of his first child. The Work Projects Administration’s (WPA) Pack Horse Librarian has for months furnished her with literature on hygiene and the care of infants. She will probably go through her confinement without the aid of expert medical attention, but she will receive the attention of the WPA’s housekeeping aid, if she so desires. National Archives.
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Director
Titles hired include: Bibliometrician, Bioinformatician, Data Scientist, Informationist, E-learning Librarian
Who makes hiring decisions at your organization:
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
√ Proof of degree
√ 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:
HR screens for qualifications and fit with job announcement. Hiring manager identifies candidates from HR list and forms an interview panel. Candidates interview virtually and give a 10 minute presentation related to the area for which they are being hired. Panel gives numeric rating for key competencies covered during interview. Regardless of panel numbers, hiring manager makes the final decision.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Impressive candidates are highly qualified, confident, excellent communicators, and interested in the organization.
Do you have any instant dealbreakers?
Clear when the candidate hasn’t done any background on the organization or the position.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
How the employee will fit with their colleagues.
How many pages should each of these documents be?
Cover Letter: √ Only One!
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?
Talk too long and don’t read the room.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Make sure technology is tested and set up for the virtual environment (sound, lighting, background, etc). Find a way to connect with the panel even in this situation during informal chat before formal interview starts. Even remotely people want to get a sense of your personality.
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?
Make sure your resume demonstrates impact and success doing what is required for the job being advertised.
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?
HR has EEO rules in place. Hiring panels are diverse.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask something that shows you know about the organization and demonstrates your interest in a particular position. What does success look like in this position? This gives you an idea of what the expectations and vision are for the group doing the hiring.
Additional Demographics
What part of the world are you in?
√ Northeastern 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?
√ 11-50
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
More and more positions in libraries require specialized skills and there may be non-MLIS graduates filling these positions. Certificates or continued education in specialized areas are increasingly being valued.
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 byfilling out the survey here.
Elizabeth H. Bukowsky, a member of the National Archives’ Exhibits and Information staff, standing in front of a National Archives bulletin board exhibit prepared by EI [Exhibits and Information] and LI [Library] and displayed at the meeting of the Special Libraries Association at the Statler Hotel, Washington, DC, June 9-11, 1948. Photo by John Barnhill, NA photographer. National Archives.
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Manager, Facilities and Shared Services
Titles hired include: Senior Information Coordinator; Library Technician;
Who makes hiring decisions at your organization:
√ Library Administration
Which of the following does your organization regularly require of candidates?
√ Online application
√ Cover letter
√ Resume
√ References
√ Written Exam
√ More than one round of interviews
√ Other: Phone screen
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
I decide someone is needed
I get approval from my manager
I contact HR
I fill out FORMS and FORMS and FORMS with justification
I fill out more FORMS to get job pay range set
HR posts position on job boards, and uses HR software to manage
Resumes are sorted by software and HR (I always ask to see ALL, not just the ones that they think are qualified)
I pick who I want to interview
HR sets up interviews
I fill out more forms to justify my pick
HR offers them the job
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
Understood questions quickly
Easy to speak with
Understood the technology
Second language
Do you have any instant dealbreakers?
spelling errors in resume or cover letter
Lack of spoken English
lying
How many pages should each of these documents be?
Cover Letter: √ Only One!
Resume: √ Two is ok, but no more
CV: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
not researching the company
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
be on time
don’t read a script
don’t look up stuff when answering
turn off your phone
When does your organization *first* mention salary information?
√ It’s part of the information provided at the interview
Additional Demographics
What part of the world are you in?
√ Canada
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?
√ 201+
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 byfilling out the survey here.
This anonymous interview is with someone who hires for a:
√ Special Library
Title: Senior Reference Librarian
Titles hired include: Library Assistant, Visitor Services Assistant, Assistant Reference Librarian, Vice President of Development, Reproductions Coordinator
Who makes hiring decisions at your organization:
√ Library Administration
√ The position’s supervisor
√ A Committee or panel
Which of the following does your organization regularly require of candidates?
√ Cover letter
√ Resume
√ References
√ Oral Exam/Structured interview
Does your organization use automated application screening?
√ No
Briefly describe the hiring process at your organization and your role in it:
Most hiring is done at the department level. In my department we typically circulate the job description internally, post externally on our website and relevant listservs and job aggregator sites, and accept applications by email/post. The hiring supervisor reviews the applications and shares a short list with the hiring committee. The hiring committee decides whom from that short list to invite for interviews. Interviews are typically about one hour and either happen in person or virtually (during the pandemic we switched to Zoom). Questions are offered in advance (in my department). We then follow up by calling references and finally selecting our top candidates to whom an offer is made.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
I always appreciate specificity and the ability of a candidate to narrate how their resume experiences brought them to this point in their career and how these experiences connect to the job description. I like evidence that the person has done some homework on our organization and thought about reasons it would be a good fit beyond wages (obviously important).
Do you have any instant dealbreakers?
If a person fails to write a substantive cover letter I am unlikely to move their candidacy forward. I also dislike overly personal details on a resume, for example I received a resume recently where the applicant included details about their exercise routines and health. I’ve also received resumes that list a spouse and children as accomplishments, and the person’s ability to crack jokes in the office. These feel like inappropriate content for a resume.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
Because I am personally interested in hiring candidates who come from varying backgrounds and minoritized communities I often want to know things about personal identity that are not generally safe for candidates to share (chronic illness, queerness, religious background, socioeconomic status for example). I absolutely understand why people choose not to share these details; what I do try to do is be a little vulnerable in interviews about my own identities (mentioning my wife; referring to a chronic health issue) to make it more possible people will share some of those aspects of their own lives.
