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142 results for “LisCarey”
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“several candidates who were good on paper but performed poorly in the initial interview.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
University website, HigherEdJobs, sometimes ALA, state library listserv, other listservs depending on members of the search committee and what listservs they are on
Do you include salary in the job ad?
√ Other: Where required (ex, ALA)
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: Yes, but we’re often flexible in what we consider experience
What is the current most common reason for disqualifying an applicant without an interview?
Cover letter — not included, poorly written, or vague / irrelevant to job
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: Depends on committee chair. I’ve seen it done both ways.
If you provide interview questions before the interview, how far in advance?
If provided, a couple days in advance.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, but sometimes meal is catered on-campus.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
Demonstrate that they are serious about the position. What this means: (1) show some awareness of the position in application materials and initial interview (I don’t expect detailed research, but show that you have read the job ad and know basically what kind of institution we are, ex. know that we are a SLAC not an R1). (2) Submit polished written materials; (3) prepare for the Zoom interview — be on time, put on a nice shirt, bring questions, show you are treat this is a serious conversation
I want to hire someone who is:
competent
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
I’ve served on hiring committees for the past decade. In recent years, I see many more candidates with solid written materials that did not reflect their performance in first-round interview (or even in email correspondence trying to schedule the first round) — I’m not sure what the disconnect is, but it is growing.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Assistant Director
When was this position hired?
√ Within the last three months
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Met basic experience/qualification requirements; well-written materials; prepared for initial interview; could answer first round questions reasonably well.
How did the recruitment for this position compare with recruitments in previous years?
Much smaller pool than usual, with fewer qualified candidates, and several candidates who were good on paper but performed poorly in the initial interview.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 3-4
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time 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 non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Northeastern US
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“several candidates who were good on paper but performed poorly in the initial interview.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
University website, HigherEdJobs, sometimes ALA, state library listserv, other listservs depending on members of the search committee and what listservs they are on
Do you include salary in the job ad?
√ Other: Where required (ex, ALA)
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: Yes, but we’re often flexible in what we consider experience
What is the current most common reason for disqualifying an applicant without an interview?
Cover letter — not included, poorly written, or vague / irrelevant to job
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: Depends on committee chair. I’ve seen it done both ways.
If you provide interview questions before the interview, how far in advance?
If provided, a couple days in advance.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, but sometimes meal is catered on-campus.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
Demonstrate that they are serious about the position. What this means: (1) show some awareness of the position in application materials and initial interview (I don’t expect detailed research, but show that you have read the job ad and know basically what kind of institution we are, ex. know that we are a SLAC not an R1). (2) Submit polished written materials; (3) prepare for the Zoom interview — be on time, put on a nice shirt, bring questions, show you are treat this is a serious conversation
I want to hire someone who is:
competent
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
I’ve served on hiring committees for the past decade. In recent years, I see many more candidates with solid written materials that did not reflect their performance in first-round interview (or even in email correspondence trying to schedule the first round) — I’m not sure what the disconnect is, but it is growing.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Assistant Director
When was this position hired?
√ Within the last three months
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Met basic experience/qualification requirements; well-written materials; prepared for initial interview; could answer first round questions reasonably well.
How did the recruitment for this position compare with recruitments in previous years?
Much smaller pool than usual, with fewer qualified candidates, and several candidates who were good on paper but performed poorly in the initial interview.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 3-4
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time 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 non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Northeastern US
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“fewer applicants than pre-2020, but high quality applications”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
ALA Job List, We Here, Indeed, our website, LinkedIn, state library association
Do you notice a difference in application quality based on where the applicant saw the job ad?
No, I don’t usually pay attention to where the applicant saw the job
Do you include salary in the job ad?
√ Other: Where required (We Here), we provide a range. I wish we would include it for all listings
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: Depends on the pool of applicants, but usually
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Does not meet all (or most) of the qualifications listed in the job description
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
varies, but we provide the same amount of time with the questions for all applicants
Does your interview process include taking the candidate out for a meal?
