Live and recent posts from across the Fediverse tagged #library-jobs, aggregated by home.social.
Wir suchen eine Sachgebietsleitung Monographien (print & elektronisch) (m/w/d)
📅 Start: 01.01.2027 | 💼 A 11 HBesG / E 11 TV-G-U
Im Fokus steht die aktive Mitgestaltung der Medienbearbeitung von morgen: von der Weiterentwicklung der Erwerbung sowie Katalogisierung gedruckter Monographien & E-Books bis hin zur Digitalisierung und Automatisierung von Geschäftsprozessen.
👉 Alle Infos zum Stellenangebot sowie zur Bewerbung: https://karriere.uni-frankfurt.de/gu-frankfurt/job/58422
Hey #GLAM folks, spread the word about this.
It's a really cool area if you can handle the Winters.
Lots of outdoor stuff to do, nice movie theater, lots of restaurants in a small downtown that kept its original architecture. Mississippi River is right next to it.
#Chance | Position: Librarian and Archivist. Part-time, initially twelve months, focus on cataloguing the institute’s archvie | Leo Baeck Institute London | 🔗 Details: https://www.jewishstudies.de/de/nachrichten/lbilondonlibrarchsep26/
Deadline: October 18, 2026
Happy Friday all.....
Thought i'd share some jobs in Library Land that you might not have come across.
First up is a part time library assistant at the Royal Northern College of Music in Manchester www.artsjobs.org.uk/jobs/83811
#FridayLibrary #LibraryJobs #LISJobs
Library Assistant | Job
RE: https://openbiblio.social/@bibliojobs/116928818177259377
Und auch für unsere Teilbibliotheken suchen wir eine*n neue*n Kolleg*in! #getFediHired #libraryjobs #bamberg
RE: https://openbiblio.social/@bibliojobs/116928813432883333
Lust auf #OpenAccess, #Metadaten und #OpenSource? Wir arbeiten mit #DSpace-CRIS und #OJS - und suchen Verstärkung! Bei Fragen gerne PN an mich! #FOSS #getFediHired #libraryjobs #bamberg
Librarian job opening at York University (Toronto), in Research and Scholarly Communications. Deadline 15 May.
Work will include research visibility, research data management, OA publishing, research impact, plus some subject teaching and consultations.
Salary range: $110–$130,000 CAD. Unionized. Any questions about York University Libraries, I'm glad to try to answer.
https://www.yorku.ca/vpepc/faculty-affairs/wp-content/uploads/sites/698/2026/04/LIB_RSCL.pdf
This would be a dream job for this unemployed librarian. #Libraryjobs #Librarians
https://stuckattheairport.com/2026/04/07/where-to-find-books-at-airports/
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.
Image: Anita Ozols works at typewriter in Chubb Library Cataloging Department, shortly before move to the new Alden Library by Ohio University Libraries on FlickrThis 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
#libraries #libraryCareers #libraryHiring #libraryInterview #libraryJobs #LISCareers
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.
Walton LaVonda, U.S. Fish and Wildlife Service, Public domain, via Wikimedia CommonsPlease 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:
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.
#Librarian #librarians #libraries #libraryCareers #libraryHiring #libraryInterview #libraryJobs
Winter Reruns: “As a female I wish I could wear Doc Martens to interviews”
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 “What Should Candidates Wear?” survey response was completed on September 11, 2012 and ran on June 14, 2014. While this particular post may not be in the “most reviled posts” category, this survey certainly is (and rightly so). You can read more about some of the issues if you follow the links in the opening note on this post.
I regret having put this survey together, and running it for so long. I was attempting to help answer a common question, “What should I wear to my interview?” but ended up creating something that reinforced stereotypes and othering. When I wrote it, I identified as a feminist, but ultimately I had very little knowledge or understanding about gender as a construct, or gender theory beyond a few late 90s women’s studies courses. For example, I learned the word “cisgender” during the run of this survey, not before.
One of the purposes of Hiring Librarians is to illuminate the things that people who hire believe to be true, even when those opinions are pretty horrible. Hiring is an area where received wisdom, opinions, and bias can easily turn into policy and procedure. It’s important that we figure out what our unspoken beliefs are, so we can identify them as needing to change. This survey uncovered a lot of horrible beliefs, including my own. While there is at least that one positive, it doesn’t seem worth it. I apologize to the folks that this survey hurt.
So why run this now? I had a debate with myself, and have decided that unlike the other reruns, which I’ll post in full, I’m just going to link this one. It is high on the most views of all time list, which is what I’m trying to revisit during the break. With time as a buffer, the whole thing also feels a little less incendiary to me – it’s one of a lot of outdated ideas. Let me know if I’m wrong about that.
This post may be so popular because it was the last of this survey, but Google also tells me that one of the search queries that leads folks to the blog is “can you wear doc martens to an interview?” If that question lead you here I’ll give you my answer now: yes, you can wear Doc Martens to your interview. If that’s a deal breaker for your potential employer, maybe you don’t want to work there then.
Link to: As a female I wish I could wear Doc Martens to interviews
#interviewClothes #Librarian #libraries #libraryHiring #libraryInterview #libraryJobs
#libraryjobs Reminder! Our two Diversity Residency positions are closing soon! OER librarian closes TODAY; Music & Performing Arts Special Collections closes FRIDAY: https://www.library.illinois.edu/geninfo/residents/
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.
Karl Geiger (1855-1924), Dt. Bibliothekar, Direktor der Universitätsbibliothek Tübingen 1895-1920. Julius Wilhelm Hornung, CC0, via Wikimedia CommonsThis 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
2 Library Diversity Residency positions are still open here at Illinois! Deadlines are coming for applications, though...
https://www.library.illinois.edu/geninfo/residents/ #libraryjobs
Rant - This is not a library director's salary in the Boston area.
.
#libraryjobs #libraries #jobmarket.
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
#GLAM #librarians #libraries #libraryCareers #libraryHiring #libraryJobs #LISCareers #lisJobs
“I have never been offered a ‘permanent’ position.”
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?
√ More than 18 months
Why are you job hunting?
√ I’m unemployed,
√ I’ve been threatened at my job or had to deal with hostility/danger/scary behavior from the public or coworkers
Where do you look for open positions?
Institutional websites, ALA and similar sites
What position level are you looking for?
√ Entry level,
√ Requiring at least two years of experience
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Special library
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ Yes, to a specific list of places
What are the top three things you’re looking for in a job?
1) Good pay & benefits 2) Professional work environment 3) Qualified & dedicated co-workers
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
several 100s
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,
√ Prioritizing work-life balance,
√ Other: Staff who are competent & qualified for their jobs
Do you expect to see the salary range listed in a job ad?
√ Yes, and it’s a red flag when it’s not
The Process
How much time do you spend preparing an application packet?
1-2 hours
What are the steps you follow to prepare an application packet?
ensure my cover letter and resume correlate to the job listing and institution
How do you prefer to communicate with potential employers?
√ Email and mail
When would you like potential employers to contact you?
√ To acknowledge my application,
√ 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?
1-2 months
How do you prepare for interviews?
I used to, but I don’t bother to anymore
During your current search, have you had any of the following experiences:
If you have ever withdrawn an application, why?
Because something the hiring committee said & did after my first interview made it clear to me that they already had someone local whom they were going to hire & who wasn’t the least bit qualified for the job. (And, when the hiring announcement was made, it turned out I was completely right.)
If you’ve turned down an offer (or offers), why?
I turned down one job early in my job hunt for many reasons, the top reasons included: they had a wide array of projects they wanted done but with no money budgeted for them; the library director made it clear she was only there for a couple of years passing her time on the way to something better; after visiting for the interview, I didn’t like the city or the library/college where the job was located; I didn’t like the one employee I would have to work with the most (& it was clear no one else already working there could stand her either); I resented the fact that they persistently lied about the other (non-existent) candidates for the job; it was clearly the workplace from hell
What should employers do to make the hiring process better for job hunters?
1) Quit asking for my SSN before you’ve hired me.
2) Get rid of online application services that require ‘creating accounts’ (especially ones that can not be deleted) and that require typing in hours worth of information into ‘fields’ on the computer in addition to uploading a resume when all the relevant information you need is already contained in the resume. I’ve gotten to the point where I prioritize applying for jobs where I can just upload or email or mail my cover letter and resume.
You and Your Well-Being
How are you doing, generally?
√ I’m frustrated,
√ Not out of money yet, but worried, I feel alone in my search
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?
A word for employers: if you already know you are going to hire the department head’s ne’er-do-well nephew, or the library director’s alcoholic mistress, or the long time volunteer who isn’t remotely qualified for the job but deserves to be rewarded for all the years of serving up cake and punch during children’s programming, don’t post the job and waste applicants’ time. The 2 most frustrating things about my never-ending job search are: 1) Realizing that most jobs are already filled before they are posted. 2) Realizing that highly qualified candidates are frequently passed over for individuals with little to no qualifications whatsoever.
