#library-careers — Public Fediverse posts

Winter Reruns: “Currently, we’re over 300% turnover since 2016 and cannot attract candidates.”

After taking a few months off, I’ve decided to sunset this project. I’m finishing up my scheduled selection of Hiring Librarians’ greatest hits and most reviled posts, and then will stop updating in late February/early March. Thanks so much for reading!

This survey was filled out on March 25, 2022 and originally ran on May 12, 2022. This person was not one of the more verbose respondents, but the sparse statements succeed in describing a tough story. Several folks told me it struck home with them, unfortunately.

This anonymous interview is with someone who hires for a:

√ Academic Library

Title: Head of Cataloging

Titles hired: Reference Librarian, acquisitions, circulation

Who makes hiring decisions at your organization:

√ A Committee or panel

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ CV

√ References

Does your organization use automated application screening? 

√ No

Briefly describe the hiring process at your organization and your role in it:

It’s a disaster. A committee makes and recommendation and the director ignores it.

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

Currently, we’re over 300% turnover since 2016 and cannot attract candidates.

How many pages should each of these documents be?

Cover Letter: √ Only One!

Resume: √ Two is ok, but no more

CV: √ As many as it takes, but keep it reasonable and relevant

Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?

we have for COVID but are starting to perform on campus interviews

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

technical skills

When does your organization *first* mention salary information?

√ We only discuss after we’ve made an offer

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

We have a DEI statement that is ignored

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

What happened to the the last three people that had this job?

Additional Demographics

What part of the world are you in?

√ Southwestern US

What’s your region like?

√ Urban

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 11-50

Winter Reruns: “After 14 years as a librarian, I honestly don’t recommend librarianship to anyone anymore.”

After taking a few months off, I’ve decided to sunset this project. I’m finishing up my scheduled selection of Hiring Librarians’ greatest hits and most reviled posts, and then will stop updating in late February/early March. Thanks so much for reading!

This survey response was submitted on February 6, 2023 and the post originally ran on June 9, 2023. It’s fairly high up in my “most viewed of all time” list, especially for a more recent post. I think perhaps it’s the quote I pulled for the title; many of the most-viewed posts express some form of library doomsaying – librarianship is dead, we’re tired, things aren’t what they used to be, etc.

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?

√ Less than six months 

Why are you job hunting?  

√ Looking for more money 

√ Because I reassessed my priorities after COVID 

√ Other: Looking to possibly get out of librarianship

Where do you look for open positions?  

Indeed, ALA jobs, CCC registry, friends 

What position level are you looking for?  

√ Other: Something that pays better than librarianship 

What type(s) of organization are you looking in? 

√ Other: Maybe higher ed (but not a library) or an organization or company or work from home 

What part of the world are you in?

√ Western US (including Pacific Northwest) 

What’s your region like? 

√ Urban area

√ Suburban area 

Are you willing/able to move for employment? 

√ No 

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

Flexibility, work from home, better pay

How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)

None. I’m willing to go to a community college library but nothing open. All other jobs are entry level and pay is very low. No good jobs to apply to.

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 

√ 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?

Jobs that say you may need to work overtime often 

The Process

How much time do you spend preparing an application packet?

2-5 hours: the cover letters take a while and having to repeat my resume on an online application is a time waster. 

What are the steps you follow to prepare an application packet?

Carve out time to do it 

How do you prefer to communicate with potential employers?

√ Phone for good news, email for bad news 

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 

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?

Depends on the institution but academics take months. Took 6 months from application to hire in my current job. 

How do you prepare for interviews?

Review questions, review position description 

What are your most hated interview questions, and why?

Why do you want this job? (Because I need money. It’s like jobs want you to tell them that it’s your dream to work for them. I need money to live)

What are your strengths and weaknesses? (Again, we all know they want a weakness and how we make it a strength). 

During your current search, have you had any of the following experiences:

• Submitted an application and got no response √ Happened the majority of the time or always  
• Had an interview and never heard back  √ Happened more than once  
• Interviewed for a job where an internal candidate was eventually chosen  √ Happened more than once  
• Asked for an accommodation for a disability  √ Not Applicable
• Withdrawn an application before the offer stage  √ Not Applicable
• Turned down an offer √ Happened once  

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:

Haha! The whole process of applying and interviewing is a joke. Applications are repetitive and waste time. The actual interviews are awful most of the time. People are not welcoming and a whole day interview for an academic librarian job is just unnecessary. Stop acting like jobs are sacred. It’s a job! Hire the person that can do it and don’t take 6 months. People need jobs asap. If a job doesn’t post the salary I no longer consider it. Low ball offers are a waste of time. 

