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Lis Carey's Library: Diamond Jubilee: Sherlock Holmes, Mark Twain, and the Peril of the Empire, by Paul Schullery (author), Nick Crosby (narrator)
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http://www.liscareyslibrary.com/2023/02/diamond-jubilee-sherlock-holmes-mark.html?m=1 -
Lis Carey's Library: Diamond Jubilee: Sherlock Holmes, Mark Twain, and the Peril of the Empire, by Paul Schullery (author), Nick Crosby (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/02/diamond-jubilee-sherlock-holmes-mark.html?m=1 -
Lis Carey's Library: Laziness Does Not Exist, by Devon Price (author), Em Grosland (narrator)
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http://www.liscareyslibrary.com/2023/02/laziness-does-not-exist-by-devon-price.html?m=1 -
Lis Carey's Library: Laziness Does Not Exist, by Devon Price (author), Em Grosland (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/02/laziness-does-not-exist-by-devon-price.html?m=1 -
Lis Carey's Library: Laziness Does Not Exist, by Devon Price (author), Em Grosland (narrator)
#BooksofMastodon #AudiobooksofMastodon
http://www.liscareyslibrary.com/2023/02/laziness-does-not-exist-by-devon-price.html?m=1 -
Lis Carey's Library: Three Miles Down, by Harry Turtledove (author), George Guidall (narrator)
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http://www.liscareyslibrary.com/2023/01/three-miles-down-by-harry-turtledove.html?m=1 -
Winter Reruns: The Tattooed Librarian
I’m taking time off! I’ll be back with new content in February. Take this survey to share your opinions about what would be most helpful/interesting. While I’m out, I’m running a selection of Hiring Librarians’ greatest hits and most reviled posts.
This post first ran on June 21st, 2013 and was part of a series that attempted to address the competing desires of librarians who wanted bitchin tattoos AND gainful employment. Were the two even compatible in 2013? Are they now? (yes and yes, you big silly). This question did seem a lot more unsettled back then though.
This week I have another question inspired by a reader. This is part of a topical series on Interviewing while Tattooed. This week I asked people who hire librarians:
Should tattooed candidates make any attempt to hide their ink? Would tattoos make you think twice about hiring someone? How tattooed is too tattooed?
Arm and leg tattoos would go unnoticed in an interview. Facial tattoos would be a problem though. Our current policy doesn’t allow jewelry in facial piercings so I don’t see facial tattoos (especially large ones) going over here (a southern public library) unless the job was not in public services.
If a candidate is concerned that their tatts might negatively influence an interview outcome, then they should cover them up as best they can.
– Emilie Smart, Division Coordinator of Reference Services & Computer Services at East Baton Rouge Parish Library
I like people to dress like and be themselves. Clearly we aren’t a buttoned-down place. My hesitation in this: if the tattoos displayed would be inappropriate for children to see (nudity, inappropriate language, like that). In that case, we would ask that those be kept covered while working in the children’s area.
In terms of how much ink is too much…if we think that kids will come in and be able to easily interact with the person beneath the ink, the candidate may make the cut.
– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library
An interesting question – many of us at my current library have visible ink (sleeves, chest pieces that peek out of dress shirts, etc.) At my current and former institutions (all public university academic libraries), so this wasn’t an issue. (Full disclosure – I’m fully sleeved, and my hands are tattooed as well.)
When I have interviewed, I usually do so full suited or with a cardigan – folks can see the hand tattoos but I don’t put them out on display. When it’s warm, I have a tendency to push my sleeves up – I’m certain I do it in interviews, as well. I don’t advertise my ink, but I don’t actively hide it; I do try to dress to minimize its impact – in interviews, I want people to focus on what I am saying. As I mentioned above, academic libraries in public universities have been very open to accepting tattoos on myself and colleagues. On the other hand, I was notified by a public library in a very diverse area that I would not be considered as a candidate because of visible ink, so your mileage can and will vary depending on where you apply.
As a hirer, I don’t mind what candidates do about their ink so long as they have a professional demeanor, and make an effort to be sure that it is themselves and their skills on display – I’m hiring for skill and growth potential, not to be inkshop buddies. That being said, my visible work is all pretty tame – it’s probably not a bad idea to go ahead and cover up naked ladies, penii, and other questionable/possibly-offensive images when interviewing, and checking the dress code, if posted, before applying.
As to whether candidates should hide their ink – that’s a personal decision. I usually figure if they’d cull me from the pool because of my ink, it’s likely not a place I would be comfortable working; on the other hand, if I were a children’s librarian, a face tattoo of a tarantula would make it more likely I’d use some serious cover-up so as not to scare the little ones. In short, folks should do serious research as to the cultural flavor of a workplace before deciding to hide – or flaunt – their art, and make sure their skills outshine their ink.
Would any tattoos make me think twice about hiring someone? Well, we’re a heavily public-service oriented library, so racist tattoos would definitely give me pause since we’re here to make our users as comfortable as possible. Aside from that? Probably not.