Job Hunting Post Graduate School
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ More than six months before graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ Other: I obtained my first full-time professional position before I graduated, but it was only temporary, grant-funded. And all my jobs have been temporary, grant-funded. I have never been offered a ‘permanent’ position.
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)?
No, my Library School was & is less than useless.
#glamJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #lisCareers #lisJobs
“Sometimes who you know hurts the job process.”
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?
√ A year to 18 months
Why are you job hunting?
√ This is the next step after finishing library/archives/other LIS graduate degree,
√ I’m unemployed,
√ I’m underemployed (not enough hours or overqualified for current position),
√ I’ve been threatened at my job or had to deal with hostility/danger/scary behavior from the public or coworkers,
√ Because I’m worried about a possible recession
Where do you look for open positions?
Archives Gig, LinkedIn, Library Job line, USA jobs, Indeed
What position level are you looking for?
√ Entry level
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Special library
What part of the world are you in?
√ Western US (including Pacific Northwest)
What’s your region like?
√ Urban area,
√ Suburban area,
√ Rural area
Are you willing/able to move for employment?
√ No,
√ Yes, to a specific list of places
What are the top three things you’re looking for in a job?
Flexible, Opportunity to grow, non toxic workplace
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
15 estimate
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well,
√ Having a good reputation,
√ Funding professional development,
√ 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?
Not enough information. Seeing the job ad posted regularly indicating frequent turnover.
The Process
How much time do you spend preparing an application packet?
2-3 hours
What are the steps you follow to prepare an application packet?
Curate resume/cv to job ad. Write cover letter covering key experiences that fit with resume.
How do you prefer to communicate with potential employers?
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?
2 weeks
How do you prepare for interviews?
Reading the job ad, researching the company, reviewing my resume and cover letter. Rehearsing potential examples of experiences.
What are your most hated interview questions, and why?
Tell me about a time… questions. This is popular right now but it creates a scenario where good story telling is required.
During your current search, have you had any of the following experiences:
If you’ve asked for an accommodation, what happened?
Too scared to ask.
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:
Sometimes who you know hurts the job process. The library/archive world is small. A few times my supervisor suddenly becomes unpopular within this world and because I worked under them I am not considered.
What should employers do to make the hiring process better for job hunters?
Be honest. If you are probably going to hire an in internal candidate it should be clear. Having positions that don’t require so much experience up front. A masters is expensive and volunteering to get experience required takes a long time (archives and history related jobs specifically).
You and Your Well-Being
How are you doing, generally?
√ I’m somewhat depressed,
√ I’m frustrated,
√ I’m running out of money,
√ I feel alone in my search
What are your job search self-care strategies?
Trying not to panic. Not obsessing about the process constantly.
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?
It’s hard. I’m struggling. I wish I had better advice.
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?)
2024
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?
√ Hasn’t happened yet – I’m still looking
What kind of work was your first post-graduation professional position?
√ Volunteer
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?
No
#glamJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #lisCareers #lisJobs
Further Questions: Best Advice for Getting Hired and for People Who Hire
Let’s do a deeper dive into specific hiring questions! About once a month, I get answers from a group of people who hire library and LIS workers. I’d love to hear from you: what should I ask next time? Or, let me know if you’d like to join the pool of people who might answer.
I’m gearing up to take a couple months off, so to tide us over while I’m gone I have a very broad two-part question:
1. What is your most important piece of advice for people looking for LIS work?
2. What is your most important piece of advice for people who hire LIS workers?
Donna Pierce, Library Director, Krum Public Library:
For the person looking for work – Experience – volunteer for a small library so you have an idea of what really happens! Work on customer service skills unless you know that whatever you do you won’t be dealing with the public. (You would be surprised at how few areas don’t require some type of customer service!) Also, at least in public libraries, look at how your hobbies and interests can translate into programs or services.
For those hiring – customer service skills, ability to recognize patterns and ask questions (do all the books with a green sticker go in the same area? Why is this book different? Is this really where this book belongs?); plus attention to detail. If their application has misspellings (my favorite was the person who had an education degree and misspelled “education”!) that is a huge red flag.
Dr. Erica England, First-Year Experience Librarian, Washington State University:
1. Most important for people looking for LIS work: Sell yourself! Even if you don’t think that you have the necessary skills, I guarantee you have done something that can be translated into value. Whether it’s solving problems, learning quickly, or staying calm under pressure — those are all skills that employers are looking for. Don’t downplay your experience just because it doesn’t have a fancy label.
2. Most important for people hiring: The LIS degree matters and is invaluable. Don’t assume that holding a PhD means someone knows how to research effectively. LIS professionals are trained in information literacy, search strategy, and source evaluation — skills that many others lack. Our expertise fills critical gaps in how people find, assess, and use information. That should never be discounted.
Gretchen Corsillo, Director, Rutherford Public Library:
1. My most important piece of advice for people looking for LIS work is to show off why you want the job you’re applying for. I see too many applications come across my desk that are not at all tailored to the role in question, and that is usually an automatic no for me. If you’re invited for an interview, bring specific examples to show what appeals to you and highlight that you’ve done your research about the library. This sends the message that you’re invested in the organization and understand why you’d be a good fit.
2. My most important piece of advice for people who hire LIS workers is to look at non-library job experience as an asset. I’ve seen a lot of hiring professionals write great candidates off because they’ve transitioned from another field or otherwise had a lot of experience doing something different. Many skills are transferable to library work. Some of my best hires over the years have come from backgrounds in retail, education, etc. While there are many roles that do require specific library experience, it’s important not to discount outside-the-box skills as well. Try to look at the candidate’s background as a whole, rather than just how long they’ve been in the library world.
Dr. Colleen S. Harris, Dean, Killam Library, Texas A&M International University:
1. What is your most important piece of advice for people looking for LIS work?
Most importantly, where you can do so authentically, connect your interview question answers to your professional experience, lived experience, or what you know from your research about the institution. It grounds your answer in context which is helpful to the committee members who are likely using a set question list and rubric to ensure fairness across candidates. Even if your experience is outside libraries, customer service is customer service, and helping people solve problems is universal. Also, if you have questions, ask (and ALWAYS have questions).
A secondary piece of information, not really advice, is that at least in academic libraries we have very little control over the HR portion of the hiring process which includes important communication. We can set up the interview, but any communication after the in-person interview is not allowed to come from the search chair or even the dean, everything must come from HR. This means that as much as we would like to keep in communication to keep you updated, we are usually (in the various state systems I have worked in over my career) not allowed. Please know if you are not notified about a position closing or not being chosen until wildly late, we would very much prefer to be able to give you such information sooner but are restricted by our institutional processes and policies. I promise, we think it’s as shitty a system as you do–we genuinely value your time and effort.
2. What is your most important piece of advice for people who hire LIS workers?
I have three:
(1) Create spaces for kindness where you can. Interviewing is grueling, and the academic all-day interview is a gauntlet of being “on”. Build in time for bathroom/breathing breaks between interview sessions.
(2) Share the interview questions in advance via email with Zoom candidates, and in writing with in-person candidates so they have something to refer to or scribble on during the committee interview session. Especially in the Zoom scenario, receiving those 30-60 minutes prior can allow the committee to see the candidate performance without unnecessary stress shading things. It’s not enough time to heavily prep a question for a candidate to present themselves unrealistically, but it is enough time for the candidate to not feel blindsided and to shake off their nerves. Which leads me to:
(3) Remember that we want candidates to feel as comfortable as possible so they perform to the best of their ability. Whatever we can do to put them at ease gives us a more realistic baseline from which to judge their performance. We should do this as decent humans, but if you need a formal motivator to be kind, there you go!
Jess Herzog, Director of Adult Services, Spartanburg County Public Libraries:
1. What is your most important piece of advice for people looking for LIS work?
Be yourself. I know this can feel very hard in the moment, when you’re about to walk into an interview and you’ve been trying so hard to get a job for months/years on end. But if you embrace yourself and who you are, show your personality and your passions, you won’t go wrong. To me, every hire is a “personality hire”; I can teach you how to use an ILS or set up AV equipment, but I can’t teach you to be skilled at customer service, patient with new tech users, or lighthearted with kids. Those indications come through what I see of your personality, so don’t hide it.
2. What is your most important piece of advice for people who hire LIS workers?
Remember that you are being interviewed too. It is absolutely wild to me how many of us–both people I’ve been on interview panels with and panels I’ve interviewed for–completely ignore this part of the interview process. Sure, it’s hard to get a job right now, but that doesn’t mean that we shouldn’t be putting our best feet forward as a collective. We’re representing our libraries, our departments, and our staff to an interviewee, and the way we come across sends a message about the workplace culture. So dress nicely, answer questions honestly and openly, and sell yourself and the library a little bit. It can go a long way.
Celia Rabinowitz ,Assistant Vice-President for Academic Engagement and Director of Mason Library, Keene State College:
What is your most important piece of advice for people looking for LIS work?