What should employers do to make the hiring process better for job hunters?

Actually respond to people, add a decent salary, make the interviews less than 1 hour, be friendly and inviting, answer questions honestly. I can’t tell you how many times I’ve actually gotten to a second interview and then heard nothing. I’ve learned about not getting the job by seeing LinkedIn postings of people sharing their new jobs. HR depts need to do better. 

You and Your Well-Being

How are you doing, generally?

√ I’m frustrated 

What are your job search self-care strategies?

I only apply to jobs worth my time now. No more jobs with no salary posted or jobs that list everything under the sun with low pay. 

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?

Don’t give up and only apply to jobs worth your time. Something great will come along, whether it’s a library job or not. 

Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?

Maybe add questions about salary (like what do you make and what should you be making and how long you’ve been in libraries), are you looking for jobs other than library jobs, are you thinking of leaving librarianship. After 14 years as a librarian, I honestly don’t recommend librarianship to anyone anymore. It’s low pay, people don’t respect us, and there are no jobs. Ask about the kind/type of library jobs they’re looking for. 

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?)

Got my MLIS in 2009

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?

√ I was actually hired before I graduated 

What kind of work was your first post-graduation professional position? 

√ Full Time 

Did you get support from your library school for your first job hunt (and/or any subsequent ones)?

Nope! Library’s school did nothing. 

Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?

I started my search about 3-4 months before graduation and was lucky to start a month before my graduation. Unfortunately, I was laid off a year later. Only reason I feel I got lucky was because I had been working in libraries PT before I graduated so I had some experience. My advice: don’t get a non-librarian job once you get the degree. Only apply to librarian jobs. 

Winter Reruns: “regardless of what all the tattooed spunky hipster librarians think.”

I’m taking time off! I’ll be back with new content in late 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.

The anonymous respondent answered this survey on July 5, 2015 and it originally posted on November 28, 2015. This is another most-viewed post that hits a lot of our deep librarian angsts, in addition to using the delicious and incendiary phrase “tattooed spunky hipster librarians.” This person does think that librarianship is a dying profession. They are particularly offended by a perceived dumbing down of the profession and ALA’s Threshold Concepts, which is an Information Literacy thing. I don’t know enough about Information Literacy to know if it stuck – is it still around today? Was it a terrible idea? Enlighten us in the comments (I promise I’ll read them when I’m back).

This anonymous interview is with an academic librarian who has been a hiring manager, a member of a hiring or search committee, and a human resources professional. This person hires the following types of LIS professionals:

ALA accredited only cataloguers, instruction & reference librarians, subject liaisons

This librarian works at a library with 0-10 staff members in an urban area in the UAE.

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

√ 25 or fewer

Approximately what percentage of those would you say were hirable?

√ 26-50 %

And how would you define “hirable”?

Meets or exceeds the skill sets and qualifications posted. Will fit into our work culture.

How are applications evaluated, and by whom?

Our software weeds the applications that meet the % of keywords we set. Then I pour through the applications. Then I send a copy to each person on the hiring team with a rubric. We meet once to compare rubrics and make the final determination on the tops candidates to invite for interviews.

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

Does not meet the lowest qualifications. No cover letter. Spelling and grammar mistakes. Arrogance and exuding an unearned “I am awesome! entitlement attitude, while not mentioning why they are a good fit for us. Ultimately, that is what we care about- do you understand where you are applying and what position you are applying for AND what do you bring to our already stellar workplace.

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

√ Other: If asked I will give feedback informally and only verbally. Never written and never unsolicited. Ok- I have given gentle unsolicited advice to really newly librarians who were earnest and I knew it would be well received.

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

Besides the obvious: read the position description. Apply to THAT job. Follow the directions. Proofread.
And most importantly, work on their emotional intelligence and politeness. You may have all the mad skills in the world, but if you are rude to our secretary while being an ass kisser to me- I will never hire you.
I need to know you can pick up on social cues, that you can be professional to people you may not like, that you can handle yourself. I can teach you how to do the technical reference interview- I cannot teach you how to handle a grieving parent looking for headstones, or a mentally ill person looking for the nearest homeless shelter.

I want to hire someone who is

astute

How many staff members are at your library/organization?

√ 0-10

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

√ 2

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

√ 2

Can you tell us how the number of permanent, full-time librarian 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 para-professional workers over the past decade?

√ No

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

No, but it happens in practice.

Is librarianship a dying profession?

√ Yes

Why or why not?