-Colleen Harris, Head of Access Services & Assistant Professor at University of Tennessee Chattanooga’s Lupton Library
My personal feeling is that tattoos are okay but to a limited extent. I think that they fine if they are small and/or are not obviously visible. I don’t think that tattoos are professional looking so if a person had them all over their arms, legs, neck, etc, it would make me think twice about hiring that person, not because I didn’t think that the person was not capable or qualified to do the job but because, unfortunately, of the view of someone with a lot of tattoos has in our society. Perhaps in certain types of libraries it would not be an issue, but I believe that in some academic libraries it would not portray a professional image, in the same that dressing slovenly would be viewed negatively. Just my two cents.
– Anonymous
I am on the fence about tattoos, and can tell you that I am aware of a great range of policies regarding them. In general, it is reasonable for every library to establish what is needed for each situation.
Community standards and environment play a big role in the tolerance level for appearance. When a library needs to improve its reputation for credibility, reliability, and competence, then a “classic look” for employees may be warranted, especially in a more conservative community where customers and donors value conformity and a professional image. In other communities that have a high level of diversity and are more liberal, like my current community (a Big Ten college town), we can offer a more flexible dress code that allows tattoos.
An additional consideration regarding tattoos is the nature of the job and the career aspirations of the person. Library managers need the full business look for presentations, fundraising, networking, and special events. Although I can’t exactly define “too tattooed”, a large amount of visible ink may be an impediment to achievement. I personally enjoy, but do not have, body art, but would have to tell a manager with a lot of tattoos that they may be expected to cover them for certain activities.
An illustration of this: I once had a meeting with potential donors who quite openly appeared to be evaluating my appearance as I met them at a restaurant to discuss donations. I later received feedback that they wanted to give to a charity that “met their expectations” – and some of them gave. I wore a moderately priced department store suit that contrasted with their designer clothes, but I guess the fake pearls worked anyway! Appearance counts, while self-expression through body art and dress are important outlets for many of us. Hopefully libraries will be open-minded and job applicants considerate of the wide range of public opinions they can encounter with a full body set of tattoos.
– Catherine Alloway, Director, Schlow Centre Region Library
What a great question! My workplace does not have anything that says tattoos must be covered, and I personally have nothing against them.
I recently hired an employee who interviewed in an outfit that hid his full-sleeve tattoo. Seeing the tattoo would not have made a difference in my hiring decision, but I would have appreciated it if he would have let it peak out a little bit, or at least mentioned it. It’s kind of like hiring an employee and having them show up the first day with a different, shocking dyed color of hair. It was a bit of a surprise when I first saw it, is all. It would also be to a prospective employee’s benefit to discover if the new workplace had anything stating tattoos must be covered: can you always work in full sleeves?
Any tattoo is tattooed; the only “too tattooed” or tattoo that would make me reconsider hiring for the types of positions I supervise would be face/neck tattoos. The rest of the body—the entire thing—is fair game.
– Sarah Morrison, Adult Services Librarian Neill Public Library
The short answer to the question of candidates with tattoos is, yes, they should hide their ink. For a job interview, I would always recommend covering up, which should not be too difficult since you would be dressed fairly conservative. I would encourage anyone considering a tattoo to be selective about where you put it since you will not know the policy of future employers.
The last two questions are tied together for me. How tattooed is too tattooed? Anything on the face, neck or hands would be too tattooed and would influence my hiring decision because those are areas that could never be covered up for formal presentations or meetings.
I am personally a tattooed librarian so this most likely affects my opinion on tattoos and the definition of what “too tattooed” is, but I am not on every search committee for my institution, others will have more conservative opinions.
When you do get a job offer, definitely ask what the policy is so you know if you can show off your “I heart Mom” tat!
– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries
As a tattooed librarian (a frog above one ankle) with a very modified 20-something son, I know that one has tattoos and other modifications for personal reasons. However, the workplace is not always a place where one can simply let everything be on display. It is not a personal affront to have to keep one’s tattoos and other modifications underwrap in the workplace. Dark nylons or tights, long sleeves and modest necklines are useful tools for keeping the other side of your personality personal. What I do and show when I am not at work is my business, not my employer’s.
This being said, prominent neck and facial tattoos are career-limiting in public service jobs. I don’t believe that this will ever change even with the openness around tattoos now.
As a former library director who had a “no butts, no boobs, no bellies” dress code policy, I think it is best to talk about these things when entering a new workplace. Find out what the dress code includes and make it work for you. You may be working for a tight a$$, so be prepared to keep your art covered. You might also be working for someone who has some modifications too, but knows when it’s the right time to have them on display.
– Toby Willis-Camp, a former Director of Libraries for a professional association
Tattoos don’t bother me – I have two myself, although they are not usually visible during work (although my next one likely will be). I don’t think candidates should try to hide visible tattoos during the job search / interview. That feels deceptive to me. I’d rather know they are inked up front (or at least not have something hidden and then suddenly see it on their first day at work). The only time I think I would think twice about it is if the tattoos are large and on the neck, or any tattoos on the face. I doubt I would have to worry about vulgar tattoos, but that would also give me pause.