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: √ As many as it takes, but keep it reasonable and relevant
What is the most common mistake that people make in an interview?
Speaking in vague generalities instead of concrete, specific responses. I also dislike over-use of industry specific jargon which can be a cover for simplistic or rote answers that don’t help me understand the candidate’s thinking.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
We have since the pandemic began. I don’t find these very different from in person interviews (perhaps since so many of my work meetings happen virtually now too). Being calm in the face of tech glitches and patient with small delays is helpful and demonstrates that the applicant is willing to roll with unexpected changes.
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?
I appreciate hearing from these candidates how they see this previous experience building toward what they hope to do in their library career and/or at our specific institution. Hearing them crosswalk their learning helps me understand how they reflect on their work and make decisions about their skills, workplace culture, etc. as they look for compatible work. On some level, we do have t go back to the job description and assess whether a candidate meets required/preferred criteria, but we do try to be flexible and reflect on a person’s full range of experience.
When does your organization *first* mention salary information?
√ Other: Our department lists the salaries in the job ad. It is inconsistent across the institution.
What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?
In our department we try to be transparent and consistent in the hiring process (not ghosting candidates) and we avoid doing outside research beyond the application (e.g. LinkedIn, Google search, etc.) We assess applicants based on their submitted materials in the first round. As we move through the hiring process the committee has active discussions about how to weigh various kinds of diversity of experience in our hiring, understanding how cultural “fit” can shape our priorities in unhelpful ways.
We are a majority-white, majority straight, majority-abled, professional class staff and in the midst of reckoning with the way our institutional culture is not necessarily equitable or inclusive. We shouldn’t (in my opinion) hire candidates we cannot enable to thrive once in the door. A lot of our current work in this area has to do with making our workplace inclusive for existing as well as future staff. It is slow going.
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
I am always happy to hear questions from candidates about labor conditions and workplace climate.
Additional Demographics
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 51-100
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Charles Benjamin Norton, publisher and bookseller; Seth Hastings Grant, librarian at the New York Mercantile Library; and Daniel Coit Gilman, assistant librarian at Yale at the first annual meeting of American librarians, From the Library of Congress
This anonymous interview is with someone who hires for a:
√ Employees at the position’s same level (on a panel or otherwise)
Which of the following does your organization regularly require of candidates?
√ Online application
√ Resume
√ References
√ Proof of degree
√ Supplemental Questions
Does your organization use automated application screening?
√ Yes
Briefly describe the hiring process at your organization and your role in it:
Applications are submitted to USAJobs and reviewed by HR. HR creates one or more cert lists and highlights candidates who have preference (veterans, etc). Resumes and cover letters are included with the cert list(s), though sometimes we can tell that we are missing paperwork (i.e. a cover letter doesn’t come attached but is referenced in a resume, etc). Resumes are evaluated against a matrix and assigned points. The candidates with the highest number of points are given short-notice to attend an interview the next week. They participate in one 1-hour interview, and each candidate is asked the exact same questions by the exact same panel members. Panelists rank the responses against another written matrix and compare scores only after all interviews are complete. The panel then provides a recommendation and a back-up recommendation to the hiring manager, who will then start contacting references and evaluate.
Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?
They were obviously so skilled, but also so polite and lively
Do you have any instant dealbreakers?
Attitude and tone, though it’s not a problem for others. I’m trying to heal my organization’s culture.
What do you wish you could know about candidates that isn’t generally revealed in the hiring process?
What did they think of us? Would they be happy here?
How many pages should each of these documents be?
Cover Letter: √ We don’t ask for this
Resume: √ As many as it takes, I love reading
CV: √ We don’t ask for this
What is the most common mistake that people make in an interview?
Losing track of time – you have to answer all questions within the same 60 minutes assigned to all candidates – if you skip or miss a question, I have to give you a score of 0 on it, and no matter how great your other answers were, this will drive down your score.
Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?
Yes. Great question! BE EARLY, at least 5 minutes early. Make sure your microphone and headset is working. It’s hard to keep animals and kids quiet, but at least keep other adults out of the room. It’s hard not to talk over people, so it’s okay to say “over” when your answer is complete.
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?
Use the STAR method whenever answering questions and please tell stories that help me understand
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?
Another great question – doesn’t the MLS itself promote bias as a gatekeeping mechanism?
What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?
Ask about culture, fit, and what a typical day might look like
Additional Demographics
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Urban
Is your workplace remote/virtual?
√ Some of the time and/or in some positions
How many staff members are at your organization?
√ 11-50
Is there anything else you’d like to say, either to job hunters or to me, the survey author?
Note – our resumes HAVE to be long (federal gov). I have had to throw away WONDERFUL resumes that are too short to make it past the first round of scoring. I have a matrix that I HAVE to follow and if your resume doesn’t address every little thing, it’s not going to make it or score high enough. I can’t stand letting go of great candidates just because they have a one or two page resume, it makes me so sad. I can’t reach out to them to ask them to send a resubmission. Plus the first person to look at your resume is NOT a librarian – help them understand why you’re qualified by using every single keyword you can think of.
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 byfilling out the survey here.
Hiring Librarians 
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