The actual “work’ of librarians is being done by techs. Ref desk, cataloguers, systems librarians: all of these positions can be filled by people with BA’s in computer science, communications, and even English degrees.
Librarians without a subject specialty MA- even in public libraries will go by the wayside. You have to specialize to be recognized and even then the admin will expect you to be able to run the circ desk, hold story time, man the ref hours, and do online assistance.
I have no belief that Librarianship as a profession will be able to hold on. regardless of what all the tattooed spunky hipster librarians think.
We are all replaceable because we have no identity and once the ALA accepts the ridiculous Threshold Concepts- we won’t even be able to hold a conversation in academia without looking like the morons we allowed ourselves to become.

Do you hire librarians?  Take this survey: http://tinyurl.com/hiringlibjobmarketsurvey or take other Hiring Librarians surveys.

For some context, look at the most recent summary of responses.

#librarians #libraryCareers #libraryHiring #librarySchool #tumblarians

Winter Reruns: “New Hires Should Come with a Broad Understanding of Libraryland”

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.

The anonymous respondent filled out my survey titled “What Should Potential Hires Learn in Library School?” on August 9, 2013, and the post originally ran on October 21, 2013.

I’m not sure why this one has so many views, but I suspect it’s because they name library schools in the questions about preferring or being reluctant to hire candidates from certain schools (the school they are reluctant to hire candidates from is my alma mater, SJSU). When I was doing stats posts for this survey, I did do some analysis of responses that didn’t mention specific schools, but it looks like I never followed through with my promise to look at surveys that did name names. Looking through the answers now, the majority of the 333 respondents did not name specific schools (only about 50 named specific “reluctant to hire” schools). And even San Jose, which 17 people expressed reluctance about, also had people that preferred it. The most frequent point of discussion was a reluctance to hire students who were online only. There is a separate post that talks about biases against online library school, which was still kind an issue back in 2013. SJSU was one of the more more prominent and prolific online library schools, so it makes sense that it would be more well known, and therefore mentioned more frequently, regardless of the quality of the education.

This anonymous interview is with an academic librarian who has been a chair of search committees. This person hires the following types of LIS professionals:

All types needed to staff a large academic library

This librarian works at a library with 100-200 staff members in a city/town in the Midwestern US.

Do library schools teach candidates the job skills you are looking for in potential hires?

√ Depends on the school/Depends on the candidate

Should library students focus on learning theory or gaining practical skills? (Where 1 means Theory, 5 means practice, and 3 means both equally)

3

What coursework do you think all (or most) MLS/MLIS holders should take, regardless of focus?

√ Cataloging

√ Grant Writing

√ Project Management

√ Library Management

√ Collection Management

√ Web Design/Usability

√ Metadata

√ Digital Collections

√ Research Methods

√ Reference

√ Instruction

When deciding who to hire out of a pool of candidates, do you value skills gained through coursework and skills gained through practice differently?

√ Yes–I value skills gained through a student job more highly

Which skills (or types of skills) do you expect a new hire to learn on the job (as opposed to at library school)?

Beside the obvious of learning the individual library culture, organization structure, and specific policies, I think new hires should come with a broad understanding of libraryland. If I had to pick some area, I think supervision of staff can be learned on the job.

Which of the following experiences should library students have upon graduating?

√ Library work experience

√ Internship or practicum

√ Student organization involvement

Which library schools give candidates an edge (you prefer candidates from these schools)?

Illinois, Wisconsin-Madison

Are there any library schools whose alumni you would be reluctant to hire?

San Jose State

What advice do you have for students who want to make the most of their time in library school?

Get as much on the job experience as possible even if it is not in your intended field of employment. If you do not have library experience, market your other skills into library context.

This survey was coauthored by Brianna Marshall from Hack Library School. Interested in progressive blogging, by, for, and about library students? Check it out!

#librarians #libraryCareers #libraryHiring #librarySchool #tumblarians

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

Winter Reruns: Most Popular Questions and Their Answers

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.

The top five most viewed posts of all time are not surveys, they are actually from the feature Further Questions, in which I ask a list of folks who hire LIS workers to dive deeper into a single question. They are:

• How and When Should a Candidate Decline an Interview? (July 2013)
• Should Internships Go Under Employment Experience or in a Separate Section? (January 2014)
• Should an Applicant Include More Than One Reference From the Same Job? (September 2013)
• Would You Hire Someone Without Library Experience for a Librarian Position? (April 2012)
• What are Your Favorite Questions to Ask in an Interview? (April 2012)

Other popular Further Questions that are further down the most-viewed list are:

• What Should Candidates Wear? (July 2012)
• Should Coursework Go on a Resume? (September 2012)
• Do You Send Questions to Interviewees before the Interview? (April 2022)
• What Questions Should Candidates Ask You? (November 2012)
• How Can a Candidate Ace Dinner with the Search Committee? (June 2013)

If you’re interested in the entire list of questions I’ve asked over the years, I have a spreadsheet here. There are 243 posts. Some questions have been asked multiple times over the years, I’m slowly connecting those on the spreadsheet, as well as grouping by keyword.