About half of my part-time staff are tattooed, and only once in 5 years have I heard a patron comment about a tattoo in a negative manner (but I’ve heard several positive comments!).
– Marleah Augustine, Adult Department Librarian at Hays Public Library
Ink is relative to location. I personally don’t care, and my patrons don’t care. In a smaller, more conservative, more rural library, everyone cared. It was silly. I hired and was hired anyway (I have what looks like very obvious piercings–I actually have none–but I always have worn the jewelry to interviews to see what comments might ensue).While hiring is supposed to be about skills, sometimes you have to worry about community fit. I never have, and have never had problems. If a candidate is worried–cover the tats. The person will know soon enough if its an issue or not.
– Virginia Roberts, Director, Chippewa Falls Public Library
When hiring, the most important thing to me is whether the staff person is approachable and neutral. Both of these things can be easily achieved even if the staff person is covered in tattoos. So no, tattoos have little to no impact on my hiring practices. That said, if an applicant (or staff person) has a tattoo that is political or controversial, I would ask them to cover it. We want to create an environment that is as neutral as possible, so that a patron feels comfortable asking any question of any staff person. Of course, this applies to clothing too and not just tattoos. Our latest dress code says, “Clothing or body art that can be reasonably seen as profane, political, or obscene is not to be visible.”
I remember having a conversation with my mom about 10 years ago about tattoos (I’m 38). She was convinced that the people in my generation who have tattoos would never be able to get jobs. I believed that the world would have to change to accommodate all the people with tattoos. I certainly saw more tattoos in Portland, OR than I do in Omaha, NE but even here, it’s commonplace for staff to have tattoos.
– Manya Shorr, Assistant Director, Community Programs and Services, Omaha Public Library
I have only one question from the other side of the table regarding tattoos or anything dealing with appearance. Does it affect approachability? If I am hiring you to be a public services librarian to work at a service desk, you can’t frighten the users away. On the other hand, if you work in the back, it probably isn’t that big of a deal. I want people to be comfortable at work but still be able to do their job. A librarian with great people skills and tattoos is still better than a curmudgeon with no skin decoration. Libraries are supposed to be an inclusive place.
This also works both ways on the fashion scale. I worked with a librarian who always wore a three piece pinstripe suit at the desk. The students wouldn’t talk to him either.
Personally, I have no issue with tattoos, but I cannot vouch for everybody on the hiring committee. It may even be a subconscious reaction. It depends on how important your personal style is compared to the job. The tattooed librarian may not want to work at a place where she or he is judged by skin art. In which case, show your glory within reason and taste.
If the job is really important, do your research. There may be a policy on appearance in some places, although that is increasingly rare. If not, what can you find out about the culture of the school? If you think it is an issue, cover until you get hired and then surprise them.
I have worked for a college where the tats would get a raised eyebrow from some of the staff. I have worked for a university where nobody would notice.
– Randall Schroeder, Director of Libraries, Archives and Media at St. Catherine University in St. Paul, Minnesota
Thank you as always to our contributors for their time and insight. If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com.
Thank YOU for reading!When her muscles start relaxin’, up the hill comes Andrew Jackson. Lydia, oh Lydia, that encyclo-pidia. Oh Lydia The Queen of comment.
There will be two more posts in this series, which will go live on 6/22 and 6/23. When live, links will be here and here.
#careers #Employment #Interview #jobs #Librarian #libraryCareers #LISCareers #PublicLibrary #Tattoo
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Hiring Librarians Podcast S02b E20: You Are More Than Your Job with Emily Weak
Welcome to the last episode of Season 2b of the Hiring Librarians podcast!
My very special guest for this very special episode is – Me! In this, the final and shortest episode of season 2b, I share an affirmation for LIS workers, some thoughts about the current situation, advice for job seekers, advice for people who hire, and a brief update about the likely schedule for next season as well as a new Hiring Librarians survey.
Here is that affirmation one more time:
You are more than your job. In fact, You are not your work at all! You are a worthwhile person regardless of whether or not you have a job, have a “good” job, hear back from places you apply, have interviews, have successful interviews, etc. You are valued and valuable, just as you are.
A not completely error free transcript is here.
Two links for this episode:
- Survey of Your Interests for Hiring Librarians Podcast and Website
- Cristy Moran tells you you’re more than your job
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest next season – hiringlibrarians at gmail
#Librarian #librarians #libraries #Library #libraryCareers #LISCareers
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Hiring Librarians Podcast S02b E19: Bringing Your Full Self to Work and the Job Search with Cristy Moran
Welcome back to Season 2b of the Hiring Librarians podcast!