√ Yes
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
Address the specific job duties and qualifications in their resume or cover letter
I want to hire someone who is:
qualified
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
library assistant
When was this position hired?
√ More than a year ago, but less than two years ago
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Could do the job duties on day one or with some training
How did the recruitment for this position compare with recruitments in previous years?
fewer applicants than pre-2020, but high quality applications
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 0-10
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ None!
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ None!
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
Librarianship is shrinking and I believe the number of available jobs will continue to decrease, but core functions are not easily automated (yet)
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“fewer applicants than pre-2020, but high quality applications”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
ALA Job List, We Here, Indeed, our website, LinkedIn, state library association
Do you notice a difference in application quality based on where the applicant saw the job ad?
No, I don’t usually pay attention to where the applicant saw the job
Do you include salary in the job ad?
√ Other: Where required (We Here), we provide a range. I wish we would include it for all listings
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: Depends on the pool of applicants, but usually
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Does not meet all (or most) of the qualifications listed in the job description
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
varies, but we provide the same amount of time with the questions for all applicants
Does your interview process include taking the candidate out for a meal?
√ Yes
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
Address the specific job duties and qualifications in their resume or cover letter
I want to hire someone who is:
qualified
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
library assistant
When was this position hired?
√ More than a year ago, but less than two years ago
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Could do the job duties on day one or with some training
How did the recruitment for this position compare with recruitments in previous years?
fewer applicants than pre-2020, but high quality applications
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 0-10
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ None!
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ None!
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
Librarianship is shrinking and I believe the number of available jobs will continue to decrease, but core functions are not easily automated (yet)
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“fewer applicants than pre-2020, but high quality applications”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
ALA Job List, We Here, Indeed, our website, LinkedIn, state library association
Do you notice a difference in application quality based on where the applicant saw the job ad?
No, I don’t usually pay attention to where the applicant saw the job
Do you include salary in the job ad?
√ Other: Where required (We Here), we provide a range. I wish we would include it for all listings
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: Depends on the pool of applicants, but usually
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Does not meet all (or most) of the qualifications listed in the job description
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
varies, but we provide the same amount of time with the questions for all applicants
Does your interview process include taking the candidate out for a meal?
√ Yes
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
Address the specific job duties and qualifications in their resume or cover letter
I want to hire someone who is:
qualified
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
library assistant
When was this position hired?
√ More than a year ago, but less than two years ago
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Could do the job duties on day one or with some training
How did the recruitment for this position compare with recruitments in previous years?
fewer applicants than pre-2020, but high quality applications
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 0-10
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ None!
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ None!
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
Librarianship is shrinking and I believe the number of available jobs will continue to decrease, but core functions are not easily automated (yet)
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“fewer applicants than pre-2020, but high quality applications”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
ALA Job List, We Here, Indeed, our website, LinkedIn, state library association
Do you notice a difference in application quality based on where the applicant saw the job ad?
No, I don’t usually pay attention to where the applicant saw the job
Do you include salary in the job ad?
√ Other: Where required (We Here), we provide a range. I wish we would include it for all listings
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: Depends on the pool of applicants, but usually
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Does not meet all (or most) of the qualifications listed in the job description
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
varies, but we provide the same amount of time with the questions for all applicants
Does your interview process include taking the candidate out for a meal?
√ Yes
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
Address the specific job duties and qualifications in their resume or cover letter
I want to hire someone who is:
qualified
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
library assistant
When was this position hired?
√ More than a year ago, but less than two years ago
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Could do the job duties on day one or with some training
How did the recruitment for this position compare with recruitments in previous years?
fewer applicants than pre-2020, but high quality applications
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 0-10
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ None!
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ None!
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
Librarianship is shrinking and I believe the number of available jobs will continue to decrease, but core functions are not easily automated (yet)
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“Sticking to the job description is old thinking, try to be flexible to opportunities.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
For part-time and lower ranking jobs as local and local library jobs sites in the Chicago area. Also at the City Colleges. For professional librarian positions at Local library and archive job sites, Indeed and on ALA jobs.