If you’re interested in suggesting questions to ask, or in being someone who answers questions, I’d love to have you on board. You can email me at hiringlibrarians at gmail, and I’ll get back to you when I return from this break.

#librarians #libraryCareers #libraryHiring #librarySchool

Winter Reruns: “Do not ask questions. My pet peeve. This is useless and a waste of our time.” 

I’m taking time off! I’ll be back with new content in late 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 survey was filled out on March 26, 2022 and the original post ran on February 16, 2023. In my notes about this one I have written, “is this even real?” I see a lot of strange takes but this one feels pretty screwy indeed. Candidates make a choice, just like people who hire do, and asking questions about the work and the workplace is a pretty key activity in information gathering for that choice. I don’t have any way of verifying answers, so maybe it’s not real? Or maybe it is and it’s just very uncool.

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Administrative Manager/Regional Manager

Titles hired include: Administrative Manager, Librarians I-IV, Sr. Library Assistant, Library Assistant I-II, Clerk, Page

Who makes hiring decisions at your organization:

√ HR

√ Library Administration 

Which of the following does your organization regularly require of candidates?

√ Online application 

√ References

√ Proof of degree 

√ Written Exam

√ Oral Exam/Structured interview 

√ More than one round of interviews 

Does your organization use automated application screening? 

√ Yes 

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

Energy, enthusiasm 

Do you have any instant dealbreakers?

Stating misinformation about organization, bad grammar, lingo and cliches

What do you wish you could know about candidates that isn’t generally revealed in the hiring process?

Mental health issues

How many pages should each of these documents be?

Cover Letter: √ We don’t ask for this  

Resume: √ Only One!

CV: √ We don’t ask for this  

What is the most common mistake that people make in an interview?

Not researching organization;, rambling, unfocused answers that are too long

Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?

People tend to sound more monotone and show less enthusiasm in this setting. Smile sometimes and look at the camera. Be aware of your background and keep it simple. It can be needlessly distracting.

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

Emphasize customer service, work with people 

When does your organization *first* mention salary information?

√ It’s part of the job ad 

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

Too expensive to live in our area now. Makes it hard for lots of people.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

None! Do not ask questions. My pet peeve. This is useless and a waste of our time. 

Additional Demographics

What part of the world are you in?

√ Western US 

What’s your region like?

√ Urban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ 201+ 

Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

#librarian #librarians #libraries #libraryCareers #libraryHiring #libraryInterview #libraryJobs

Winter Reruns: “Do not go to library school. Librarianship is a dying profession.”

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 is the most viewed of any survey response, 2012-2025. The anonymous respondent filled out my survey titled “What Should Potential Hires Learn in Library School?” on August 9, 2013, and the post originally ran on January 14, 2014.

If you visit the original post, you’ll see lots of comments, and pingbacks from other folks who cited the interview, I think because the title so directly addresses an two eternal LIS angsts, “is librarianship dying?” and “do we even need library school?” We could (and do) talk about these topics at great length.

Somewhat tangentially, I do in fact ask “Is Librarianship a Dying profession?” in my State of the Job Market surveys (2015 and 2024). In both years, only a small percentage said yes (4.46% in 2015 and 7.69% in 2024). And several people felt offended to even be asked, saying things like “What kind of fucking stupid question is this?” 2024 did seem to demonstrate overall a greater doubt about our resiliency. In addition to a small increase in the percentage of folks who thought we were dying, there was also an increase in those who weren’t sure and who wrote in an “other” answer. The percentage of folks willing to say “no, we are not a dying profession” decreased. I am curious to know how these responses have changed in the last year, as we face direct threats to our work from the federal government, and other extremist groups.

This anonymous interview is with an academic librarian who has been a hiring manager and a member of a hiring or search committee. This person hires the following types of LIS professionals:

Reference librarians

This librarian works at a library with 10-50 staff members in a city/town in the Southern US.

Do library schools teach candidates the job skills you are looking for in potential hires?

√ Depends on the school/Depends on the candidate

Should library students focus on learning theory or gaining practical skills? (Where 1 means Theory, 5 means practice, and 3 means both equally)

2

What coursework do you think all (or most) MLS/MLIS holders should take, regardless of focus?