My guest this episode is Cristy Moran. Cristy and I first “met” in 2013, when she took the original Hiring Librarians job hunter survey, and let me post her responses non-anonymously (There is a “Black Hole” of Information After One Drops a Resume). She then graciously let me follow up with her four times, checking back in one year later, two years later, three years later, and more than a decade later. She recently moved from a job with a state library to a job with a local library, and I’m so pleased to be able to chat with her on the podcast about that experience. We also chat about what the library world really needs right now and provide a thoughtful definition of what “CDs” are for our younger listeners.
An AI-generated and not completely error free transcript is here.
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest – hiringlibrarians at gmail
#Librarian #librarians #libraries #Library #libraryCareers #LISCareers
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(This post is being modified)
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Hiring Librarians Podcast S02b E18: Supporting New Hires in Leadership Roles with Angela Pashia
Welcome back to Season 2b of the Hiring Librarians podcast!
My guest this episode is Angela Pashia. Angela is a coach and one of her specialties is working with library folks in leadership roles. This episode we’re mostly talking about what organizations can do to make sure new hires in these roles are supported – and thus able to support their staff. You might consider this a companion episode to Episode 15, where Kellee Forkenbrock and I talk about onboarding pages and clerks.
Links from this Episode
- Angela’s homepage is: http://angelapashia.com/
- Lead With Curiosity: https://leadwithcuriosity.org/
- Angela’s newsletter: https://kit.angelapashia.com/
An AI-generated and not completely error free transcript is here.
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest!
#Librarian #librarians #libraries #Library #libraryCareers #LISCareers
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Hiring Librarians Podcast S02b E17: Weaving a Non-traditional LIS Career with Kim Dority
Welcome back to Season 2b of the Hiring Librarians podcast!
My guest this episode is Kim Dority, who has a career she describes as “somewhat eclectic.” In addition to her work in research and information advising, she is an LIS Career expert. Her credentials include two books, LIS Career Sourcebook (Libraries Unlimited, 2012) and Rethinking Information Work, 2d ed (Libraries Unlimited, 2016); she was already well established in this space when I first started Hiring Librarians back in 2012. You’ll note that this episode was actually recorded eight months ago – editing took at least seven months longer than expected (that’s all on me!) In the recording we talk somewhat flippantly about a few things that are much more real now – the defunding of the IMLS and the desire of the current Federal administration to stop folks from reading books (or just freely existing).
An AI-generated and not completely error free transcript is here.
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest!
#Librarian #librarians #libraries #Library #libraryCareers #LISCareers
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Hiring Librarians Podcast S02b E16: Archives Adjacent Work with Lydia and Marcella
Welcome back to Season 2b of the Hiring Librarians podcast!
My guests this episode are two archivists who no longer work in archives, Lydia Tang and Marcella Huggard. Lydia and Marcella discuss their respective transitions to working for Lyrasis. We talk about the pluses and minuses of moving your career outside of the archive and we learn what is easier than playing the Don Juan excerpt. I think you will enjoy this episode!
An AI-generated and not completely error free transcript is here.
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest!
#Librarian #librarians #libraries #Library #libraryCareers #LISCareers
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Hiring Librarians Podcast S02b E15: Onboarding with Kellee Forkenbrock
Welcome back to Season 2b of the Hiring Librarians podcast!
You may already know my guest, Kellee Forkenbrock, from all the wonderful advice she gives as part of the Further Questions feature here on hiring librarians. For the podcast, she was excited to talk about what happens after the hire; this episode is all about her process for on-boarding new employees. I really enjoyed speaking with her, and I hope you enjoy our conversation.
Some of the things mentioned in this episode:
- Further Questions
- University of Wisconsin iSchool Continuing Education
- The Customer Rules by Lee Cockrell (former Disney SEO)
- Zingerman’s Guide to Giving Great Service
- ZingTrain
An AI-generated and not completely error free transcript is here.
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest!
#Librarian #librarians #libraries #Library #libraryCareers #LISCareers
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Hiring Librarians Podcast S02b E14: Thriving with Susanne Markgren and Linda Miles
Welcome back to Season 2b of the Hiring Librarians podcast!
I’m excited to finally share with you this episode, recorded last November, in which Susanne Markgren and Linda Miles talk about their work helping library workers achieve success and satisfaction in their careers. My apologies to Susanne, Linda and you the listener for taking so long to edit! November was a whole different world than where we are now. Nevertheless, I think you will still find relevant insights and seasoned wisdom.
An AI-generated and not completely error free transcript is here.
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest!
#Librarian #librarians #libraries #Library #libraryCareers #LISCareers
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Researcher’s Corner: Bullying and Burnout in Academic Libraries
In this post, Maggie, Rachel and Kelli talk about their research exploring library work environments. I particularly appreciate their discussion of how difficult bullying and burnout can be to identify, especially within library culture where we see “being exhausted and busy as a badge of honor.” While perhaps not directly about hiring, this piece is about our careers and the quality of our environments, and I look forward to reading more of their work, because of it’s potential to help us create better experiences for library workers.