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes, the formality increases from the local job sites to the ALA jobs listings.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
They want to work remotely.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: For professional positions we do this but less formal interviews we don’t do this.
If you provide interview questions before the interview, how far in advance?
A few weeks.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, for professional positions.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
We look for flexibility, kindness and a sense of humor.
I want to hire someone who is:
wants to be here
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We have a strong culture and want people who fit into that culture.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Head of Collections
When was this position hired?
√ Between three to six months ago
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Had the necessary skills to do the job.
How did the recruitment for this position compare with recruitments in previous years?
Fewer applicants than previous job searches.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 50-100
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ I don’t know
Why or why not?
Its changing and I don’t know how it will go.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Special Library
What type(s) of LIS professionals do you hire?
Tech services, Interlibrary loan, collections, licensing.
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Sticking to the job description is old thinking, try to be flexible to opportunities.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“Sticking to the job description is old thinking, try to be flexible to opportunities.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
For part-time and lower ranking jobs as local and local library jobs sites in the Chicago area. Also at the City Colleges. For professional librarian positions at Local library and archive job sites, Indeed and on ALA jobs.
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes, the formality increases from the local job sites to the ALA jobs listings.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
They want to work remotely.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: For professional positions we do this but less formal interviews we don’t do this.
If you provide interview questions before the interview, how far in advance?
A few weeks.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, for professional positions.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
We look for flexibility, kindness and a sense of humor.
I want to hire someone who is:
wants to be here
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We have a strong culture and want people who fit into that culture.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Head of Collections
When was this position hired?
√ Between three to six months ago
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Had the necessary skills to do the job.
How did the recruitment for this position compare with recruitments in previous years?
Fewer applicants than previous job searches.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 50-100
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ I don’t know
Why or why not?
Its changing and I don’t know how it will go.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Special Library
What type(s) of LIS professionals do you hire?
Tech services, Interlibrary loan, collections, licensing.
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Sticking to the job description is old thinking, try to be flexible to opportunities.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“Sticking to the job description is old thinking, try to be flexible to opportunities.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
For part-time and lower ranking jobs as local and local library jobs sites in the Chicago area. Also at the City Colleges. For professional librarian positions at Local library and archive job sites, Indeed and on ALA jobs.
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes, the formality increases from the local job sites to the ALA jobs listings.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
They want to work remotely.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: For professional positions we do this but less formal interviews we don’t do this.
If you provide interview questions before the interview, how far in advance?
A few weeks.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, for professional positions.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
We look for flexibility, kindness and a sense of humor.
I want to hire someone who is:
wants to be here
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We have a strong culture and want people who fit into that culture.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Head of Collections
When was this position hired?
√ Between three to six months ago
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Had the necessary skills to do the job.
How did the recruitment for this position compare with recruitments in previous years?
Fewer applicants than previous job searches.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 50-100
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ I don’t know
Why or why not?
Its changing and I don’t know how it will go.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Special Library
What type(s) of LIS professionals do you hire?
Tech services, Interlibrary loan, collections, licensing.
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Sticking to the job description is old thinking, try to be flexible to opportunities.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“Sticking to the job description is old thinking, try to be flexible to opportunities.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
For part-time and lower ranking jobs as local and local library jobs sites in the Chicago area. Also at the City Colleges. For professional librarian positions at Local library and archive job sites, Indeed and on ALA jobs.
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes, the formality increases from the local job sites to the ALA jobs listings.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
They want to work remotely.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: For professional positions we do this but less formal interviews we don’t do this.
If you provide interview questions before the interview, how far in advance?
A few weeks.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, for professional positions.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) 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 their hirability?
We look for flexibility, kindness and a sense of humor.
I want to hire someone who is:
wants to be here
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We have a strong culture and want people who fit into that culture.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Head of Collections
When was this position hired?
√ Between three to six months ago
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Had the necessary skills to do the job.
How did the recruitment for this position compare with recruitments in previous years?