√ Grant Writing
√ Programming (Coding)
√ Web Design/Usability
√ Metadata
√ Research Methods
√ Information Behavior
√ Outreach
√ Marketing
√ Soft Skills (e.g. Communication, Interpersonal Relations)
√ Field Work/Internships

Do you find that there are skills that are commonly lacking in MLS/MLIS holders? If so, which ones?

We recently hired an Instruction Librarian and were looking for candidates with a strong technology background. Very few candidates had any sort of technology experience. Seems they are not learning necessary technology skills in the library school.

When deciding who to hire out of a pool of candidates, do you value skills gained through coursework and skills gained through practice differently?

√ No preference–as long as they have the skill, I don’t care how they got it

Which skills (or types of skills) do you expect a new hire to learn on the job (as opposed to at library school)?

I expect a new hire to learn reference service and other “librarian skills” on the job. I want new hires out of library school with strong technology skills and an overall view of the profession and of higher education (for academic librarians). Searching databases and knowing where to find information will depend on the library’s resources and can be taught in-house.

Which of the following experiences should library students have upon graduating?

√ Library work experience
√ Other presentation
√ Other publication
√ Teaching assistant/Other instructional experience
√ Other: Technology

Which library schools give candidates an edge (you prefer candidates from these schools)? Are there any library schools whose alumni you would be reluctant to hire?

I see no discernible difference in library schools. It is really all about what the candidate did while in school. (i.e. classes taken, skills learned, job experience)

What advice do you have for students who want to make the most of their time in library school?

Do not go to library school. Librarianship is a dying profession. But if you are going to go, get as much technology training as you can and get a wide array of experiences in a library so you know what you want to do and have a better understanding of how libraries work.

Do you have any other comments, for library schools or students, or about the survey?

I think it would make an interesting study to compare the curriculum of library schools today to the curriculum from previous decades. I am not sure too much has changed. I think library schools spend too much time on “librarian skills” (i.e. how to use a gazetteer) than on skills needed in the modern library. A disconnect exists between library schools and practicing librarians.

This survey was coauthored by Brianna Marshall from Hack Library School. Interested in progressive blogging, by, for, and about library students? Check it out!

#librarians #libraryCareers #libraryHiring #librarySchool #tumblarians

Hiring Librarians Hiatus

Well Hi There!

I’ve decided to take a couple months off from Hiring Librarians. My plan is to neither create content nor check email nor look at the socials through late January. Then I’ll start recording new podcast episodes and put together a new survey to release in February.

To help me out, please share ideas for new content, feedback on what I should focus on next year, or general opinions, on this survey. Feel free to skip any questions that don’t apply or interest you.

I do have a few posts scheduled to run while I’m on break. I’ve pulled some of the greatest hits and most reviled posts, and will be doing about one Winter Rerun a week.

If you really need me, you can find non-Hiring Librarians contact info over at my personal website. Otherwise, see you next year!

Your Pal,

Emily

“We recently had an applicant tell us, ‘You don’t have a discovery layer or an AI chatbot. This is outdated, so you need me!'”

This anonymous interview is with someone who hires for a:

√ Academic Library 

Title: Access Services Librarian

Titles hired include: Systems Librarian, Reference Technician, Circulation Technician, Student Assistant Supervisor

Who makes hiring decisions at your organization:

√ Library Administration

√ The position’s supervisor

√ A Committee or panel 

√ Employees at the position’s same level (on a panel or otherwise)

√ Other: Other faculty, for faculty librarian roles

Which of the following does your organization regularly require of candidates?

√ Online application

√ Cover letter

√ Resume

√ References

√ Demonstration (teaching, storytime, etc)

√ More than one round of interviews

√ A whole day of interviews

Does your organization use automated application screening? 

√ No 

Briefly describe the hiring process at your organization and your role in it:

Long! For librarian: online application (librarian/search committee chair can review all), round 1 (Zoom panel interview), round 2 (face-toface: panel interview, teaching demo, meet with library director, meet with potential staff if applicable, library tour, lunch), reference checks, Zoom interviews with AVP and VP, etc.

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

Really addressing the position description. Telling us how YOUR skills and experiences meet OUR needs.

Do you have any instant dealbreakers?

Cover letter/interview mismatched to job. E.g., talking a lot about your passion for teaching when we’re recruiting a circulation tech. It tells me you won’t stay in this job for long.

How many pages should each of these documents be?

Cover Letter: √ Two is ok, but no more  

Resume: √ Two is ok, but no more

CV: √ We don’t ask for this

What is the most common mistake that people make in an interview?

Being overly terse and factual. Just saying “I can do X because I’ve done it for 10 years” — make a case for yourself!

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

Check your camera placement and background beforehand. Avoid anything distracting – if we’re looking up your nose or there’s something odd behind you (like a wrinkled bedsheet used to screen the room…), we’re not paying as much attention to what you’re saying.