I think you will find the following post very interesting, and if you’d like to read more, see the following citation:
Albro, M., Stark, R. K., & Kauffroath, K. (2024). Checking Out Our Workspaces: An Analysis of Negative Work Environment and Burnout Utilizing the Negative Acts Questionnaire and the Copenhagen Burnout Inventory for Academic Librarians. Evidence Based Library and Information Practice, 19(3), 2–22. https://doi.org/10.18438/eblip30472
We’ve been researching bullying, burnout, and how employees experience library work environments for the past two years, and if we’ve figured one thing out it’s that everyone is a little surprised by at least one event or experience they’ve had at work. For some context, we came to librarianship in different ways. Maggie began her career in academic libraries right after completing her undergraduate degree. Rachel has worked in a variety of library settings, including youth services and hospitals, before finding her way to an academic library. Kelli came to academic libraries as a second career after a first career as a nurse. One thing we all had in common in our library experiences, though, was navigating uncivil behavior from our coworkers and feeling exhausted by it. And, as we’ve started talking about these experiences, we’ve come to find that they’re a lot more common than any of us expected when we were entering the library workplace.
“Checking Out Our Workspaces” is a result of our quest to better understand how common these experiences are and how, if at all, they are related. Given the range of our own work experiences we wanted to look at a variety of factors that shape work experiences, so we focused on employment characteristics (e.g., the kind of contracts people had), whether or not librarianship was a person’s only career, and what differences might happen between generations. Since there hasn’t been a lot of research on how things like bullying and burnout interact, we found it best to start with survey research to give a sense of how big these issues are. We also made sure to use tools to measure bullying and burnout that had already been tested and proven accurate to make sure we were being consistent with other studies.
While we were surprised to find there wasn’t a strong relationship between bullying and burnout among our participants, we found that both phenomena were present at low to moderate levels across the group. We didn’t observe differences based on demographic or career variables, which suggests that the experience is fairly universal even if not the “dramatic” type of behavior people might think of. Both bullying and burnout are experiences that can, even at a low level, lead to health consequences if left to persist unresolved. And based on our findings, they’re persisting.
One of the tricky things about bullying in library work, or really just adult life in general, is getting people to recognize what is happening. So often we equate bullying to something that happens in the K-12 environment, and workplace policies, if they exist, don’t always differentiate between personality differences, bullying, and harassment. It’s really difficult, when it’s not spelled out directly, to tell if this is a pattern of behavior targeted towards you or just a colleague who has a lot of bad days. When you pair that with victim-blaming and the shame that can come with self-identifying as a victim, it makes it easy to label yourself as “too sensitive” or a colleague as “just difficult” in order to avoid what can be difficult terms to define. If you work in a library where your supervisor or coworkers add on to this idea that “it’s all in your head” and that being congenial is more valuable than being collegial or authentic, it’s not a surprise that negative interpersonal experiences slip right down to burnout.
Identifying true burnout can also be trickier than people realize. We talk about being exhausted and busy as a badge of honor, and we live in a world where work makes up a huge portion of our identity. When this is paired with the intensity of the emotional labor that goes into library work, which can come from putting on the customer service face to help a patron when you’re having a bad day of your own or biting your tongue when someone makes a comment in a meeting that devalues your work, the lack of resources combined with the mental toll of library work life slips us into energy debt faster than we tend to notice. Navigating the line between being busy or tired and being burnt out can be a struggle because it’s not a line that you wake up one day and cross. It’s what happens when you work in conditions for too long with too few resources that aren’t sufficient to support all you do. And the tipping point is different for everyone. So it can be difficult to tell if you’re in burnout when all your friends, neighbors, family members, and colleagues say they’re burnt out twice a week.
Adding to this challenge, after someone recognizes they’re struggling, figuring out how to talk about it and what can be done about it safely, can make the workplace even more difficult to navigate, creating a feedback loop of bullying and burnout. All three of us have worked with colleagues or supervisors who have told us how the value of the services libraries provide should be fulfilling enough and left us with the impression that asking for better from our colleagues or employers is being in it for the “wrong reasons.” When this vocational awe is invoked, especially by someone else, it makes it difficult to have conversations about how you, as a person, matter just as much as the people you are serving. This is where we need our managers and administrators to do better. The persistent level of bullying found in libraries suggests a need for clear anti-bullying work and policy that protects library workers. The moderate level of burnout shows us there needs to be an adjustment to organizational cultures to address this experience that contributes to low morale and longstanding fatigue and decreased performance. Taking measures to address persistent issues that drain people can move towards making a workplace where people want to come work and with better retention for the people who already work there.
Our ongoing research on this topic is taking a deeper dive into these experiences relating to addressing these persistent issues and exploring the specific consequences of bullying and burnout related to retention. We’re currently examining how these experiences impact early career librarians, who experienced different levels of bullying and burnout depending on their work location. Our hope, in continuing this research across a variety of library employee demographics, is to get a more nuanced picture of what shapes healthy workplaces and how to shift away from counterproductive practices to shape our profession into one welcoming and supportive of all workers.