Fewer applicants than previous job searches.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 50-100
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ I don’t know
Why or why not?
Its changing and I don’t know how it will go.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Special Library
What type(s) of LIS professionals do you hire?
Tech services, Interlibrary loan, collections, licensing.
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Sticking to the job description is old thinking, try to be flexible to opportunities.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
The Dragon's Den, by Armen Pogharian, reviewed at Lis Carey's Library
#AudiobooksofMastodon #BooksofMastodon
http://www.liscareyslibrary.com/2024/02/the-dragons-den-warders-3-by-armen.html?m=1 -
My Teacher Flunked the Planet, by Bruce Coville, reviewed at Lis Carey's Library
#books #booksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2024/02/my-teacher-flunked-planet-my-teacher-is.html?m=1 -
My Teacher Flunked the Planet, by Bruce Coville, reviewed at Lis Carey's Library
#books #booksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2024/02/my-teacher-flunked-planet-my-teacher-is.html?m=1 -
My Teacher Flunked the Planet, by Bruce Coville, reviewed at Lis Carey's Library
#books #booksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2024/02/my-teacher-flunked-planet-my-teacher-is.html?m=1 -
My Teacher Flunked the Planet, by Bruce Coville, reviewed at Lis Carey's Library
#books #booksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2024/02/my-teacher-flunked-planet-my-teacher-is.html?m=1 -
Lis Carey's Library: Nettle & Bone by T. Kingfisher (author), Amara Jasper (narrator)
2023 Hugo Awards Best Novel Finalist
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2022/06/nettle-bone-by-t-kingfisher-author.html?m=1 -
Lis Carey's Library: Nettle & Bone by T. Kingfisher (author), Amara Jasper (narrator)
2023 Hugo Awards Best Novel Finalist
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2022/06/nettle-bone-by-t-kingfisher-author.html?m=1 -
Lis Carey's Library: Nettle & Bone by T. Kingfisher (author), Amara Jasper (narrator)
2023 Hugo Awards Best Novel Finalist
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2022/06/nettle-bone-by-t-kingfisher-author.html?m=1 -
Lis Carey's Library: Nettle & Bone by T. Kingfisher (author), Amara Jasper (narrator)
2023 Hugo Awards Best Novel Finalist
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2022/06/nettle-bone-by-t-kingfisher-author.html?m=1 -
Lis Carey's Library: Nettle & Bone by T. Kingfisher (author), Amara Jasper (narrator)
2023 Hugo Awards Best Novel Finalist
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2022/06/nettle-bone-by-t-kingfisher-author.html?m=1 -
Lis Carey's Library: Resurrection, by Ren Qing
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/resurrection-by-ren-qing.html?m=1 -
Lis Carey's Library: Resurrection, by Ren Qing
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/resurrection-by-ren-qing.html?m=1 -
Lis Carey's Library: Resurrection, by Ren Qing
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/resurrection-by-ren-qing.html?m=1 -
Lis Carey's Library: Resurrection, by Ren Qing
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/resurrection-by-ren-qing.html?m=1 -
Lis Carey's Library: Resurrection, by Ren Qing
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/resurrection-by-ren-qing.html?m=1 -
Lis Carey's Library: Translation State (Imperial Radch), by Ann Leckie (author), Adjoah Andoh (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/translation-state-imperial-radch-by-ann.html?m=1 -
Lis Carey's Library: Translation State (Imperial Radch), by Ann Leckie (author), Adjoah Andoh (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/translation-state-imperial-radch-by-ann.html?m=1 -
Lis Carey's Library: Translation State (Imperial Radch), by Ann Leckie (author), Adjoah Andoh (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/translation-state-imperial-radch-by-ann.html?m=1 -
Lis Carey's Library: Translation State (Imperial Radch), by Ann Leckie (author), Adjoah Andoh (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/translation-state-imperial-radch-by-ann.html?m=1 -
Lis Carey's Library: Translation State (Imperial Radch), by Ann Leckie (author), Adjoah Andoh (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/09/translation-state-imperial-radch-by-ann.html?m=1