When does your organization *first* mention salary information?

√ It’s part of the job ad

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

Show me that you understand how your skills transfer. E.g., for a circulation position managing equipment lending, the successful applicant explained how their background in healthcare would help them with data entry, detail orientation, and patron confidentiality. Great!

When does your organization *first* mention salary information?

√ It’s part of the job ad

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

HR must approve candidate pools for diversity (self-reported demographic categories) and will readvertise if they’re too homogenous. We provide the interview questions in text, though not in advance. We invite interviewees to inform us of accommodations needed. Otherwise, not much.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

Just be genuine. Read the job description – there’s only so much we can fit in there, so please ask about whatever we had to leave out! “What does a typical day/week look like?” is better than “Tell me about the training process/goals for the first 6 months.” Don’t ask about benefits – it’s on the website.

Additional Demographics

What part of the world are you in?

√ Northeastern US

What’s your region like?

√ Urban 

√ Suburban 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions 

How many staff members are at your organization?

√ Other: 15-20 for library, but we’re part of a college

Is there anything else you’d like to say, either to job hunters or to me, the survey author?

We recently had an applicant tell us, “You don’t have a discovery layer or an AI chatbot. This is outdated, so you need me!” No consideration that maybe these were deliberate choices, just an assertion that this person knew better than the people already working here. The candidate did not advance to the next round.

#Librarian #librarians #libraries #libraryCareers #libraryHiring #libraryInterview #libraryJobs

“If an hour is given for an interview and you finish in 15-20 minutes then you did not provide enough details in your answers.”

This anonymous interview is with someone who hires for a:

√ Public Library 

Title: Branch Manager

Titles hired include: Public Services Librarian, Assistant Branch Manager, Branch Manager, Children’s Librarian, Mobile Services Supervisor

Who makes hiring decisions at your organization:

√ HR

√ Library Administration

√ The position’s supervisor

√ A Committee or panel

√ Employees at the position’s same level (on a panel or otherwise)

√ Other: Outside organization professional

Which of the following does your organization regularly require of candidates?

√ Online application

√ Resume

√ References

√ Supplemental Questions

√ Demonstration (teaching, storytime, etc) 

Does your organization use automated application screening? 

√ No 

Briefly describe the hiring process at your organization and your role in it:

Job postings are made with a typical 2 week opening. Internal and external postings are done at the same time- no internal preference given. Applications require a resume, references, and short essay questions. Cover letter is optional. There are a few qualifying questions that weed out applicants. A panel independently scores the resume and essay questions with a structured rubric and the top 5-8 candidates receive an interview. Interview questions are given 24 hours in advance. The panel interviews the candidates and independently scores each candidate with a rubric. Executive director compiles the scores and we discuss the candidates, strengths in the position. The top candidate is typically offered the position, but occasionally the second candidate is offered the position at the directors discretion usually with the direct supervisors influence. I have served on 30+ interview panels.

Think about the last candidate who really wowed you, on paper, in an interview, or otherwise. Why were they so impressive?

Their personal story and what they overcame to get to this interview- immigrant from Africa, learned to read from classic books her dad brought home, immigrated as a young adult to the US, studied in public libraries until their English was strong enough to enter college. She educated her 9 children using the public library. There is nothing more she wants in life then to go back to Africa and open a public library which do not exist there.

Do you have any instant dealbreakers?

Using AI to answer application and interview questions. It is a regular occurrence in past year and a half.

What do you wish you could know about candidates that isn’t generally revealed in the hiring process?

Flexibility and willingness to pitch in to get a job done.

How many pages should each of these documents be?

Cover Letter: √ Only One!

Resume: √ Two is ok, but no more 

CV: √ Two is ok, but no more  

What is the most common mistake that people make in an interview?

If an hour is given for an interview and you finish in 15-20 minutes then you did not provide enough details in your answers. Applicants should use close to the allotted time without going over.

Do you conduct virtual interviews? What do job hunters need to know about shining in this setting?

Yes, dress in professional or at least smart casual. A crewneck is not good enough. Be aware of your background, blur it if need be. Use the time allotted without going over. Provide details and illustrate your answers with stories that showcase your skills.

How can candidates looking to transition from paraprofessional work, from non-library work, or between library types convince you that their experience is relevant? Or do you have other advice for folks in this kind of situation?

Stories bring skills and relevant experiences to life. Do not tell the same story more than once. It is a wasted opportunity to repeat yourself.

When does your organization *first* mention salary information?

√ It’s part of the job ad

What does your organization do to reduce bias in hiring? What are the contexts in which discrimination still exists in this process?