Maggie is the Agriculture & Natural Resources Librarian at the University of Tennessee, Knoxville and is currently serving an interim assignment as the Assistant Head of the UT Libraries Health, Wellness, and Professional Programs Department. She is actively involved with the United States Agricultural Information Network and the Agriculture Network Information Collaborative. Her research focuses on the emotional and service labor that goes into the profession of librarianship and seeks to provide context to the lived realities of library workers.
Rachel is the Health Sciences Librarian for Sacramento State University. Her professional experience includes work in academic pharmacy, hospital, and public libraries. Rachel is an ALA Spectrum Scholar (2010-2011) and a MLA Rising Star (2017-2018). Her research interests are broad ranging, with a focus on finding evidence based ways to improve the working lives of library employees. Rachel enjoys spending time with her two large dogs and playing video and board games.
Kelli Kauffroath is a Library Associate Professor at the University of Vermont serving as library liaison to the College of Nursing and Health Sciences, the Osher Center for Integrative Health, and, currently, interim director of the Dana Health Sciences Library. Kelli’s expertise includes research and information literacy pedagogy with an emphasis on interprofessional education. Kelli is passionate about supporting students and faculty in their pursuit of knowledge and evidence-based decision-making to inform their scholarly pursuits and practice. In her free time, Kelli is happiest puttering around the house, spending time outdoors, and hanging out with friends and family.
#bullying #burnout #Librarian #librarians #libraries #libraryBurnout #libraryCareers #LISCareers
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Call for Participation: LIS Hiring and Careers Research
Hi Friends!
I’m reaching out to a new round of folks for the series I call Researcher’s Corner. This series invites people who are researching some aspect of LIS hiring and careers to share their work in informal language, here on Hiring Librarians. Topics have included but are not limited to job seeking practices and experiences, career preparation, equity in the profession, salary, job skill requirements, and recruitment practices and experiences.
I have combed the databases for current papers and am in the process of emailing people to ask if they are interested. However, my dumb emails tend to get sent to spam by dumb overly-aggressive university spam filters. So, I thought I’d reach out in another way.
Are you a researcher into one of these topics? Would you like to share your research here? If so, would you please get in contact with me, either through my contact form or directly at HiringLibrarians at gmail?
Your Pal,
Emily
#LISResearch #libraries #libraryCareers #libraryHiring #libraryJobs #LISCareers
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Hiring Librarians Podcast S02 E08: Meggan Press
Oh hey, it’s the eighth episode of season two!
I taped eight episodes last fall/winter and have been very very slow to edit. I’m very pleased to be able to share this one!
Meggan Press is the author of Get the Job: Academic Hiring For the New Librarian. This is a really good book about getting hired! She offers non-generic and empowering information for folks looking to start librarian work in academic libraries. It’s as if you had a smart, kindly mentor walking you through the process – not just the how but the why. But don’t take my word for it! In this episode, you’ll here more about her advice and opinions – we talk about the book and much more.
You can find an AI-generated and not completely error free transcript here.
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest!
#Librarian #librarians #libraries #Library #libraryCareers #libraryHiring #libraryInterview #libraryJobs #libraryPodcast #LISCareers
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Note: This will be the last podcast episode for about a month!
My guest is Ray Pun. In this episode, we talk about his work in all the different kinds of libraries, the STAR method, and his candidacy for ALA president. Ray’s website is https://www.raypun.info/
I will link an AI-generated and not completely error free transcript here soon – having some trouble with my transcription service. Apologies!
This podcast is available on Spotify, Apple Podcasts, YouTube music and other various podcasting sites (let me know if you can’t find it on your preferred platform).
We are going on hiatus for the next month or so! I need to feel a little less busy, and then round up some new guests and maybe figure out a better microphone than the dinky one in my laptop. I’d love to hear your requests or other feedback for moving forward. And please do reach out if you want to be a guest!
https://hiringlibrarians.com/2024/02/27/hiring-librarians-podcast-s01-e11-ray-pun-2/
#books #Librarian #librarians #libraries #Library #libraryCareers #libraryHiring #libraryInterview #libraryJobs #LISCareers
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Oh Hello There!
IT’S A NEW SURVEY!!!!
Are you someone who hires librarians or other LIS workers? Do you have opinions and/or feelings about it? Are there things you wish you could tell the world anonymously (or even non-anonymously)?
Please take the 2024 State of the LIS Job Market survey and then share it with all your friends who hire so they can take it too.
The survey is designed to collect information about current practices and trends in LIS hiring. It should also let folks who hire vent a little (or a lot) and share information and encouragement with job hunters and/or other folks who hire. Responses will be used here on the Hiring Librarians blog and in other related work. You have the option to respond anonymously or to be featured with a short bio.
Thanks for reading and responding! Please let me know if you have any questions/comments/concerns.
Best,
Emily Weak
hiringlibrarians AT gmail.com
https://hiringlibrarians.com/2024/02/08/new-survey-for-people-who-hire/
#librarians #libraries #libraryCareers #libraryHiring #libraryJobs #LISCareers #LISJobs
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Researcher’s Corner: Rethinking the Academic Library Interview
In this post you’ll find very clear instructions for how to make interviews better – more relevant as well as fairer and kinder. Summer, Elizabeth and Mary Beth use candidate survey interviews to look at how changing long-standing practices in unprecedented times uncovered possibilities for improvements.