I wonder about what seems to be a disconnect between the accounts of job-seeking library degree holders about how many jobs they apply for without success and what hiring managers (at least in academic libraries which is what I pay attention to) report as very thin candidate pools for jobs. It seems increasingly challenging but I encourage job seekers to be as geographically flexible as possible. There are lots of reasons for not being willing or able to move. But if you find positions in places that seem to match you professional and personal needs, it’s worth considering a move. No job has to last forever. Even if you see it as the job that gets you to the next one in the place you’d rather be. I think that is my most important piece of advice these days. But please don’t forget to keep at it, to ask people to read your stuff before you submit it (open invitation for you to send that CV or cover letter to me), and don’t underestimate the value of all your experience.
What is your most important piece of advice for people who hire LIS workers?
Based on what I read from job-seekers I have two pieces of advice. The first is to offer entry-level positions that are truly that. Give newly degreed professionals who may have limited job experience in library or information environments the opportunity to get that first job. If these positions do not require previous experience then offer them that way. If previous experience is preferred, in many hiring situations a committee will be obligated to prioritize those candidates. The second piece of advice is to be sure you understand the notification process that your institution or organization uses to let individuals know who do not progress in the search, or who are not selected in a finalist round. The stories of job-seekers who never receive any communication, even after an in-person interview is troubling. Someone should be responsible for this and I encourage hiring managers or search committee chairs to be sure you know who that is.
Laura Daniels (she/they), Assistant Director, Metadata Production and Acting Director, Cataloging and Metadata Services, Cornell University Library:
What is your most important piece of advice for people looking for LIS work?
Be a little (but not too) picky. Think about where you want to be (the institution itself, and the location) as well as what you want to be doing. Don’t waste time applying for positions you don’t want or for which you are not qualified.
What is your most important piece of advice for people who hire LIS workers?
Hire for capability and potential, not charisma. It’s easy to get distracted by someone who interviews well. Don’t let that get in the way of considering what qualities and qualifications actually matter for the role.
#glamJobs #librarian #librarians #libraries #library #libraryHiring #libraryJobs #libraryWork #lisCareers #lisJobs
“It’s hard lol. There are so many jobs, I don’t know what to focus my time on.”
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?
√ This is the next step after finishing library/archives/other LIS graduate degree,
√ Looking for more money,
√ I want to work at a different type of library/institution,
√ Looking for remote/virtual work (or at least hybrid),
√ I’m worried I will be laid off/let go/fired from my current position,
√ I need more flexibility in my schedule (to care for dependents or otherwise)
Where do you look for open positions?
INALJ, ALA JobLIST, LinkedIn, HigherEd Jobs, college/university career pages.
What position level are you looking for?
√ Entry level,
√ Requiring at least two years of experience,
√ Supervisory
What type(s) of organization are you looking in?
√ Academic library,
√ Library vendor/service provider,
√ Public library,
√ Special library
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ Yes, anywhere
What are the top three things you’re looking for in a job?
Pay, reasonable schedule, hybrid or remote work
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
exactly 12 so far
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,
√ 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?
Requiring large amounts of experience while offering low pay.
The Process
How much time do you spend preparing an application packet?
I spent a lot of time preparing my resume, CV, and cover letter templates. After that, I just make slight changes based on job listing.
What are the steps you follow to prepare an application packet?
Creating and/or updating resume and CV. Also, creating cover letter templates based on the kind of jobs I want to apply for.
How do you prefer to communicate with potential employers?
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?
A couple weeks max.
How do you prepare for interviews?
I look at the job listing and prepare answers for how I can carry out the job duties.
What are your most hated interview questions, and why?
“Describe a time a patron was mad at you? What did you do?” I hate this question because I’ve answered a variation of this question too many times for many different jobs and it’s just annoying.
During your current search, have you had any of the following experiences:
If you have ever withdrawn an application, why?
I turned down an interview a year ago because I was still in grad school and wasn’t prepared to work full time yet.
What should employers do to make the hiring process better for job hunters?
Review applications and start interviewing faster. Many of us fill out dozens, if not hundreds of applications, we need to know asap if we are rejected or getting an interview. Also, list the pay. You can help yourself as an employer by listing the pay because some people won’t apply and you won’t have to read as many applications.
You and Your Well-Being
How are you doing, generally?
√ I’m despondent,
√ I’m frustrated,
√ I’m running out of money,
√ I feel alone in my search
What are your job search self-care strategies?
Taking breaks. Talking to my wife.
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?
For job hunters, please take a break and enjoy yourself. Also, you may need to take a low paying retail job while you search if you are having money problems. Employers, stop low balling qualified candidates, or anyone. Pay a living wage and people will stay.
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?)
2025
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ Less than six months before graduating with my MLIS/other LIS degree, but still before I graduated
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)?
University of Alabama sends out job posts the entire time we are enrolled and I still get the emails after graduation.
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
It’s hard lol. There are so many jobs, I don’t know what to focus my time on. Even jobs that I am overqualified for, I worry that I won’t get a call back.
#glamJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #lisCareers #lisJobs
“While my school has resources for job hunting because I’m an online student who lives in another state it is often not applicable to me.”
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?
√ This is the next step after finishing library/archives/other LIS graduate degree,
√ Looking for more money,
√ I want to work with a different population
Where do you look for open positions?
LinkedIn, Indeed, Handshake
What position level are you looking for?
√ Entry level,
√ Requiring at least two years of experience
What type(s) of organization are you looking in?
√ Public library,
√ School library
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ 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?
Collection development, chance for growth, and collaborative environment
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
4~
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,
√ 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
The Process
How much time do you spend preparing an application packet?
a few hours
What are the steps you follow to prepare an application packet?
making sure that know and have access to all vital information
How do you prefer to communicate with potential employers?
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?
a few weeks to a month
How do you prepare for interviews?
run through common and/or relevant interview questions and prepare answers
What are your most hated interview questions, and why?
Do you work well under pressure? Why should we hire you?
During your current search, have you had any of the following experiences:
You and Your Well-Being
How are you doing, generally?
√ I’m optimistic,
√ I’m maintaining
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?)
2025
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?
√ Hasn’t happened yet – I’m still looking
What kind of work was your first post-graduation professional position?
√ N/A – hasn’t happened yet
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
While my school has resources for job hunting because I’m an online student who lives in another state it is often not applicable to me.
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“My campus is being closed.”
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?
√ A year to 18 months
Why are you job hunting?
√ Looking for remote/virtual work (or at least hybrid),
√ Other: My campus is being closed. My position has been extended several times over the last year, but will end around May 2026.
Where do you look for open positions?
LinkedIn, ALA JobList, USAJobs, professional organization websites, corporate websites
What position level are you looking for?
√ Requiring at least two years of experience,
√ Supervisory,
√ Department Head,
√ Clerk/Library Assistant
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Library vendor/service provider,
√ Special library,
√ Other: non-library companies and organizations
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Suburban area
Are you willing/able to move for employment?
√ Other: I’d prefer a remote position
What are the top three things you’re looking for in a job?
A good fit to my abilities and skills; a livable wage; congenial co-workers/administration
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
126 (exact)
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 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?
Poorly written job description; skewed wages/experience ratio
The Process
How much time do you spend preparing an application packet?
2 hours
What are the steps you follow to prepare an application packet?
Research hiring institution; talk to anyone I know there or adjacent; edit resume to fit job description; fill out application; write cover letter; submit.
How do you prefer to communicate with potential employers?
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?
1-6 months
How do you prepare for interviews?
More research of the institution; look for anyone I know who has any insight to this particular institution; talk to colleagues in similar positions.
What are your most hated interview questions, and why?
“Tell us about a time you faced a problem, and how you dealt with it.”
During your current search, have you had any of the following experiences:
If you’ve turned down an offer (or offers), why?
Years ago I turned down a couple of offers when I realized they were not where I wanted to be, geographically.
What should employers do to make the hiring process better for job hunters?
Communicate, communicate, communicate!
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining,
√ I’m somewhat depressed,
√ I feel alone in my search,
√ Other: I’m procrastinating, knowing that I have my current job for a few more months.
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?)
1994
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ Less than six months before graduating with my MLIS/other LIS degree, but still before I graduated
In relation to your graduation, when did you find your first “professional” position?
√ Less than six months after graduating
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)?
no
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“No new employee can be expected to walk in the door and fix underlying staff issues right away.”
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?
√ This is the next step after finishing library/archives/other LIS graduate degree,
√ I’m unemployed,
√ Looking for remote/virtual work (or at least hybrid),
√ I need more flexibility in my schedule (to care for dependents or otherwise)
Where do you look for open positions?
Library & organization websites, LinkedIn, Glassdoor, Monster
What position level are you looking for?
√ Requiring at least two years of experience,
√ Other: Research/reference librarian, Database /Repository Data Librarian, Accesssibility Testing and Patron Support Librarian
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Library vendor/service provider,
√ Public library,
√ Special library,
√ Other: Other data and information centers
What part of the world are you in?
√ Southeastern US
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?
Professional growth, pay/benefits, work -life balance
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
Approximately 20
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,
√ Other: Having & stating a clear understanding of how I can /will make a difference in the organization – why I am wanted for the position
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?
Saying they are all a family = poor work /life balance; a position where responsibilities and time commitment are not referenced clearly OR the position salary doesn’t match the expected employee time /responsibility level
The Process
How much time do you spend preparing an application packet?
At least 3-5 hours
What are the steps you follow to prepare an application packet?
Depends on what they want, but generally, I write a cover letter, make sure my resume fits the organization, proofread for typos, prepare anything else requested, practice, possible interview questions and prepare my own questions for that particular organization
How do you prefer to communicate with potential employers?
√ 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
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?
It depends on the seniority of the position and how many applicants they receive. If they receive less than 50 applications, the process could be finalized within two weeks. If they have more than 200 applicants, the process could take a month or more. The process for filling Director or other administrative positions sometimes takes two, three months, but, if they were not going to move my application through the interview process, I would expect to hear from them sooner rather than later.
How do you prepare for interviews?
Research the organization, review standard interview questions, and prepare my own questions for that particular organization and my goals
What are your most hated interview questions, and why?
I don’t mind general scenario questions but I don’t like when I am asked specific scenario questions as if they want someone to come in and solve a problem. Especially when it is a personnel problem or a “personality conflict” question. No new employee can be expected to walk in the door and fix underlying staff issues right away.
I also don’t like being asked what is the least amount I will “take” for the job – as if I am buying something! (I’d rather ask what’s the most they will pay for my knowledge, skills, and experience)
During your current search, have you had any of the following experiences:
If you have ever withdrawn an application, why?
Requirements were added that I did not have
If you’ve turned down an offer (or offers), why?
A salary range was not in the position listing. The interview process was quick and when the offer was made, the proposed salary was less than I made 20 -25 years ago, for an exempt, salaried position, with minimal benefits.
What should employers do to make the hiring process better for job hunters?
Communicate!!!
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining,
√ I’m frustrated,
√ I feel alone in my search
What are your job search self-care strategies?
Umm…what?
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?
Job hunting stinks. I was very optimistic last summer and even in the early fall, but by the time I finished my program and took care of some family issues during the winter, the job postings I had been seeing throughout my MLIS program were gone. I haven’t seen many like them – in my area – since. I cannot relocate so I feel like I wasted time and money for three years.
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?)
2024
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ After graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ Hasn’t happened yet – I’m still looking
What kind of work was your first post-graduation professional position?
√ N/A – hasn’t happened yet
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
Not really just a list serve
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“Librarianship is not a career in which you are ever ‘finished’ training and learning new things”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
Job boards for regional and national professional organizations
Do you notice a difference in application quality based on where the applicant saw the job ad?
When jobs end up on Indeed or other general job boards (including “alt-ac” lists), we do get more unqualified applicants.
Do you include salary in the job ad?
√ Other: We are not allowed by HR to include the salary in the job ad, but we are usually allowed to give a range if people ask directly.
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ No
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Yes
What is the current most common reason for disqualifying an applicant without an interview?
Doesn’t meet the requirements. We try to keep the “required section” as short as possible and put most things in “preferred” experience, but we still frequently get applications from folks who just don’t have any practical or applied experiences (internships and class projects do count for this!), or who are trying to enter academic libraries after an advanced disciplinary degree program and don’t have any expertise in libraries.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: It’s not an official policy but we’ve been doing it more, according to the discretion of the search committee leader
If you provide interview questions before the interview, how far in advance?
One week
Does your interview process include taking the candidate out for a meal?
√ No, but we used to
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: This is not allowed by HR at all.
What is the most important thing for a job hunter to do in order to improve their hirability?
This is often said, but tailor the application to the job ad. If you have tangential experience, show us exactly how it applies to the stated qualifications in the job ad. Especially in the first round when we’re filtering out unqualified applications, we’re more likely to check the box “yes” if you use the phrasing used in the job ad. In the interview, show us examples of the skills we’re looking for – I often advise job seekers to make a list of anecdotes/project examples that correspond to each bullet point on the job ad, and bring it with you to reference.
I want to hire someone who is:
autodidactic
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Music Librarian
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Meets the basic requirements for the job. As this position was an academic liaison librarian position, we received many applications from folks who either had no education/interest in the liaison area, OR from folks with advanced degrees in the liaison area who had no prior experience or demonstrated interest in librarianship.
How did the recruitment for this position compare with recruitments in previous years?
We had a smaller pool because of the specificity of the liaison area, which is normal.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 3-4
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 2
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are the same number of positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ No
Why or why not?
The field is evolving and changing, as it always is. Librarianship is not a career in which you are ever “finished” training and learning new things; there are new areas of need emerging that didn’t exist 50 years ago, and former areas of priority in libraries that are no longer as relevant. However, over-reliance on temporary labor and budget crises are a huge threat to all of us.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Suburban area
What type of institution do you hire for (check all that apply):
√ Academic Library
What type(s) of LIS professionals do you hire?
Catalogers, subject liaisons and instruction librarians, technology librarians, archivists
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“I had an interviewer ask me how clean my car and my room was on a scale of 1-10 with no explanation.”
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?
√ A year to 18 months
Why are you job hunting?
√ This is the next step after finishing library/archives/other LIS graduate degree,
√ I’m underemployed (not enough hours or overqualified for current position),
√ I’m employed outside of the field and I’d like to be in it,
√ My current job provides insufficient or no benefits (Healthcare or beyond)
Where do you look for open positions?
LinkedIn, specific career pages (60+ on my list), AMIA listserv, Archivesgig.com
What position level are you looking for?
√ Entry level,
√ Clerk/Library Assistant
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Library vendor/service provider,
√ Public library,
√ Special library,
√ Media Archives
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ Yes, to a specific list of places
What are the top three things you’re looking for in a job?
relevance to my career goals as a film archivist, location, room for growth
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
80 (exact)
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well,
√ Having a good reputation,
√ Funding professional development,
√ 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?
If it’s a part-time or short-term role with little pay outside of where I’m willing to relocate to, then I don’t apply.
The Process
How much time do you spend preparing an application packet?
1+ hours.
What are the steps you follow to prepare an application packet?
I take notes on the job description, write/rewrite a cover letter tailored to the description, tweak my resume if needed, go through any application questions.
How do you prefer to communicate with potential employers?
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 type of institution, but anywhere from 3 weeks to 6 months (for an academic library).
How do you prepare for interviews?
I write out answers to potential interview questions and make sure I’ve researched their institution really well and have a good understanding of their collections and structure. I also try to write out as many questions as I can for them.
What are your most hated interview questions, and why?
I hate the vague, “tell me a time when…” questions because I feel like I don’t know what they want from my answer.
During your current search, have you had any of the following experiences:
If you’ve turned down an offer (or offers), why?
Yes. I turned down an offer for a position that I didn’t feel ready for or qualified for and would’ve had to move across the country for (though they would’ve provided relocation assistance). It didn’t feel like the right job to warrant the move, though I probably would’ve taken the job if it were closer or in a more ideal location.
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 had an interviewer ask me how clean my car and my room was on a scale of 1-10 with no explanation.
What should employers do to make the hiring process better for job hunters?
Be quicker and more informative in the hiring process. Keep the candidate updated if they haven’t been selected. If there are interview questions you can share ahead of time, please do that!
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining,
√ I’m somewhat depressed,
√ I’m despondent,
√ I’m frustrated,
√ Not out of money yet, but worried,
√ I feel alone in my search
What are your job search self-care strategies?
Get lots of sleep. Don’t just stare at LinkedIn all day. Go for a walk.
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?
It feels like it’s an especially hard time right now to find jobs in the LIS field and being rejected from jobs doesn’t always mean you’re lacking as a person. Things will turn around and something good will happen soon.
Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?
It’s nice to know that there are resources for people looking for jobs in this field. 🙂
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?)
2024
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ After graduating with my MLIS/other LIS degree
In relation to your graduation, when did you find your first “professional” position?
√ Hasn’t happened yet – I’m still looking
What kind of work was your first post-graduation professional position?
√ N/A – hasn’t happened yet
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
Come work here at Illinois! We have two Diversity Residency Visiting positions open. I'm chairing one of the two searches:
https://www.library.illinois.edu/geninfo/residents/ #libraryjobs
“we have qualified candidates apply and some who are less qualified”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
RAILS Library Job board, ILA job board, Indeed
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: We require experience working with the public, but not necessarily in public libraries.
What is the current most common reason for disqualifying an applicant without an interview?
Experience for the position
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
2-4 days
How much of your interview process is virtual?
√ Other: Depends on the situation. If we have out of state candidates, we offer virtual to all our candidates.
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
A good cover letter.
I want to hire someone who is:
engaged.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Public Services Assistant Manager
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Qualified and interested in this position
How did the recruitment for this position compare with recruitments in previous years?
Same – we have qualified candidates apply and some who are less qualified.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 2
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ I don’t know
Is librarianship a dying profession?
√ No
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Public Library
What type(s) of LIS professionals do you hire?
Adult and children’s librarians.
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“Sharing interview questions ahead of time is extremely helpful for me.”
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?
√ This is the next step after finishing library/archives/other LIS graduate degree,
√ My current job is temporary
Where do you look for open positions?
HigherEdJobs, ArchivesGig, Code4Lib, ALA joblist, ATLA, LinkedIn
What position level are you looking for?
√ Entry level
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Special library
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ Yes, within my country
What are the top three things you’re looking for in a job?
Type of work (cataloging), institution (special collections), and an urban setting
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
6 exactly
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well,
√ Funding professional development,
√ Other: Convey a workplace that is welcoming to continued learning and collaboration in professional interests
Do you expect to see the salary range listed in a job ad?
√ No (even if I might think it *should* be)
Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?
I have an academic background in religious studies, and have looked at ATLA’s job postings, but many require a statement of faith as part of the application materials, or state that you will have to sign a document agreeing with their doctrines. Definitely a red flag.
The Process
How much time do you spend preparing an application packet?
Initially, after feeling too overwhelmed to start the process for weeks, I spent a few hours preparing a resume and cover letter for a specific cataloging job. Once that first application was out of the way, I took further time to revise and seek feedback
What are the steps you follow to prepare an application packet?
I asked two mentors for feedback on my materials, and adjusted accordingly. For each position, I write down key words and responsibilities from the posting and attempt to group them together in related categories, which I use to restructure my cover letter, and add sections if needed to my basic template for cataloging jobs. I also modify the language in my resume to match the wording in the posting, and remove any bullet points or positions not relevant so it is no longer than two pages.
How do you prefer to communicate with potential employers?
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?
3-6 months
How do you prepare for interviews?
Preparing answers to common situational questions and examples for collaboration, technologies, and specific use of cataloging skills/standards/tools mentioned in the posting. Also a mock interview with a family member or friend.
During your current search, have you had any of the following experiences:
If you have ever withdrawn an application, why?
I was offered another position with better pay, location, and a focus closer to my preferred area of librarianship.
What should employers do to make the hiring process better for job hunters?
Sharing interview questions ahead of time is extremely helpful for me. I have anxiety, and find the interview process overwhelming to the point of physical sickness. This response is not representative of my actual capabilities at work, but to the specific context of an interview where I have no clear expectations and no familiarity with anyone involved. There’s a difference in expectations in the interview vs the workplace, and it’s unhelpful to insist that someone who can’t answer eloquently off the top of their head is unqualified or unequipped. If I know the questions 24 hours before or even just the morning of, its possible to have relevant experiences and thoughts on my mind that make the entire process better for the interviewer and for me.
You and Your Well-Being
How are you doing, generally?
√ I’m optimistic,
√ I’m maintaining,
√ I’m somewhat depressed
What are your job search self-care strategies?
designating time for it and trying not to worry outside of that time
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?)
2025
When did you start your first job search for a “professional” position (or other position that utilized your degree)?
√ Less than six months before graduating with my MLIS/other LIS degree, but still before I graduated
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)?
No. It’s a high ranked school that frequently reminds us of the fact, but does not have specific career support for library students and gives no guidance.
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
The support I had in my job search came from librarians I worked with in my school’s academic library. What allowed me to gain the skills I needed to get a job was prioritizing practical experience over classes, and taking every opportunity to do more varied work with a wide range of people.
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
Further Questions: AI and Hiring
Let’s do a deeper dive into specific hiring questions! About once a month, I get answers from a group of people who hire library and LIS workers. I’d love to hear from you: what should I ask next time? Or, let me know if you’d like to join the pool of people who might answer.
In a couple recent webinars I’ve conducted, I’ve heard from employers who want to know what to do about applications that are written by AI. Some are overwhelmed with poor or unqualified applications, and some are worried about inadvertently selecting a candidate who has “cheated” by having AI write their cover letter. I have also heard from applicants who are curious about using AI to help streamline their own application process – they wonder under what, if any, circumstances it would be a good idea. (I did previously ask about using AI to write cover letters in July of 2024).
So this month I’m asking multiple questions:
Melissa Moore, Head of Access Services, Ferndale Area District Library:
1. Have you encountered AI-written applications in any of your searches?
Yes. Not many, but I have seen a few AI cover letters
2. Were they obvious?
Very obvious. They are always very surface level answers that don’t really tell me anything. They also never include anything specific about the position or the library.
3. What did you do?
I stop reading and put that resume in my “no” pile.
4. Do you have any advice or recommended tactics regarding AI for other people or organizations who hire?
As a hiring manager, I firmly believe that using AI read/sort resumes is bad practice. If you ask for a cover letter, read it. It is also impossible for AI to find or understand nuance and interpret transferable skills that are not input into its programming. There is also the ethical concern of how LLMs are trained.
5. Do you have any advice or recommendations regarding AI for job seekers?
Don’t. Just don’t. Find already written examples and start there. Ask other people for help. Go to the library and check out one of the many resources tailored to creating resumes, cover letters, and more. Use your school’s career center (you can still get help even as an alumni).
6. Any additional concerns, open questions, or comments about AI and hiring that you’d like to share?
Using AI in the hiring process does not provide a diverse interview pool, contrary to what AI companies are telling you. AI resume screeners are shown to favor white males and tend to be more discriminatory than humans.
Using AI to write a resume or cover letter lacks personalization and detail that makes someone a stand out candidate that puts them at the top of the interview pile. I would rather have two sentences telling me why you want to work here than a perfectly constructed AI letter that doesn’t really tell me anything at all (or worse, has nothing to do with the job description or the library).
Gretchen Corsillo, Director, Rutherford Public Library:
AI can certainly be helpful in certain aspects of hiring and job seeking, but I do not see it as a replacement for either side of the process. I personally do not have a problem with candidates using AI to check grammar, correct awkward wording, etc. That being said, I would caution against using it to generate cover letters or resumes. As a potential hire, I want to hear your voice and see your natural writing style, as communication skills are important for most library roles. I think the critical thinking aspect of tying your experience into the qualities requested in a job ad is also very important. We lose that with GenAI. So, if you really want to use AI, think of it as an editing tool rather than a writer or creator. On the hiring side, I am generally not comfortable relying on AI to evaluate candidates for fear of accuracy issues, internal biases, etc. If I had to use it, I see it being more helpful in polishing responses to candidates and managing schedules – the more tedious and clerical aspects of the process. I know there are a lot of AI-based HR tools entering the market, so I’m curious to see how they impact hiring processes in the long term.
Celia Rabinowitz, Assistant Vice-President for Academic Engagement and Director of Mason Library, Keene State College: It has been over five years since I have been able to do a search for a library position. I am currently chairing a search for an endowed faculty position in one of our non-library academic departments but do not anticipate encountering any AI-generated materials (or at least I hope we do not). My advice for job seekers is to avoid AI, particularly for cover-letter writing. As we all know, AI tools do not write, they can only generate text. An AI-generated letter not only opens up the risk of being recognized as artificial, but also may not impress readers as much as your own writing (even if it does seem to save time). I am in the AI-resistor camp in general although I can see some potential for using a tool to take your existing resume or cv and offering some alternative formatting or restructuring of text.
I am curious about whether there are already Institutional/campus guidelines or policies about applications that hiring managers suspect have been generated or enhanced by AI. These types of guidelines probably exist and they can help establish consistent responses. I have already read a number of articles about students suspected or accused of using AI who have been able to prove otherwise (through the use of extensive screen shots during their writing process). So my worry is that suspecting AI-generated materials and verifying their existence is not easy. Are hiring managers rejecting these without giving the submitters an opportunity to demonstrate otherwise? Or is all of this too time consuming and labor intensive even to bother with and we just accept what is submitted either assuming professional integrity, or not particularly concerned?
I am not sure how all of this is playing out other than to be fairly certain it is a current reality that library search committees and hiring managers are confronting in all types of libraries. While the reduction in the size of my staff over the past decade has been significant and challenging, I’ll admit that I’m glad not to add this challenge to my list.
Dr. John Sandstrom, College Professor and Acquisitions Librarian, New Mexico State University Library:
1. Have you encountered AI-written applications in any of your searches? Yes, I have.
2. Were they obvious? Yes, they were.
3. What did you do? The applicant did not move forward for that reason.
4. Do you have any advice or recommended tactics regarding AI for other people or organizations who hire? Decide how you are going to handle it ahead of time
5. Do you have any advice or recommendations regarding AI for job seekers? Don’t. We want to hear your story in your own words.
6. Any additional concerns, open questions, or comments about AI and hiring that you’d like to share? See below
AI-written applications are a shortcut that shouldn’t be used. AI-generated documents are fairly obvious due to the stilted, artificial-sounding language and how it doesn’t read the way most people write. The committees I have been on have not moved forward, as we do not believe that the AI-generated documents are the applicant’s own work. I think the most important recommendation regarding AI for people or organizations who hire is to update their policies to control how AI can be used in the HR process. Without clearly stating that AI can’t be used or defining how AI can be used, they can open themselves up to lawsuits if they do not take people forward, just because of their use of AI. I don’t recommend the use of AI-generated documents because I want to hear about you in your own words.
Anonymous: I did a quick and unofficial poll among our library managers to ask if they are encountering AI in resumes and cover letters. About half of my small sample said that yes, they are encountering it. In the cases where they are encountering it, they feel it is obvious due to verbosity, repetitiveness, and corporate jargon. Managers want to hear from a candidate in their own words, even if the writing is not perfect. They want to hear the candidate’s story about why they wanted to pursue a career in libraries. Overall, they do not have a positive view of candidates who obviously use AI, but they feel it may be okay to use AI to help pull out job requirements from a job posting to compare against their resumes and cover letters. Concerns about AI included environmental impact and privacy.
I’ll add that our organization manually screens through applications and does not use AI to do that.
#GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryJobs #libraryWork #LISCareers #lisJobs
“more people dropping out of the process partway through”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
listservs, LinkedIn, HigherEdJobs, and others
Do you notice a difference in application quality based on where the applicant saw the job ad?
no
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: must meet minimum qualifications, but all others are optional
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
not meeting minimum qualifications
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
24 hours
Does your interview process include taking the candidate out for a meal?
√ Yes
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
make it obvious how you meet the qualifications in your cover letter and resume
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Director of Collections
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
had experience in the right areas
How did the recruitment for this position compare with recruitments in previous years?
more people dropping out of the process partway through
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 100-200
Are you unionized?
√ Yes, at least some workers are union members
How many permanent, full time job openings has your workplace posted in the last year?
√ 7 or more
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 7 or more
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ I don’t know
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ No
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Western US (including Alaska, Hawaii and Pacific Northwest)
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“Hiring practices vary in every country.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
Website, IFLA LISTSERV
Do you notice a difference in application quality based on where the applicant saw the job ad?
Not at all.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ No
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Yes
What is the current most common reason for disqualifying an applicant without an interview?
It is more of shortlisting, the one with higher score in the preliminary review gets to the 2nd interview.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ No
Does your interview process include taking the candidate out for a meal?
√ No, and I don’t think we ever have
How much of your interview process is virtual?
√ It is entirely virtual
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: I can, if they ask.
What is the most important thing for a job hunter to do in order to improve their hirability?
Meet the qualifications
I want to hire someone who is:
I cannot have same adjectives, each position has different skills needed.
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
Hiring practices vary in every country. In Europe, there are positions that are not necessarily filled in by an LIS graduate. In the Philippines, to be a librarian, you need to have a license. In Other countries they require an ALA Accredited or CILIP accredited degree.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Acquisitions Librarian
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
They meet the minimum qualifications.
How did the recruitment for this position compare with recruitments in previous years?
Less applicants for this position.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 1
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Other: I never tried but I can.
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Other: I never did. It will not be a replacement, it is more of having a different position.
Is librarianship a dying profession?
√ No
Why or why not?
Librarians are still needed but it is an evolving position. With the emerging technologies, new tasks come in e.g. Data Librarian, AI Literacy Librarian. But the essence of task dealing with people, information and technology is still the same.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Europe
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Other: I only hire for my research library
What type(s) of LIS professionals do you hire?
Catalogers, Reference Librarians, Special Collections librarians
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A member of a hiring or search committee,
√ Other: The main person in charge of hiring as a Head Librarian
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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
“If something about a candidate was very positive but we went in a different direction then I will be clear about that”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
Local listservs, state library association, county library association, governmentjobs.com
Do you notice a difference in application quality based on where the applicant saw the job ad?
I don’t think so but we also haven’t always asked where they saw the ad
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Doesn’t meet criteria at all (for example, someone with no children’s department experience who has never worked in a public library applying for a FT children’s position and submitting a resume and cover letter that did not actually express interest in the listed responsibilities)
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ No
Does your interview process include taking the candidate out for a meal?
√ Other: No, we never have, and this is also something I have never experienced myself or heard of any other local libraries doing
How much of your interview process is virtual?
√ Other: Interviews were virtual during COVID and we have accommodated applicant requests for virtual interviews. Default process has been moved back to in person since 2022
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: As a dept head who makes hiring decisions, I give SOME feedback sometimes. If something about a candidate was very positive but we went in a different direction then I will be clear about that (e.g. “I really loved hearing about XYZ and was impressed by your ideas for ABC. It was a tough decision, but we ultimately went with another candidate for this particular role. Please don’t hesitate to apply for future opportunities with us, and feel free to reach out to me for any feedback.” I don’t offer constructive/critical feedback unless requested
What is the most important thing for a job hunter to do in order to improve their hirability?
Read the job description thoroughly before the interview / know what you’re interviewing for
I want to hire someone who is:
Coachable
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
My organization hasn’t hired much lately. Some of it is due to upper administration insisting on “consolidating.” I’ve seen a lot of libraries operating with very lean staff. If a staff member leaves, they’ll do something like promote an existing PT staff member from PT to FT, so it will look good on paper but we wind up with fewer people and fewer hours overall still. Admittedly, there have also been times where we did try to hire but did not have any suitable applicants
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
PT Children’s Librarian
When was this position hired?
√ Between six months to a year ago
Approximately how many people applied for this position?
√ Other: 2. I realize this is “25 or fewer” but it was so few that it seemed worthy of specifying
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Having requested availability and either some experience or a willingness to learn
How did the recruitment for this position compare with recruitments in previous years?
Laughably worse
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 50-100
Are you unionized?
√ Yes, at least some workers are union members
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 1
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ Yes
Why or why not?
Because the people actually running libraries are killing it. Pay not keeping up with cost of living, benefits rapidly eroding, job creep, and burnout. A lot of excellent librarians are choosing to leave the profession, which puts even greater strain on qualified librarians who stay. Professionals leave and are replaced with paraprofessional staff. Talent leaving the profession means that the hiring pool isn’t as good, which often means qualified librarians who remain are often left in increasingly toxic environments with staff members and/or management who wouldn’t have been hired if it wasn’t for the mass exodus (or who have been there playing solitaire on their computer for 30 years and have no reason to suddenly contribute). It’s not worth it anymore. Even people who care are struggling to justify staying at this point.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Suburban area
What type of institution do you hire for (check all that apply):
√ Public Library
What type(s) of LIS professionals do you hire?
Children’s staff (librarians, trainees, assistants)
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Hi Emily! Thank you for doing this research! I’m severely worried about the future of public libraries and wanted to do similar research myself
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“We lack the budget needed to advertise postings on bigger platforms (e.g., ALA, etc.) and attract a limited candidate pool as a result.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
University job portal; Amigos newsletter; OK-ACRL listserv, COIL-L listserv, TWU SLIS “Cassandra” listserv, and other listservs as appropriate.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: It depends. In some cases, appropriate coursework or an internship suffices for that requirement.
What is the current most common reason for disqualifying an applicant without an interview?
Application received after the soft deadline.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ No
Does your interview process include taking the candidate out for a meal?
√ No, and I don’t think we ever have
How much of your interview process is virtual?
√ Other: We always conduct the first round virtually. Depending on where the applicant lives, the second round may be in-person or virtual.
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We lack the budget needed to advertise postings on bigger platforms (e.g., ALA, etc.) and attract a limited candidate pool as a result.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Instructor of Library Services
When was this position hired?
√ We were not able to fill the position
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 51-75%
And how would you define “hirable”?
Meets or exceeds the qualifications required for the job, and passes both informal and formal background checks.
How did the recruitment for this position compare with recruitments in previous years?
It was about the same.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 2
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ I don’t know
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ No
Why or why not?
Librarians are information professionals who are essential in the Information Age.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
What type(s) of LIS professionals do you hire?
Subject Liaisons, Research & Instruction Librarians
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A member of a hiring or search committee,
√ Other: Hiring/Search Committee Chair
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“several candidates who were good on paper but performed poorly in the initial interview.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
University website, HigherEdJobs, sometimes ALA, state library listserv, other listservs depending on members of the search committee and what listservs they are on
Do you include salary in the job ad?
√ Other: Where required (ex, ALA)
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: Yes, but we’re often flexible in what we consider experience
What is the current most common reason for disqualifying an applicant without an interview?
Cover letter — not included, poorly written, or vague / irrelevant to job
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: Depends on committee chair. I’ve seen it done both ways.
If you provide interview questions before the interview, how far in advance?
If provided, a couple days in advance.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, but sometimes meal is catered on-campus.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
Demonstrate that they are serious about the position. What this means: (1) show some awareness of the position in application materials and initial interview (I don’t expect detailed research, but show that you have read the job ad and know basically what kind of institution we are, ex. know that we are a SLAC not an R1). (2) Submit polished written materials; (3) prepare for the Zoom interview — be on time, put on a nice shirt, bring questions, show you are treat this is a serious conversation
I want to hire someone who is:
competent
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
I’ve served on hiring committees for the past decade. In recent years, I see many more candidates with solid written materials that did not reflect their performance in first-round interview (or even in email correspondence trying to schedule the first round) — I’m not sure what the disconnect is, but it is growing.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Assistant Director
When was this position hired?
√ Within the last three months
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Met basic experience/qualification requirements; well-written materials; prepared for initial interview; could answer first round questions reasonably well.
How did the recruitment for this position compare with recruitments in previous years?
Much smaller pool than usual, with fewer qualified candidates, and several candidates who were good on paper but performed poorly in the initial interview.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 3-4
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are more positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Northeastern US
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“fewer applicants than pre-2020, but high quality applications”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
ALA Job List, We Here, Indeed, our website, LinkedIn, state library association
Do you notice a difference in application quality based on where the applicant saw the job ad?
No, I don’t usually pay attention to where the applicant saw the job
Do you include salary in the job ad?
√ Other: Where required (We Here), we provide a range. I wish we would include it for all listings
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: Depends on the pool of applicants, but usually
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Does not meet all (or most) of the qualifications listed in the job description
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
varies, but we provide the same amount of time with the questions for all applicants
Does your interview process include taking the candidate out for a meal?
√ Yes
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
Address the specific job duties and qualifications in their resume or cover letter
I want to hire someone who is:
qualified
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
library assistant
When was this position hired?
√ More than a year ago, but less than two years ago
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Could do the job duties on day one or with some training
How did the recruitment for this position compare with recruitments in previous years?
fewer applicants than pre-2020, but high quality applications
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 0-10
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ None!
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ None!
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
Librarianship is shrinking and I believe the number of available jobs will continue to decrease, but core functions are not easily automated (yet)
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“Sticking to the job description is old thinking, try to be flexible to opportunities.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
For part-time and lower ranking jobs as local and local library jobs sites in the Chicago area. Also at the City Colleges. For professional librarian positions at Local library and archive job sites, Indeed and on ALA jobs.
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes, the formality increases from the local job sites to the ALA jobs listings.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
They want to work remotely.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: For professional positions we do this but less formal interviews we don’t do this.
If you provide interview questions before the interview, how far in advance?
A few weeks.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, for professional positions.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
We look for flexibility, kindness and a sense of humor.
I want to hire someone who is:
wants to be here
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We have a strong culture and want people who fit into that culture.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Head of Collections
When was this position hired?
√ Between three to six months ago
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Had the necessary skills to do the job.
How did the recruitment for this position compare with recruitments in previous years?
Fewer applicants than previous job searches.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 50-100
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 2
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ Yes
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ I don’t know
Why or why not?
Its changing and I don’t know how it will go.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area
What type of institution do you hire for (check all that apply):
√ Special Library
What type(s) of LIS professionals do you hire?
Tech services, Interlibrary loan, collections, licensing.
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Sticking to the job description is old thinking, try to be flexible to opportunities.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“these are all cases in which librarians are needed to help educate our students”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
ALA Joblist, DLF Job board, ALA affinity orgs (eg BCALA), HigherEd Jobs, Chronicle, LinkedIn, some social media
Do you notice a difference in application quality based on where the applicant saw the job ad?
no
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: It depends. Something such as the MLS as a job requirement is generally non-negotiable. For years experience, depending on what we can parse from the CV, we may at least do a screening call to see if they meet the requirements.
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Yes
What is the current most common reason for disqualifying an applicant without an interview?
Not meeting one or more of our required qualifications.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: We just started doing this — we provided interview question topics but not the finalized questions.
If you provide interview questions before the interview, how far in advance?
3-5 days
Does your interview process include taking the candidate out for a meal?
√ No, but we used to
How much of your interview process is virtual?
√ Other: screening (phone calls) + first round interview (Zoom):
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: No — personally as a search committee chair I would be open to it, but our HR department will not allow it.
What is the most important thing for a job hunter to do in order to improve their hirability?
Write a cover letter that demonstrates they have read the job posting and can articulate how their past experiences/background relates to the job duties.
I want to hire someone who is:
enthusiastic
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Research & Instruction Librarian
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25-75
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Met the minimum qualifications for our job as advertised
How did the recruitment for this position compare with recruitments in previous years?
Significantly fewer applications than 8 years ago
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 3-4
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 1
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
From the academic library perspective, students are coming into college with gaps in their information literacy knowledge; the spread of disinformation via media; the rise of AI as a tempting tool for writing papers — these are all cases in which librarians are needed to help educate our students.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
What type(s) of LIS professionals do you hire?
subject or reference librarians
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“We’ve had great success developing diverse applicants from our new library tech classification that allows promotion to librarian without a master’s degree after 2 years ft as a library tech”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Do you include salary in the job ad?
√ Yes
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: Not the actual questions but HR does give them a list of possible topics and a rundown of the STAR method
Does your interview process include taking the candidate out for a meal?
√ No, and I don’t think we ever have
How much of your interview process is virtual?
√ It is entirely virtual
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: The applicant can call HR after the interviews to receive feedback written on the scoring sheets by raters
I want to hire someone who is:
A creative and independent thinker
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We are part of a county government and are beholden to the civil service process. Sometimes we don’t even understand all the nuances of that process. Going through central HR vs library HR means there’s always a disconnect and often frustrations but lots of things are out of our control.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Librarian
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
People I think were capable of working somewhere in our library system, not necessarily filling my position.
How did the recruitment for this position compare with recruitments in previous years?
Less applicants and less diverse backgrounds applying
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 200+
Are you unionized?
√ Yes, at least some workers are union members
How many permanent, full time job openings has your workplace posted in the last year?
√ 7 or more
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 7 or more
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are more positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ Yes
Is librarianship a dying profession?
√ I don’t know
Why or why not?
I see lots of people with masters degrees that are interested in the field but lack the people skills and emotional intelligence needed to provide our front facing people focused service. I don’t know if that is just indicative of who is applying to our underpaid positions but that’s what I am seeing. We’ve had great success developing diverse applicants from our new library tech classification that allows promotion to librarian without a master’s degree after 2 years ft as a library tech
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Western US (including Alaska, Hawaii and Pacific Northwest)
What’s your region like?
√ Urban area,
√ Suburban area
What type of institution do you hire for (check all that apply):
√ Public Library
What type(s) of LIS professionals do you hire?
Library techs and librarians
Are you a librarian?
√ Librarian and Library Manager
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
@wonkestehle @stabihh Nice! Tagging for extra reach if ok: #libraryjobs #getfedihired #academicjobs #openaccess
The library job market is so bleak.
.
If they are not part-time jobs, they will pay like this.
.
In Boston...
.
#Librarylife #Libraryjobs #Librarywork
“Some experience is desirable, but if the position is truly entry-level, then we only require an MLS”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
LlinkedIn, Inside Higher Ed, local newspapers, regional consortia or library groups.
Do you notice a difference in application quality based on where the applicant saw the job ad?
Not really.
Do you include salary in the job ad?
√ No
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: Some experience is *desirable*, but if the position is truly entry-level, then we only require an MLS
What is the current most common reason for disqualifying an applicant without an interview?
When the applicant clearly has NO credentials.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ No
Does your interview process include taking the candidate out for a meal?
√ Not sure.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
Address the job requirements!! This can be in your cover letter or in your CV. And if you’re asked for 3 references, don’t just send 2 names. Additionally, even if you don’t have expertise in a “required” or “preferred” area, show how another skillset still makes you marketable.
I want to hire someone who is:
Engaging.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Cataloging and Technical Services
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Having a basic skillset in cataloging.
How did the recruitment for this position compare with recruitments in previous years?
Don’t know, as I’ve been here just 2 years.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 0-10
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 1
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ None!
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ I don’t know
Is librarianship a dying profession?
√ Not necessarily.
Why or why not?
Certain outward-facing skills, like the ability to collaborate outside of the library, are increasingly important at smaller libraries. Traditional *types of work* are dying.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Mid-Atlantic US
What’s your region like?
√ Urban area,
√ Suburban area
What type of institution do you hire for (check all that apply):
√ Academic Library
What type(s) of LIS professionals do you hire?
Subject / collection management / outreach
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“I’m not a fan of those “I’m different from everyone else”resumes when you begin to write a short novel on how awesome you are and then don’t provide any previous work experience to back that up.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
City HR posts on City website and Indeed
Do you notice a difference in application quality based on where the applicant saw the job ad?
No
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: Depends on the type of job
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: Not sure.
What is the current most common reason for disqualifying an applicant without an interview?
No skills or experience similar to the job requirements and duties.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ No
Does your interview process include taking the candidate out for a meal?
√ No, and I don’t think we ever have
How much of your interview process is virtual?
√ None
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: I’m the only direct hiring authority for the library department and I do not have the time to do so.
What is the most important thing for a job hunter to do in order to improve their hirability?
Gain experience in the field or have worked in a similar environment in which the skills can be easily transferable.
I want to hire someone who is:
Flexible
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
The city has one person in HR and I’m the only one in our department that has to set up interviews, conduct interviews, provide training and set up the new employee. I’m also the director, so on top of that I lose time from my own duties such as management, budgeting, facility upkeep etc.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
We lost half the staff in a month, so two Library Clerks and one library assistant
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 75-100
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Someone that can actually write a resume, has had work experience, shows that they are not a job jumper, demonstrates flexibility and the ability to learn tasks on their own without being micromanaged.
How did the recruitment for this position compare with recruitments in previous years?
More applications than a year before, but fewer qualified.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 0-10
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ None!
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ None!
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are the same number of positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ I don’t know
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ I don’t know
Is librarianship a dying profession?
√ Other: Yes and No, depends on what part of the country you’re in.
Why or why not?
It will be if people continue to bar Librarians from doing their job and if tax payers don’t pay enough in taxes to sustain Libraries.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Southwestern US
What’s your region like?
√ Suburban area
What type of institution do you hire for (check all that apply):
√ Public Library
What type(s) of LIS professionals do you hire?
Besides the Director, 1 Youth Librarian.
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
My comment is for the job hunters: For me, the hiring process starts with your resume. I look for clean and detailed information about your previous work experience, especially if you have never worked in a library before. Please spell check your resume too. It’s a “no” for me if you can’t take the time to check your work, especially being that library workers have to take the time to check the little details to find things and problem solve! You need to sell me on how those skills would translate to the library. Also do a cover letter to explain any gaps in your employment and tell me why you want to work for my library and what you can bring to the team and the community to make it better. Im not a fan of those “I’m different from everyone else”resumes when you begin to write a short novel on how awesome you are and then don’t provide any previous work experience to back that up.
I’m always looking for people who want to contribute something, are a team player, can be flexible, and want to learn through making mistakes. Even if you don’t have experience yet, people with integrity will get a place in the library over someone who may have the desired skill set. Certain qualities just can’t be trained into someone, while learning a new skill set can.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“My organization makes a big effort to hire diverse staff members.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
I’m not in charge of advertising job listings, so I’m not sure, but I know we post them on our library website and in library listservs, especially all the ALA affiliated bipoc listservs.
Do you notice a difference in application quality based on where the applicant saw the job ad?
The hiring committees don’t know where or how the applicants find the job ads.
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Lack of experience in libraries or public service/customer service
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ No
Does your interview process include taking the candidate out for a meal?
√ No, and I don’t think we ever have
How much of your interview process is virtual?
√ Other: If the candidate lives nearby, we interview in person. If they live far away, we do virtual interviews.
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Yes
What is the most important thing for a job hunter to do in order to improve their hirability?
Write a great cover letter.
I want to hire someone who is:
enthusiastic
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
I work in a public library and have been on many hiring committees. My organization makes a big effort to hire diverse staff members. We have gotten rid of MLS requirements for almost all positions, except Director-level positions. Even our Librarian positions and Manager positions do not require an MLS. This has helped increase and diversify our applicant pool.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Information Services Assistant (paraprofessional role one step below Librarian in our system)
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Someone with library experience and/or customer service or public service type of experience, someone willing to learn and enthusiastic about the position.
How did the recruitment for this position compare with recruitments in previous years?
More applicants than usual were qualified. We also had a lot of internal applicants.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 200+
Are you unionized?
√ Yes, at least some workers are union members
How many permanent, full time job openings has your workplace posted in the last year?
√ 7 or more
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 7 or more
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ I don’t know
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ I don’t know
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ I don’t know
Is librarianship a dying profession?
√ I don’t know
Why or why not?
Honestly, I’m not sure. I don’t think libraries (I’m speaking about public libraries here) are dying at all. If anything, they are very much essential to the community. But old school librarianship might be dying. By that I mean, a Librarian position where the person needed to have an MLS degree. Most public libraries are staffing their branches with paraprofessionals who are expected to do the work that MLS-degreed Librarians used to do. Not saying that is good or bad. So I don’t think librarianship is a dying profession, but the nature of the work is changing and the requirements to become a librarian are changing.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Urban area,
√ Suburban area,
√ Rural area
What type of institution do you hire for (check all that apply):
√ Public Library
What type(s) of LIS professionals do you hire?
Children’s librarians, adult librarians, teen librarians, catalogers, managers, paraprofessionals who work on the desk at branches
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“I have withdrawn an application before out of fear of having my time wasted by being called in to interview and present, just so they can pick their internal hire.”
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?
√ More than 18 months
Why are you job hunting?
√ I’m underemployed (not enough hours or overqualified for current position),
√ I’m employed outside of the field and I’d like to be in it,
√ Looking for more money,
√ My current job is awful/toxic,
√ I’ve been threatened at my job or had to deal with hostility/danger/scary behavior from the public or coworkers
Where do you look for open positions?
ALA JOBLIST, CLIR+DLF, Indeed, Linkedin, HigherEd Jobs, Libgig
What position level are you looking for?
√ Entry level,
√ Requiring at least two years of experience,
√ Supervisory,
√ Senior Librarian
What type(s) of organization are you looking in?
√ Academic library,
√ Library vendor/service provider,
√ Public library
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Suburban area
Are you willing/able to move for employment?
√ No
What are the top three things you’re looking for in a job?
Pay that is commensurate with the cost of living, specifically rent, gas/commute, and food.
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
15
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,
√ Funding professional development,
√ 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?
Unexplained high turnover/seeing the same position reposted year after year.
The Process
How much time do you spend preparing an application packet?
2-3 hours
What are the steps you follow to prepare an application packet?
I tailor my resume and cover letter to the job description, highlighting my experience and how it relates to the position. I fill out every part of the application and include attachments of my transcripts and any applicable work samples.
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?
3-4 months.
How do you prepare for interviews?
I research the department/institution and prepare questions to ask as well as prepare myself to explain how my experience would fit with the role and institution.
What are your most hated interview questions, and why?
“Tell me about a time you had a disagreement or conflict with somebody and what did you do to resolve it”. This question always feels like a trick question that is impossible to answer “correctly”.
During your current search, have you had any of the following experiences:
If you have ever withdrawn an application, why?
I have withdrawn an application before out of fear of having my time wasted by being called in to interview and present, just so they can pick their internal hire.
If you’ve turned down an offer (or offers), why?
I have never turned down an offer because I have never received enough to do so.
What should employers do to make the hiring process better for job hunters?
Be respectful of candidates time and labor.
You and Your Well-Being
How are you doing, generally?
√ I’m frustrated,
√ I feel alone in my search
What are your job search self-care strategies?
Making myself stop/give up.
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?)
2021
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?
√ Contract,
√ Temporary/Limited Term
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
No..unless you count mass emailing job postings.
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
“I think library schools need to do a better job of prep and/or not accept as many students”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
State Library Boards, Library School listservs, general listserv release from HR, We Here FB group
Do you notice a difference in application quality based on where the applicant saw the job ad?
Nope
Do you include salary in the job ad?
√ Yes
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: I try to keep the requirements to a minimum, no more than 2-3. But things like degree can’t and shouldn’t be removed
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
They didn’t have the degree needed for the position
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ Other: No, I hate them. There are usually no plans/retention conversations regarding the recording
Do you provide interview questions before the interview?
√ Yes
If you provide interview questions before the interview, how far in advance?
We try to give them 5 business days
Does your interview process include taking the candidate out for a meal?
√ No, but we used to
How much of your interview process is virtual?
√ It is entirely virtual
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: If asked, I have given feedback
What is the most important thing for a job hunter to do in order to improve their hirability?
It’s shocking to me how many people don’t prep based on the questions. We provide the questions in advance but interviewees ignore them
I want to hire someone who is:
Curious
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
I think we are a work in progress but I see the effort to be more inclusive
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Graduate Teaching Assistant
When was this position hired?
√ Between three to six months ago
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 51-75%
And how would you define “hirable”?
Met the minimum requirements
How did the recruitment for this position compare with recruitments in previous years?
This was the first time this position has been filled in a while
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 100-200
Are you unionized?
√ Not unionized, but we do bargain/negotiate contracts collectively
How many permanent, full time job openings has your workplace posted in the last year?
√ 7 or more
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 7 or more
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are fewer positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ I don’t know
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ I don’t know
Is librarianship a dying profession?
√ Other: This is such a complicated question. I think people come into our profession without a clear eyed understanding of the needs of the job. I think library schools need to do a better job of prep and/or not accept as many students
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Southeastern US
What’s your region like?
√ Urban area,
√ Suburban area,
√ Rural area
What type of institution do you hire for (check all that apply):
√ Academic Library
What type(s) of LIS professionals do you hire?
library staff/grad students/librarian position
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A hiring manager (you are hiring people that you will directly or indirectly supervise),
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
LA County Library's long-time Head of Acquisitions (they call it "Materials Management") is retiring this week, which means a vacancy in the Technical Services division. This position falls under the general Librarian IV specifications, and interested folks can learn more / apply here: https://www.governmentjobs.com/careers/lacounty/jobs/3296613/librarian-iv #libjobs #libraryjobs