Hiring training on reducing bias in interview process. We openly talk about ways to reduce bias by learning about types of bias in depth.

What questions should candidates ask you? What is important for them to know about your organization and the position you are hiring for?

Ask questions of genuine interest or of things they want to know. I love a workplace culture question.

Additional Demographics

What part of the world are you in?

√ Notheastern US 

What’s your region like?

√ Rural 

Is your workplace remote/virtual?

√ Some of the time and/or in some positions

How many staff members are at your organization?

√ 51-100

Is there anything else you’d like to say, either to job hunters or to me, the survey author?

Very interested in crowdsourcing how people feel about applicants that use AI in their interview and application answers. I clearly have very strong feelings against it.

Author’s note: Hey, thanks for reading! If you like reading, why not try commenting or sharing? Or are you somebody who hires Library, Archives or other LIS workers? Please consider giving your own opinion by filling out the survey here.

#AcademicLibraries #libraryCareers #libraryHiring #libraryInterview #LISCareers

New Survey! It’s For You, Dear Readers!

Oh hey!

In contrast to my usual slapdash approach, I’m looking to plan Hiring Librarians projects and content for 2026. My hope is to take some time off in December and January, returning in February with new and amazingly helpful posts and podcasts.

In order to determine what would be most helpful, I’d love to hear from you. While you can always email me directly at hiringlibrarians AT gmail, I can’t resist creating a survey. So, would you please fill out What Should Hiring Librarians Do Next? to share your requests, suggestions and/or opinions? No questions are required, please feel free to just respond to what calls you. Note that I won’t know who you are, unless you choose the option to leave your email.

Thanks in advance for your feedback and suggestions! Please share widely with all your friends, colleagues, and compatriots.

Your Pal,

Emily

#GLAM #librarians #libraries #libraryCareers #libraryHiring #libraryJobs #LISCareers #lisJobs

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

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

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

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

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

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

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

Hiring Librarians Podcast S02b E13: Talkin Union with Jaime Taylor

We’re back!

After an unintentionally long break, we’re back. Let’s consider this Season 2b.

This episode my guest is Jaime Taylor. Jaime is a contributing person-who-hires-library-workers on the Further Questions feature here on Hiring Librarians (which returns tomorrow), the Discovery & Resource Management Systems Coordinator at the W.E.B. Du Bois Library, University of Massachusetts, a proud union member, AND a coordinator of library staff working in THREE different unions. On this episode of the hiring librarians podcast, we’re talking about unions, hiring, getting hired, and what exactly systems librarians do anyway. I hope you enjoy and I’d love to hear your thoughts on the topic.

An AI-generated and not completely error free transcript is here.

Speaking of links, in this episode we talk about:

• Massachusetts Society of Professors (MSP)  
• Professional Staff Union of the University of Massachusetts Amherst and Boston (PSU)
• University Staff Association (USA)
• American Society of Mechanical Engineers (ASME)
• Massachusetts Teachers Association (MTA)
• National Education Association (NEA)
• Jorts (and Jean) One Step for Each Paw Four Steps to Form a Union
• DC37 (New York City Public Employee Union)
• United Automobile, Aerospace and Agricultural Implement Workers of America (UAW)
• Service Employees International Union (SEIU)
• And you’ll hear three different commercials for my upcoming class through ALA CORE which runs August 4 through August 29, 2025

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 #libraryJobs #LibraryUnions #LISCareers #Unions

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

Hiring Librarians Podcast S02 E12: Jay

Oh hey, it’s the twelfth episode of season two!

This episode my guest is Jay, who you may know from the Library Punk podcast. If you haven’t listened to it, it’s a leftist podcast, and I find it fun, interesting, and opinionated. I did an episode back in October. While I was there, Jay mentioned that he had recently transitioned from his role as the director of a small academic library to a role in the cataloging department of a public library system. I thought that would be an interesting journey to talk about, so (six months later) here we are. I hope you enjoy our conversation.

My system to generate the AI-generated and not completely error free transcript is currently down, but I’ll get that linked here ASAP.

Speaking of links, in this episode we talk about:

• Library Punk
• Homosaurus
• Democracy is Power: Rebuilding Unions from the Bottom Up
• Berserk

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!

#CripLib #Librarian #librarians #libraries #Library #libraryCareers #libraryHiring #libraryInterview #libraryJobs #libraryPodcast #LISCareers #MEAction

Hiring Librarians Podcast S02 E09: Katie Quirin Manwiller (part one of two)

Oh hey, it’s the ninth episode of season two! This is the first of two episodes discussing disability and LIS hiring. This first episode focuses a bit more on advice for people looking for work, and the second episode focuses a little more on advice for people doing hiring. But both of these perspectives come up in each episode.

Katie Quirin Manwiller is the Education Librarian and Assistant Professor at West Chester University. She is chronically ill and dynamically disabled. Katie’s scholarship focuses on improving disability inclusion in libraries through incorporating disability into equity work, addressing disability misconceptions, and creating accessible work environments. She is currently pursuing a second master’s degree focused on disability inclusion in higher education.

A few months ago, I was looking for resources to add to the “Accommodations and Disabilities” section of Interview Resources for Job Seekers. Katie Quirin Manwiller, who had written Hiring Better: Disability Accommodations & the Hiring Process here on Hiring Librarians, popped up to provide several great links. She was also kind enough to agree to come on the podcast to talk about this more (and not just once, but twice!)

You can find an AI-generated and not completely error free transcript here.

Here are links for some of the things we talk about in this episode:

• #CripLib Website – for access to the Discord support network, and other LIS disability news and resources
• ADA timeline – While we don’t specifically reference this timeline by the American Bar Association, we do discuss the relative recency of the ADA, and talk a little bit about the timeline of Disability rights in the US.
• We Here Job Board – This is a job board for BIPOC in LIS. We don’t know of any job boards specifically for people with disabilities, but this one might be good for BIPOC library workers with disabilities.
• Job Accommodations Network – One of the things this website provides is suggestions and information about possible accommodations for various disabilities, limitations, and occupations.
• Navigating the Academic Hiring Process with Disabilities by Gail Betz – article describing academic librarians’ self-accommodations strategies (and you might also be interested in the synopsis she wrote for Hiring Librarians)

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!

#CripLib #Librarian #librarians #libraries #Library #libraryCareers #libraryHiring #libraryInterview #libraryJobs #libraryPodcast #LISCareers

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

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

Your Participation is Requested!

Hi Friends!

There are a number of crowdsourced services and resources here on Hiring Librarians. Would you care to be part of the crowd?

1. Are you interested in getting a lot of eyes on your resume or CV?  

If so, try crowdsourced resume and CV review, here on Hiring Librarians.

Here’s how it works:

We post resumes or CVs from any library or LIS job hunter who submits one. Other job hunters, as well as a few ringers (hiring managers) and other members of the public will be able to provide feedback in the comments section. Folks who submit CVs or resumes for review must also agree to comment on at least five other posted resumes/CVs (it’s a pyramid scheme mutual aid!)

We will do our best to moderate comments, but please do be aware that this will truly be public review – anyone and everyone on the internet will be able comment.

To have your resume or CV posted:

• First, take a look at the comments on previously posted resumes/CVs and see if any would apply to yours.  Edit if necessary
• Your CV or resume will be posted as-is, so please remove any information that you are not comfortable having publicly available (I suggest removing your email address and phone number at a minimum)
• Then, send it as a PDF to [email protected]
• Please include a short statement identifying if it’s a resume or CV and describing the types of positions you’re using it for (institution type, position level, general focus)
• Finally, you will also need to confirm that you agree to comment on at least five other posted resumes/CVs

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

Do you know about The Interview Questions Repository?

The Interview Questions Repository is a Google sheet with questions that have been asked on more than 600 library or LIS interviews over the last decade.

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

3. Are you interested in salary transparency?

Interested in viewing Salary Info from more than 300 LIS workers? The second page of the Interview Questions Repository shares that data. If you are interested in adding your own salary info, please use this form.

I have collected additional salary transparency resources here.

If you have feedback, I’d love to hear it. Please feel free to email me or use the contact form.

4. Do you have opinions?

These surveys are still collecting responses:

• 2024 State of the LIS Job Market (for folks who hire in a LIS field)
• 2023 Job Hunter’s Survey (for people who are currently job searching)
• Hiring Library Workers and Other Information Professionals (for folks who hire in a LIS field)
• All About Cover Letters (for folks who hire in a LIS field)
• Personal Professional Websites (for people who have a personal professional website)

5. Thank you!

Please help these resources grow by participating early and often, and sharing widely with all your friends and colleagues.

Your Pal,

Emily

#cvReview #libraryCareers #libraryHiring #libraryJobs #resumeReview

Library vacancy at Chatham House in London for an enthusiastic and experienced librarian who enjoys working with people, systems and a whole range of other tasks in this busy special library.

Read full job description here:
https://careers.chathamhouse.org/jobs/3585648-librarian

#LISjobs #LibraryJobs #Libraries #LibraryCareers

(this is a rejigging of my former role but feel free to ask me about it!)

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/

Voting starts March 11th.

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

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