I think you will find the following post very interesting, and if you’d like to read more, see the following citation:
Krstevska, S., Ellis, E., & Lock, M. B. (2025). The Candidates’ Perspective on the Academic Library Interview Experience during COVID-19 . Library Leadership & Management, 38(3). https://doi.org/10.5860/llm.v38i3.7592
When the world shut down in March 2020, academic libraries had to reimagine not just how we served patrons, but how we hired one another. The long-standing tradition of multi-day, in-person interviews complete with campus tours, group meals, and whirlwind itineraries, was swiftly replaced by something new, and for many, unfamiliar: virtual interviews.
But how did this seismic shift feel to the people at the center of it, job candidates?
That’s the question we (Summer Krstevska, Elizabeth Ellis, and Mary Beth Lock) explored in our recent study, The Candidate’s Perspective on the Academic Library Interview Experience during COVID-19, published in Library Leadership & Management. Our research draws on 137 survey responses from academic librarian job candidates who interviewed between March 2020 and April 2022, offering a rare look at the interview experience from the other side of the (virtual) table.
Interviewing in Pajama Pants: A Relief or a Red Flag?
Let’s be clear: the pandemic didn’t just change how we interview. It invited us, well somewhat forced us really, to rethink why we do interviews the way we do. What purpose does a full-day campus tour serve when many of us, during the pandemic and even now, post pandemic, work hybrid schedules anyway? Is a candidate’s ability to perform a 50-minute presentation on short notice, answer interview questions off the cuff, and withstand a long and rigorous day of meet and greets really a proxy for job fit?
For many candidates, virtual interviews were a welcome change. The majority of our respondents preferred virtual formats, even beyond pandemic times. Reasons included lower stress, more control over environment, better accommodations for health and caregiving needs, and even better performance thanks to getting interview questions in advance.
One person summed it up perfectly:
“Virtual interviewing is wonderful and I hope it stays. It is so much easier to just take one day off rather than 2-3 for traveling.”
Another commented:
“I liked that completing the interview virtually allowed me time to actually take a break in privacy between meetings, which is difficult during in-person, on-campus interviews.”
In short, the virtual interview wasn’t just a substitute. It was, for many, better.
It’s Not the Modality—It’s the Design
That said, not everything about virtual interviewing was golden. While 71% of respondents said they left their interview with a strong understanding of the position and institution, nearly a third did not. And when we dug deeper, we found that it wasn’t whether the interview was virtual or in-person that made the difference. It was how the interview was designed.
Candidates who received interview questions and a detailed itinerary in advance were more likely to say they understood the role and the institution. Those who had input on logistics such as interview day and time, as well as ADA accommodations, had a more positive interview experience overall.
By contrast, rushed interviews, unclear expectations, and lack of context created confusion, and sometimes even distrust. Candidates were left wondering why their presentations were recorded, or why they weren’t introduced to anyone outside the library. The “why” behind the logistics mattered, and when it was absent, so was the sense of connection.
Design with Humans in Mind
So what does candidate-centered design look like in action? It’s not rocket science—or even budget-intensive. Here’s what our respondents told us they appreciated most:
- Receiving interview questions in advance
- Breaks built into the schedule
- Being asked for input on date, time, and accommodations
- Clear communication about who they’d be meeting and why
- Not being recorded without consent (we heard this a lot)
And perhaps most importantly: recognizing that interviews are emotionally and physically taxing, even over Zoom. One respondent shared:
“I would have liked to have been offered a hotel room or some other non-home, non-current work third space for extended virtual interviews in the finalist round.”
The takeaway? Interview design should not be built around convenience for the committee. It should be built around the candidate experience. That’s not just kinder—it’s smarter hiring.
We Can Do Better—And Candidates Know It
We’re not saying every academic library should eliminate on-campus interviews. But we are saying we can be more intentional. Virtual interviews aren’t just a pandemic workaround, they’re an equity tool, a candidate-centered design opportunity, and a chance to rethink outdated norms.
Our study highlights the gap between tradition and transformation in academic library hiring. And the voices of our respondents remind us that, in a field that values access and inclusion, we owe it to job candidates to build interview experiences that reflect those values, too.
Because the question isn’t whether virtual interviews are here to stay. It’s whether we’re willing to build processes that work better, for everyone.
Summer Krstevska is the Business, Economics & Data Access Librarian at Wake Forest University, where she supports business school students as well as entrepreneurship minors, and the economics program. She is currently teaching her for-credit business research course for entrepreneurs on-campus & abroad. She holds a masters in library and information science from Simmons University.
Elizabeth Ellis is an Instruction Librarian at the Z. Smith Reynolds Library at Wake Forest University. Elizabeth develops and teaches credit-bearing information literacy courses at Wake Forest University, including Research After Wake, Critical Information Literacy, and a FYS on Banned Books. Elizabeth is very involved with the North Carolina Library Association and loves telling library stories to anyone who will listen. She received her MLIS from the University of North Carolina at Greensboro.
#librarians #libraries #libraryHiring #libraryInterview #LISCareers #virtualInterview #ZoomInterview
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“There are a lot of people in certain states that are desperate to move to somewhere safer.”
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Six months to a year
Why are you job hunting?
√ I’m unemployed,
√ Looking for more money,
√ I want to work at a different type of library/institution
Where do you look for open positions?
Archivesgig, ALA JobLIST, Indeed, LinkedIn, Governmentjobs.com
What position level are you looking for?
√ Supervisory,
√ Department Head,
√ Senior Librarian,
√ Branch Manager
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Library vendor/service provider,
√ Public library,
√ Special library,
√ Museums,
√ Other: Nonprofits that host digital collections
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Urban area,
√ Suburban area
Are you willing/able to move for employment?
√ Yes, anywhere
What are the top three things you’re looking for in a job?
Interesting work, a living wage, friendly coworkers
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
30 (estimate)
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well,
√ Having (and describing) excellent benefits,
√ Introducing me to staff,
√ Having a good reputation,
√ Funding professional development,
√ Prioritizing EDI work,
√ Prioritizing work-life balance
Do you expect to see the salary range listed in a job ad?
√ Yes, and it’s a red flag when it’s not
Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?
Way too many job duties for one position; required skills and years of experience do not align; short posting window
The Process
How much time do you spend preparing an application packet?
At least several hours
What are the steps you follow to prepare an application packet?
Research the institution thoroughly, revise cover letter and resume
How do you prefer to communicate with potential employers?
√ Other: No preference
When would you like potential employers to contact you?
√ To acknowledge my application,
√ To tell me if the search is at the interview stage, even if I have not been selected,
√ Once the position has been filled, even if it’s not me,
√ Other: Notification that position has been cut or is remaining unfilled; confirmation of interview time/date/place/zoom link
How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?
2-3 months at most
How do you prepare for interviews?
Research the institution, prepare a presentation if necessary, write list of questions for them
What are your most hated interview questions, and why?
Tell us about a problem with a coworker or person you’ve supervised and how you dealt with it. We’ve all had problems with coworkers, and rarely are they ever resolved! Why would anyone ever tell the truth of what actually happens in these situations? Do they really want to hear about how the HR folks repeatedly do nothing about the problem person?
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened more than once
- Had an interview and never heard back √ Happened more than once
- Interviewed for a job where an internal candidate was eventually chosen √ Happened the majority of the time or always
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Happened more than once
- Turned down an offer √ Not Applicable
If you have ever withdrawn an application, why?
I found out the salary; I realized it was in a location I really didn’t want to live in.
If you want to share a great, inspirational, funny, horrific or other story about an experience you have had at any stage in the hiring process, please do so here:
I thought I really nailed an all day long interview for a job I really wanted (in my hometown where I really wanted to move). They let me know six weeks later that the position was going to remain unfilled with no explanation. It was such an emotional roller coaster and a complete waste of my time. Another institution ghosted me after the interview and telling me they would reimburse my travel expenses.
What should employers do to make the hiring process better for job hunters?
1. FFS, don’t post positions if there is any chance some looming budget issue would prevent hiring.
2. Stop posting positions that are designated for some internal candidate. Institutions have internal-only jobs for this very reason if you just want to promote them. Stop wasting our time and money on these fake interviews.
3. Stop acting like there’s nothing you can do about these terrible postings and hiring processes. Push back against HR and your institutions on this BS. I’ve seen a few places that are making big changes and doing it well.
4. Take a stand against temporary jobs that have taken such a huge toll on the lives and careers of archivists.
5. End the bias against folks stuck in temporary, part-time, and low-wage jobs.
You and Your Well-Being
How are you doing, generally?
√ I’m somewhat depressed,
√ I’m frustrated
What are your job search self-care strategies?
Refusing to get my hopes up about any job. I’ve been burned to many times before.
Do you have any advice or words of support you’d like to share with other job hunters, is there anything you’d like to say to employers, or is there anything else you’d like to say about job hunting?
There are a lot of people in certain states that are desperate to move to somewhere safer. I know it’s convenient to hire your personal friends who live nearby, but please consider what is going to happen to these people when they cannot move. The consequences are getting dire.
Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?
I’m so appreciative of the work you are doing. Thank you!
Job Hunting Post Graduate School
If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)
2007
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ Six months before graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ Six months to a year after graduating
What kind of work was your first post-graduation professional position?
√ Full Time,
√ Other: But I was laid off 9 months later!
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
No
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
It was truly horrible back in 2007-08 as it is now. I really feel for young people struggling to get a job after graduating. The process is incredibly unfair no matter what your level, unfortunately. I wish we would stop the pretense that there isn’t widespread discrimination and nepotism.
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs