Interesting opportunity for UK archivists! (BFI doesn't offer visa sponsorship otherwise I'd jump on this myself!)
https://amianet.org/jobs/project-data-manager-stories-in-motion-fixed-term-until-february-2029/
#lisjobs — Public Fediverse posts
Live and recent posts from across the Fediverse tagged #lisjobs, aggregated by home.social.
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Hounslow have a part time role for a Library Assistant in the Prison Library Service. More here: uk.indeed.com/viewjob?jk=9...
#LisJobs #Library #Job
Library Assistant (Prison Libr... -
Do you like buying things?
Well LSE have the vacant post of Senior Library Assistant- Acquisitions and Subscriptions:
jobs.lse.ac.uk/Vacancies/W/...
#LisJobs #Library #Job
Alicia Silverstone as Cher Hor... -
Birmingham Newman Uni have a post for Assistant Librarian (Engagement). Full time hours:
www.jobs.ac.uk/job/DSQ914/a...
#LisJobs #Library #Job
Assistant Librarian (Engagemen... -
This is not a drill... Mobile Library driver wanted in Somerset: www.jobsgopublic.com/job/mobile-l...
#lisJobs #Library #Job -
Next is at the other end of the country; a post for a
Library Engagement Officer in Croydon: www.jobsgopublic.com/job/library-...
#LisJobs #Library #Job
Bot Check -
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 -
If you've ever thought it'd be fun to work with me...now might be your opportunity!
I'm hiring a research data management colleague to join me in the Office of the Vice Chancellor for Research. There's so much that we'd love to do here at UIC. Join me and the Data Squids!
This is a hybrid position but you will need to be in Chicago-land.
Salary Band: 65-85kJob Closes: Friday, June 26
https://uic.csod.com/ux/ats/careersite/1/home/requisition/20043?c=uic&sq=institutional -
Come work with me! Happy to answer questions.
Sessional Learning and Engagement Librarian - Health Sciences, Libraries and Cultural Resources in Calgary, AB, Canada
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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:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Happened more than once
- Interviewed for a job where an internal candidate was eventually chosen √ Happened the majority of the time or always
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Happened once
- Turned down an offer √ Happened once
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
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“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?
√ Email
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:
- Submitted an application and got no response √ Happened once
- Had an interview and never heard back √ Happened once
- Interviewed for a job where an internal candidate was eventually chosen √ Happened the majority of the time or always
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
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
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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
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“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?
√ Email
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:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Not Applicable
- Interviewed for a job where an internal candidate was eventually chosen √ Not Applicable
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
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
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“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?
√ Email
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:
- Submitted an application and got no response √ I don’t know
- Had an interview and never heard back √ Happened once
- Interviewed for a job where an internal candidate was eventually chosen √ I don’t know
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
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?
√ Email
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:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Happened once
- Interviewed for a job where an internal candidate was eventually chosen √ I don’t know
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Happened more than once
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
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“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:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Happened more than once
- Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Happened once, Not Applicable
- Turned down an offer √ Happened once
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
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“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
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“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?
√ Email
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:
- Submitted an application and got no response √ Happened more than once
- Had an interview and never heard back √ Not Applicable
- Interviewed for a job where an internal candidate was eventually chosen √ I don’t know
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Happened once
If you’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
-
“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
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“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?
√ Email
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:
- Submitted an application and got no response √ Happened more than once
- Had an interview and never heard back √ Not Applicable
- Interviewed for a job where an internal candidate was eventually chosen √ Not Applicable
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Happened once
- Turned down an offer √ Not Applicable
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
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“When they’ve cut people from the pool.”
Please note: this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.
Your Demographics and Search Parameters
How long have you been job hunting?
√ Six months to a year
Why are you job hunting?
√ Looking for more money,
√ My current job is awful/toxic,
√ Other: I’d like to live in a different place
Where do you look for open positions?
ALA jobList, ARLIS JobList, HigherEd Jobs, AltAc Jobs, Idealist, grad school job email, Words of Mouth
What position level are you looking for?
√ Requiring at least two years of experience,
√ Supervisory,
√ Department Head
What type(s) of organization are you looking in?
√ Academic library,
√ Library vendor/service provider,
√ Special library,
√ Museums
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, to a specific list of places
What are the top three things you’re looking for in a job?
Not a kitchen sink job (clearly two or three positions bolted together), focused on instruction/research, space to be a little creative
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
24 (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,
√ 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?
really tight turn around times for library/higher ed jobs (tells me there’s an internal candidate that they’re fast tracking).
The Process
How much time do you spend preparing an application packet?
1-3 hours
What are the steps you follow to prepare an application packet?
tailor CV/resume to job, write cover letter (I write new ones for every job; I don’t have a template), prepare any other statements (less common in this search than in my post-library school search), submit
How do you prefer to communicate with potential employers?
√ Email
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,
√ Other: when they’ve cut people from the pool. If I don’t make it past the phone interview stage, I want to get that automated email that says they’ve gone in a different direction
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?
3-5 months
How do you prepare for interviews?
If I have questions in advance, I write bullet point answers. If not, I review the materials I submitted and the job description and take a stab at what kinds of scenarios might be relevant to the interviewers and bullet point those. I also prepare a short list of questions, some that I always ask and some that are tailored to the job.
What are your most hated interview questions, and why?
I’ve never actually been asked any of the classic trash questions, but I never know how to answer “how do you like to be managed”
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Happened more than once
- Interviewed for a job where an internal candidate was eventually chosen √ I don’t know
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
If you’ve asked for an accommodation, what happened?
The only accomodations I’ve ever asked for are dietary, and people are fine about allergies and the fact that I don’t eat meat.
What should employers do to make the hiring process better for job hunters?
Communicate, communicate, communicate. Also, and I feel a little strongly about this, don’t ask for references at the start. You’re not going to use those until the on-campus stage at the earliest.
You and Your Well-Being
How are you doing, generally?
√ I’m optimistic,
√ I’m maintaining,
√ I feel alone in my search
What are your job search self-care strategies?
My task manager is game-ified and that’s really helpful. I get a little reward when I submit something. I also try to keep it at a managable pace, so not pressuring myself to do too many. If I get more done in a day great, but I set a manageable goal.
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?)
2019
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?
√ Six months to a year 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)?
not really
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“turnover is a lot higher in the past couple of years”
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?
Partnership Job Board, municipal website
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?
√ 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?
Application does not demonstrate how the candidate meets the requirements of 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?
√ Other: Sometimes for the first interview or if there is a presentation or demonstration
If you provide interview questions before the interview, how far in advance?
1 week
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?
√ If requested
What is the most important thing for a job hunter to do in order to improve their hirability?
Read what is in the posting and show how you meet the requirements
I want to hire someone who is:
accountability
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?
Circulation assistant
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ more than 200
Approximately what percentage of those would you say were hirable?
√ 26-50%
And how would you define “hirable”?
Application addresses skills and qualifications
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?
√ Yes, at least some workers are union members
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?
√ Other: Have not changed but turnover is a lot higher in the past couple of years
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?
It is an evolving field
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Canada
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?
All at the 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)
#GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“Rewarding myself with a little treat after each time I get an 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 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,
√ I want to work at a different type of library/institution,
√ My current job is boring,
√ I’m worried I will be laid off/let go/fired from my current position
Where do you look for open positions?
INALJ, Indeed, LinkedIn, ArchivesGig
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
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?
√ Other: Yes, to blue states
What are the top three things you’re looking for in a job?
More interesting work, better pay, better commute
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
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,
√ 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?
Job descriptions that emphasize faith-based values
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?
Research institution, write cover letter, tweak resume to suit position, proofread. If it’s a job I’m really interested in I’ll have a friend look at it too.
How do you prefer to communicate with potential employers?
√ Email
When would you like potential employers to contact you?
√ 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?
2-3 months
How do you prepare for interviews?
Reread job posting, reread my cover letter, familiarize myself with the institution’s website and dig more deeply into it.
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened more than once
- Had an interview and never heard back √ Happened once
- Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Happened once
- Turned down an offer √ Happened once
If you have ever withdrawn an application, why?
Found out at end of first interview that the pay was extremely low and decided it was not worth it
If you’ve turned down an offer (or offers), why?
Was told when offered the position that actually, someone in XYZ position has just left so the position I interviewed and was offered was also going to take on THOSE job duties – without any increase in pay
What should employers do to make the hiring process better for job hunters?
– Make it easier for people to apply; you have to jump through several hopes sometimes.
– Be clear, particularly about salaries.
You and Your Well-Being
How are you doing, generally?
√ I’m maintaining,
√ I’m frustrated,
√ I feel supported in my search
What are your job search self-care strategies?
Ranting to friends who are in the same position, rewarding myself with a little treat after each time I get an interview.
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?)
2022
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.
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“I spend my time pouring over their website or social media”
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
Where do you look for open positions?
LinkedIn, Glassdoor, The Partnership, Indeed, local library job boards, local college job boards
What position level are you looking for?
√ Entry level,
√ Requiring at least two years of experience,
√ Clerk/Library Assistant
What type(s) of organization are you looking in?
√ Academic library,
√ Archives,
√ Public library,
√ School library,
√ Special library
What part of the world are you in?
√ Canada
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ No
What are the top three things you’re looking for in a job?
Livable salary, good benefits, strong & clear mission statments
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
estimated 50+
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Having (and describing) excellent benefits,
√ Introducing me to staff,
√ Prioritizing work-life balance
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?
Entry level work that requires five or more years of experience.
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 institution, Check my resume and cover letter and try to tailor them to fit what the job requires.
How do you prefer to communicate with potential employers?
√ Email
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?
2-4 Months
How do you prepare for interviews?
I spend my time pouring over their website or social media, this helps give me an idea of what that organization strives to accomplish, as well as how I can best fit within said organization.
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened more than once
- Had an interview and never heard back √ Happened more than once
- Interviewed for a job where an internal candidate was eventually chosen √ I don’t know
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
What should employers do to make the hiring process better for job hunters?
If the position has been filled, just send an email.
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
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)?
√ 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?
√ Substitute/Pool position
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
Occasional emails about new positions from my professors
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“When I started as a Librarian 26 years ago, all we heard about was how librarianship was a dying profession.”
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?
Our county’s career site, state library website, our state’s library assoc. listserv, BCALA, 2-3 local library school job posting sites
Do you notice a difference in application quality based on where the applicant saw the job ad?
Unfortunately, the county job application does not track where an applicant saw the job 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?
√ Other: I’m not sure. Our county HR department does the initial screening.
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?
We typically have a healthy pool of candidates in terms of numbers and to narrow it down, we have to use consistent criteria. It usually comes down to years of experience in public libraries. We look at both professional and paraprofessional experience.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ We have done it sometimes, but are moving to consistently sharing before the interview.
If you provide interview questions before the interview, how far in advance?
About a week
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: It depends. If the candidate is out of town and cannot travel, we will offer a virtual interview. For managers, the first round is virtual.:
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: We do if requested. Typically feedback is offered to internal candidates.
What is the most important thing for a job hunter to do in order to improve their hirability?
Do their research on the organization they are applying to. Visit it if possible!
I want to hire someone who is:
Adaptable
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
We are working on more diversity in our hiring, and on being more inclusive in our interviewing practices.
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 (2 positions)
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?
√ 26-50%
And how would you define “hirable”?
Have strong customer service experience, possibly library experience; took care with their cover letter, resume, and application; flexible availability/able to work the schedule posted; interested in library work
How did the recruitment for this position compare with recruitments in previous years?
We are getting many more applications than in years past, and the quality of candidates has definitely gotten stronger.
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?
√ No
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?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
When I started as a Librarian 26 years ago, all we heard about was how librarianship was a dying profession. The profession has changed tremendously and we have to adapt, but we are still relevant and are not going anywhere!
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
What type of institution do you hire for (check all that apply):
√ Public Library
What type(s) of LIS professionals do you hire?
Managers (both location and Adult/Youth Managers), Adult Librarians, Youth Librarians, Selection Librarians, Technology/PR focused 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,
√ Other: I am the Senior Library Manager for Recruitment and Onboarding for my system. I coordinate and manage all hiring of permanent staff.
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
I love that you are providing resources and support for job hunters and those of us involved in hiring! It’s become a very competitive market and candidates need to do their research and be prepared for interviewing.
#GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“It’s also okay if you decide to do something else for a while”
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?
√ This is the next step after finishing library/archives/other LIS graduate degree,
√ I’m underemployed (not enough hours or overqualified for current position),
√ Looking for a promotion/more responsibility,
√ I want to work with a different population,
√ I want to work at a different type of library/institution
Where do you look for open positions?
LinkedIn, Simmons Jobline, Massachusetts Board of Library Commissioners jobs postings, specific local libraries’ employment sites, HigherEdJobs
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
What part of the world are you in?
√ Northeastern US
What’s your region like?
√ Urban area
Are you willing/able to move for employment?
√ No
What are the top three things you’re looking for in a job?
public-facing work, professional-level title and equivalent responsibilities, located in or near my community
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
48 (exact)
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well,
√ Introducing me to staff,
√ 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?
Complete absence of EDI language in listing; listings that include mostly librarian-level work but are presented as para-professional roles
The Process
How much time do you spend preparing an application packet?
3-6 hours
What are the steps you follow to prepare an application packet?
research library, including department structure, major initiatives, and current staff; adjust resume language to create a version that mirrors job posting; adapt the most relevant previous cover letter to fit role; proofread
How do you prefer to communicate with potential employers?
√ Email
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?
The average over my search has been about 75 days, so I guess that’s what I expect at this point. That’s pretty terrible, though.
How do you prepare for interviews?
Researching committee members, department, larger library system, relevant topics, etc. and typing up copious notes. Writing out answers to common questions to find articulate ways to say things (obviously I don’t read the notes in the interview, but writing through things helps me). Making an extensive list of questions that I want to ask. Reading up on recent literature in the field for areas that I have less direct experience with.
What are your most hated interview questions, and why?
“What tools or tricks do you use to stay organized?” – I don’t have many, but I’m still a pretty organized person, so it either comes off like I’m bragging or I haven’t thought about how to organize my work.
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened more than once
- Had an interview and never heard back √ Not Applicable
- Interviewed for a job where an internal candidate was eventually chosen √ Happened the majority of the time or always
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Happened more than once
- Turned down an offer √ Happened once
If you have ever withdrawn an application, why?
The position wasn’t ideal in the first place, but I really wanted to move on to a new thing. Then during the interviewing process it became clear that it was a bad match.
If you’ve turned down an offer (or offers), why?
It turned out that working with children and young adults was a much larger part of the role than I had anticipated, and while I wasn’t opposed to that, the pay was quite low so those two things combined made me think it wasn’t the right job for me. I kind of regret that now, though.
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 applied for a role that was fairly similar to the one I have now, but would have been a professional librarian position (my current role is classified as para-professional) and it was at a different type of library, about halfway between where I am now (academic special collections) and where I’d ideally like to be (public). During the interview, it became clear just how clearly matched my skills from my current role were to the role they were hiring for, and the hiring manager just said “I think you’d be bored in this job. Would you be bored?” I mean, he wasn’t wrong, but that was a weird thing to be asked/try to answer in an interview setting. Also I once went through four rounds of interviews for a job only to have one of the interviewers tell me (in a one-on-one zoom conversation) that I shouldn’t want the job because it would basically crush my spirit. Again, wasn’t wrong, but…how do you respond to that??
What should employers do to make the hiring process better for job hunters?
I know it’s never going to happen, but please, once you’re into final interviews, can you tell the rest of us that we’re out of the game?? Also, way more people should consider providing interview questions in advance, I don’t know why this isn’t normalized. Yes, many types of librarianship require being able to answer questions on the fly, but usually with resources at hand! And in a deeply interactive way! I’m also kind of sick of the idea of being “overqualified”–this is not my first career, I’m coming to it a little older than some others, and yes, I have the degree and some experience, but I can’t even get interviews for assistant/associate jobs, and I have to assume part of that is the assumption of being “overqualified” and/or that it would be a “stepping stone” but it’s really frustrating!
You and Your Well-Being
How are you doing, generally?
√ I’m somewhat depressed,
√ I’m frustrated,
√ I feel alone in my search
What are your job search self-care strategies?
keeping data on the search is helpful for me in terms of feeling informed and managing expectations; existentialism?? idk
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?
This is kind of the worst, and I know that’s not inspiring, but hey, solidarity. It’s also okay if you decide to do something else for a while–I’ve had like three and a half careers and have multiple advanced degrees and I’m still in my thirties, you can broaden your horizons and it’s not the end of the world.
Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?
I’ve been reading these for so long and the responses are always meaningful, even the ones that seem to have very little in common with my own experiences. I didn’t realize the survey was still open until today, but I’m thrilled to be able to participate! I really appreciate your work on the site (and the podcast!)–thank you for this!
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?)
2022
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)?
Ha no. I tried working with career services for resume/cover letter review. They gave me one formatting suggestion (which I didn’t take) and told me that my cover letter was “one of the best” they’d seen–I mean, thanks? But it’s not working? So???
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
See comment about about the “overqualified” paradox. Also switching from one type of library to another is shockingly hard??
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“Convenient location, interesting subject matter, good benefits.”
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
Where do you look for open positions?
SAA, INALJ
What position level are you looking for?
√ Supervisory
What type(s) of organization are you looking in?
√ Archives,
What part of the world are you in?
√ Mid-Atlantic 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?
Convenient location, interesting subject matter, good benefits.
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
6 (estimate)
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Pay well,
√ Having (and describing) excellent benefits,
√ Introducing me to staff
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 days
What are the steps you follow to prepare an application packet?
Update and revise resume as needed prior to careful proofreading of all documents. Draft a list of questions, and if it is unclear why the position is open and consider whether to ask how long the position has been unfilled.
How do you prefer to communicate with potential employers?
√ Email
When would you like potential employers to contact you?
√ 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 do you prepare for interviews?
Review position description, note items that are vague or unclear. Consider whether to ask why the position is open.
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Happened once
- Interviewed for a job where an internal candidate was eventually chosen √
- Asked for an accommodation for a disability √
- Withdrawn an application before the offer stage √
- Turned down an offer √ Happened once
If you’ve turned down an offer (or offers), why?
Did not want to relocate after seeing the city
What should employers do to make the hiring process better for job hunters?
Explain their hiring procedure and indicate how long it may take before a final decision is made.
You and Your Well-Being
How are you doing, generally?
√ I feel alone in my search
What are your job search self-care strategies?
Cook extra good meals, take an afternoon walk around my neighborhood for at least 30 min. Once back home I lie down and read for at least 1 hr.
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?)
1973
In relation to your graduation, when did you find your first “professional” position?
√ 18 months to two years after graduating
What kind of work was your first post-graduation professional position?
√ Full Time
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“A thoughtful letter is very likely to get you at least to a phone screen.”
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?
America’s Job Exchange, Northern California HERC, HigherEdJobs, Inside Higher Ed, LinkedIn, Indeed, DirectEmployers, Glassdoor, HandShake, CA Association of Research Libraries (CARL), ALA JobList, HBCU Career Center, We Here, and subject-specific lists (datalibs, PAMNet, etc.)
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes, we’ve had good luck with the subject-specific mailing lists).
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 don’t meet the minimum requirements. For example, for subject liaisons, we require some amount of relevant subject area experience. It doesn’t have to be exact, but we aren’t likely to consider someone with a BA in History for a science librarian 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?
For the phone screen, we try to give a week. For an in-person presentation, we give at least 2 weeks but we aim for a month.
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?
√ Other: Sort of. We usually tell people why we went with a different candidate but we don’t go into how they could have improved.
What is the most important thing for a job hunter to do in order to improve their hirability?
Make it clear that you aren’t just looking at *a job,* you’re looking for *this job,* and tell us why you are a strong candidate.
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 have been a hiring manager several times and it has been extremely rare for someone to reach out to me with questions about the position. I would be happy to answer questions, and I’m sure most folks doing the hiring would be, too. We all want to have a strong pool – help us help you!
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?
Engineering 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 met the minimum qualifications posted in the job posting and did not need a VISA.
How did the recruitment for this position compare with recruitments in previous years?
It seems like it’s getting harder to hire for subject liaisons – it’s tricky to get the right combo of subject experience and library experience.
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?
√ No
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?
√ No
Is librarianship a dying profession?
√ No
Why or why not?
There has never been more of a need for professional support in navigating information.
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
What type(s) of LIS professionals do you hire?
subject liaisons
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)?
For job hunters seeking a subject librarian role: a cover letter is important. Regardless of how many applications we get, we can only phone screen so many people (less than 10, usually only 5-6). A generic cover letter sends a message that you aren’t really interested in the job you are applying for. The subject liaison role is fairly specific, and we understand that very few candidates meet every single criterion in the job ad. That’s okay! Tell the hiring committee why you’re interested in the position and why you are a good candidate. A thoughtful letter is very likely to get you at least to a phone screen. It’s worth the effort.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“I’m retiring with a pension from a public school position I’ve held for many years, and looking for an entry-level position in an academic library.”
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?
√ I want to work at a different type of library/institution
Where do you look for open positions?
LinkedIn, ACRL, Google
What position level are you looking for?
√ Requiring at least two years of experience
What type(s) of organization are you looking in?
√ Academic library
What part of the world are you in?
√ Northeastern 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?
New challenges, collaborative environment, intellectual stimulation
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
3
What steps, actions, or attributes are most important for employers to take to sell you on the job?
√ Introducing me to staff,
√ Having a good reputation,
√ Funding professional development
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?
Mismatch between salary and responsibilities/qualifications.
The Process
How much time do you spend preparing an application packet?
one hour
What are the steps you follow to prepare an application packet?
I tailor my resume and cover letter to the job description and the information on the college’s website.
How do you prefer to communicate with potential employers?
√ Email
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?
Two months.
How do you prepare for interviews?
Review relevant standards, visit the library if possible, explore the information on their website, look at the LinkedIn profiles of library staff, take notes on the job description and how my experience might match what they’re looking for.
What are your most hated interview questions, and why?
Where do you see yourself in 5 years. It seems like there is simply no right answer to this question. If you say “doing this job I’m applying for,” it seems like you have no ambition. If you say, “moving into administration,” you could be a threat.
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened once
- Had an interview and never heard back √ Not Applicable
- Interviewed for a job where an internal candidate was eventually chosen √ Not Applicable
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
What should employers do to make the hiring process better for job hunters?
Communicate, communicate, communicate. Submitting an application shouldn’t feel like buying a lottery ticket. Highly educated professionals are spending their time trying to present themselves to you. The least you can do is acknowledge applications and write to inform you about whether or not you are being considered.
You and Your Well-Being
How are you doing, generally?
√ I’m optimistic
What are your job search self-care strategies?
I’m in an unusual position. I’m retiring with a pension from a public school position I’ve held for many years, and looking for an entry-level position in an academic library. I’m also adjuncting in information literacy. I have health insurance and a spouse who is not retired. So while I would like very much to have a new job by September, I’m not going to stress if I don’t get one. I can afford to wait a while, although not indefinitely.
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?
Employers, you are librarians. Please show respect for our profession by showing respect for applicants, all of whom are, in a larger sense, your colleagues.
Do you have any comments for Emily (the survey author) or are there any other questions you think we should add to this survey?
No, but thank you, Emily!
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?)
2003
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?
√ Part Time
Did you get support from your library school for your first job hunt (and/or any subsequent ones)?
No, but I didn’t ask for any, either.
Is there anything else you’d like to tell us about searching for or finding your first post-graduation position?
I don’t know if this works anymore, but I visited the library, introduced myself, and scored an interview on the basis of that conversation! I don’t even think they had a job posted.
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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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:
- Have you encountered AI-written applications in any of your searches?
- Were they obvious?
- What did you do?
- Do you have any advice or recommended tactics regarding AI for other people or organizations who hire?
- Do you have any advice or recommendations regarding AI for job seekers?
- Any additional concerns, open questions, or comments about AI and hiring that you’d like to share?
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
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“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
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“My job search self-care strategy is pretty simple: I’ve stopped participating in the circus.”
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 employed outside of the field and I’d like to be in it
Where do you look for open positions?
CLR+DLF Job Board, ALA JobLIST, Library school listserv, LinkedIn, institution websites, county/state gov websites
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,
√ Archives,
√ Library vendor/service provider,
√ Public library,
√ Special library
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?
√ Yes, to a specific list of places
What are the top three things you’re looking for in a job?
Purpose, Fairness, Transparency
How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)
40
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 work-life balance,
√ Other: People who are hiring/already work there need to be competent and be able to demonstrate a clear purpose in what it is THEY do. Too often, I’ve found that people who are hiring or have held the same job for decades are unable to articulate the value they bring and the standards they are held to, while putting candidates through the ringer.
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?
High 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?
Preparing a LIS application packet feels like navigating a maze with no clear exit, where advice contradicts itself at every turn. I start by dissecting the job posting to uncover the keywords and tone, then agonize over whether my non-library customer service experience deserves a starring role or a quiet omission. On one hand, it proves I’ve worked steadily and can handle people; on the other, I fear it screams, “Not enough library jobs!” My resumé becomes a game of selective truth-telling, carefully tailored to the posting, while my cover letter attempts to strike that elusive balance between confident and a blow hard. After obsessively proofreading and second-guessing, I send it off knowing there’s no definitive right way no matter how much the career coaches try to convince you otherwise.
How do you prefer to communicate with potential employers?
√ Email
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 months tops.
How do you prepare for interviews?
Preparing for interviews feels like a bureaucratic ritual where you’re expected to recite the organization’s mission statement back to them while pretending you didn’t just memorize it an hour ago. I review the job description and tailor my responses to match the exact phrasing, knowing they’re likely checking for buzzwords. I rehearse answers to questions I’ll probably never be asked and debate whether mentioning my genuine accomplishments be evaluated in good faith.
What are your most hated interview questions, and why?
My most hated interview questions are the dreaded “Tell me about a time…” prompts. They don’t evaluate problem-solving skills or how someone approaches challenges—they test your ability to craft a convincing narrative under pressure, which feels more like an acting exercise than an assessment of competence. These questions reward storytelling and improvisation, leaving room for embellishment or outright fabrication, rather than providing a realistic measure of how someone actually works through issues. I’d rather discuss my methods or strategies than spin an anecdote that sounds rehearsed or fictional.
During your current search, have you had any of the following experiences:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Happened more than once
- Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
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 was rejected for a role where I gave a presentation only to see the ideas from my presentation published on the institution’s website by a member from the committee.
What should employers do to make the hiring process better for job hunters?
Hiring committees especially those in the public sector should be more scrutinized by other departments in the org. More checks and balances and less opaqueness.
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?
My job search self-care strategy is pretty simple: I’ve stopped participating in the circus. I’ll no longer waste time on interviews that go beyond two rounds or create presentations for my ideas to be used without any guarantee of being hired. I’m done proving myself for free. I’m happy to discuss my experience, ask questions to learn more about the organization, and connect my skills to their needs. But that’s where it stops. I’m not going to jump through endless hoops or give away my expertise without knowing it’s a real opportunity. My time and energy are valuable, and if that’s not respected, then the process ends there.
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 in the LIS field has become a masterclass in pointless hoops and unnecessary qualifications. What used to be a relatively straightforward process is now bogged down by layers of bureaucracy, where your skills take a backseat to how well you can jump through the right hoops. But hey, if you’re into making things more complicated than they need to be, I guess it’s working for someone.
To employers, it’s fascinating how you’ve convinced yourselves this convoluted process is necessary. When you started 25 years ago, you didn’t have to deal with all this nonsense, but now you’ve created a system where the people who can withstand the most pointless scrutiny are somehow the best fit.
The idea that the LIS market is “oversaturated” is convenient. It’s a perfect excuse for why expectations are through the roof. But what if the oversaturation narrative is less about too many qualified candidates and more about creating a monoculture? What if it’s not about having “too many” professionals, but about shaping a field where only certain types of candidates are deemed acceptable, making it easier to filter out those who don’t fit the prescribed mold? Over-saturation, in this sense, isn’t the problem, but perhaps the cover for maintaining control over a system that thrives on conformity. The real competition is about fitting into a narrow, predefined idea of who should belong in the field.This, in turn, feeds into the cycle that benefits those at the top: LIS professors, who continue to push out graduates, and institutions offering pay-to-play certificate courses that promise to “fix” your qualifications. The more people funneled through this process, the more they reinforce a system that privileges those who can afford the constant stream of qualifications, while keeping the salaries and careers of those profiting from it intact. It’s not about too many candidates; it’s about making sure only a specific few make it to the top.
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)?
√ 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?
√ A year to 18 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)?
It wasn’t anything I didn’t already know.
#GLAMJobs #librarians #libraries #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“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
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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
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“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
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“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
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“several candidates who were good on paper but performed poorly in the initial interview.”
Please note: This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by filling out the survey here.
Current Hiring Practices and Organizational Needs
These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).
Where do you advertise your job listings?
University website, HigherEdJobs, sometimes ALA, state library listserv, other listservs depending on members of the search committee and what listservs they are on
Do you include salary in the job ad?
√ Other: Where required (ex, ALA)
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ No
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Yes
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: Yes, but we’re often flexible in what we consider experience
What is the current most common reason for disqualifying an applicant without an interview?
Cover letter — not included, poorly written, or vague / irrelevant to job
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: Depends on committee chair. I’ve seen it done both ways.
If you provide interview questions before the interview, how far in advance?
If provided, a couple days in advance.
Does your interview process include taking the candidate out for a meal?
√ Other: Yes, but sometimes meal is catered on-campus.
How much of your interview process is virtual?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
Demonstrate that they are serious about the position. What this means: (1) show some awareness of the position in application materials and initial interview (I don’t expect detailed research, but show that you have read the job ad and know basically what kind of institution we are, ex. know that we are a SLAC not an R1). (2) Submit polished written materials; (3) prepare for the Zoom interview — be on time, put on a nice shirt, bring questions, show you are treat this is a serious conversation
I want to hire someone who is:
competent
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
I’ve served on hiring committees for the past decade. In recent years, I see many more candidates with solid written materials that did not reflect their performance in first-round interview (or even in email correspondence trying to schedule the first round) — I’m not sure what the disconnect is, but it is growing.
Your Last Recruitment
These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.
Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?
Assistant Director
When was this position hired?
√ Within the last three months
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Met basic experience/qualification requirements; well-written materials; prepared for initial interview; could answer first round questions reasonably well.
How did the recruitment for this position compare with recruitments in previous years?
Much smaller pool than usual, with fewer qualified candidates, and several candidates who were good on paper but performed poorly in the initial interview.
Your Workplace
This section asks for information about your workplace, including if you have lost positions in the last decade.
How many staff members are at your library/organization?
√ 10-50
Are you unionized?
√ No
How many permanent, full time job openings has your workplace posted in the last year?
√ 3-4
How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?
√ 3-4
Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?
√ There are more positions
Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?
√ No
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ No
Is librarianship a dying profession?
√ No
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Northeastern US
What type of institution do you hire for (check all that apply):
√ Academic Library
Are you a librarian?
√ Yes
Are you now or have you ever been:
√ A member of a hiring or search committee
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“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
-
“Always apply with a cover letter tailored to the 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 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?
Seek, LinkedIn, RIMPA
Do you notice a difference in application quality based on where the applicant saw the job ad?
Unsure
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…)
√ N/A – we don’t hire librarians
What is the current most common reason for disqualifying an applicant without an interview?
Badly presented or completely irrelevant resume/cover letter
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?
√ First round/Initial Screen
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?
Always apply with a cover letter tailored to the position
I want to hire someone who is:
Relateable
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?
Records Management Officer
When was this position hired?
√ Within the last three months
Approximately how many people applied for this position?
√ more than 100, but less than 200
Approximately what percentage of those would you say were hirable?
√ 25% or less
And how would you define “hirable”?
Had some relevant qualification or experience, supplied relevant & current resume
How did the recruitment for this position compare with recruitments in previous years?
Many more irrelevant applications including submitted without cover letter and seemingly without reason to apply for the role.
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?
√ Other: Unknown. 3 within records management field
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?
√ N/A – we don’t have librarian positions
Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?
√ N/A – we don’t have librarian positions
Is librarianship a dying profession?
√ I don’t know
Why or why not?
I don’t think so, but I do think it is shifting with the times
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Australia/New Zealand
What’s your region like?
√ Urban area,
√ Suburban area
What type of institution do you hire for (check all that apply):
√ Government – Records & information management
What type(s) of LIS professionals do you hire?
Records management & mailroom officers
Are you a librarian?
√ Other: No, but i am qualified to be one.
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
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“The LIS schools overproduce.”
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 job boards-state, surrounding states, city
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?
√ No
Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates?
√ Yes
Do you consider candidates who don’t meet all the requirements listed in the job ad?
√ Other: For librarians, we consider time to degree completion and equivalent degrees
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?
Total lack of qualifications
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 prefer live interviews but will do virtual based on the needs of the candidate.
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?
Understand the job they are applying for and sell their ability to do it.
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?
We are constrained by our HR department in many of our practices. They so not allow us to post salaries, and they pre-screen candidates.
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?
√ Between six months to a year ago
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ 10% or less
How did the recruitment for this position compare with recruitments in previous years?
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?
√ 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?
√ No
Is librarianship a dying profession?
√ I don’t know
Why or why not?
The LIS schools overproduce. There are not enough positions, and there won’t be. Libraries are reducing their staffs.
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
What type of institution do you hire for (check all that apply):
√ Academic Library,
√ Archives
What type(s) of LIS professionals do you hire?
whichever of our limited positions is open
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
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“All postings should list salary, all interviewees should be given the questions”
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, Chronicle, state library job site, other
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: Not for required
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: Preferred
What is the current most common reason for disqualifying an applicant without an interview?
No ALA accredited MLS degree which is required
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?
Week before
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?
√ No
What is the most important thing for a job hunter to do in order to improve their hirability?
Read the posting, meet requirements, address posting topics, show interest in position and institution
I want to hire someone who is:
Forward-thinking
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
All postings should list salary, all interviewees should be given the questions
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?
√ Between six months to a year 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”?
Met requirements, had relevant knowledge, showed evidence of being able to do the work
How did the recruitment for this position compare with recruitments in previous years?
Same applications, 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?
√ 10-50
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?
√ 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?
√ 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?
Vacated positions not being filled, positions replaced with non-credentialed or lower paid staff, ALA degree not required, traditional library positions eliminated
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):
√ Academic Library
What type(s) of LIS professionals do you hire?
All positions
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
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“Myself (library manager) and my team leaders often say we’d never get an entry level job if we were applying today.”
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?
Seek, listserv, organisational website, library association website
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes for sure – Seek applications tend to be on the lower quality end
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: Sometimes – more no than yes. But it depends on where the job market is at that time.
Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)
√ Other: We require a low level Cert 3 from a technical training provider for library assistant roles, but not work experience
What is the current most common reason for disqualifying an applicant without an interview?
No experience in libraries or no qualifications.
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 requested by candidate
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: If requested by candidates. I sometimes do it if I see an application from a library career starter that needs some feedback on the application to get a foot in
What is the most important thing for a job hunter to do in order to improve their hirability?
Follow the job application guidelines and submit an application tailored to the job you are applying for. If we ask for a cover letter, supply one and make sure it is for the job you’ve applied for. I’ve declined so many people before the interview stage simply because of this.
I want to hire someone who is:
positive
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
Library jobs are very competitive. Over the past few years, this hasn’t been the case. It’s been hard to find good people.
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?
Children & Youth 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”?
Someone who meets the essential criteria of the role and wants the job.
How did the recruitment for this position compare with recruitments in previous years?
We had to advertise twice to get the right person. And even then we had to reduce the essential criteria of library qualifications to someone who was near graduation. Less applications than normal, and very few hirable 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?
√ 10-50
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?
√ None!
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?
√ Other: One position changed to two part time roles with extra hours.
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?
More people are entering library education to become librarians. The competition for jobs has only increased, and the applicants more qualified/experienced than before. Myself (library manager) and my team leaders often say we’d never get an entry level job if we were applying today. I started in 2007, it’s changed dramatically since then. I think people are seeing libraries as a way to help communities. A way to step away from capitalism and make an impact so they feel good. I think parts of librarianship are dying. These are the more technical work like reference services or cataloguing.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Australia/New Zealand
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?
Children’s librarians, multicultural librarian, local history, digital services, Tech librarian, collections staff (cataloguing and selection is out sourced), creative programming.
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
-
“Think service, think flexibility, think about industries outside the library world.”
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?
Newsgroups, gov jobs.com, LinkedIn, Facebook (ours, cal lib, other similar pages)
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?
√ Yes
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: If degreed, no. If in progress or no degree, yes
What is the current most common reason for disqualifying an applicant without an interview?
Putting “n/a” on supplemental question
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?
√ Depends.
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?
√ If they ask. And we offer it.
What is the most important thing for a job hunter to do in order to improve their hirability?
Make up an answer. Dont just say “none” to a scenario question. They’ve had experience in life and they can’t extrapolate, then they aren’t likely to succeed long term (flexibility).
I want to hire someone who is:
Great with people. Everything else can be learned.
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 – Spanish required
When was this position hired?
√ Between six months to a year 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”?
Decent supplemental responses. Min qualifications.
How did the recruitment for this position compare with recruitments in previous years?
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?
√ 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?
√ 5-6
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 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?
√ Other: Maybe. But the skills exceptional people bring is not.
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?
√ 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?
All.
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)
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Think service, think flexibility, think about industries outside the library world.
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“We had several candidates withdraw once they found out the salary.”
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, Indeed, LinkedIn, Florida Library Jobs, Inside Higher Ed, Chronicle of Higher Education
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes – Indeed was the lowest quality
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…)
√ No
What is the current most common reason for disqualifying an applicant without an interview?
Didn’t meet minimum requirements of the 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: We have not previously, but with our new dean, we will start doing this
If you provide interview questions before the interview, how far in advance?
Does your interview process include taking the candidate out for a meal?
√ Other: It depends on the length of the interview/ position. If it’s a full-day, librarian interview, yes.
How much of your interview process is virtual?
√ Other: It depends on the location of the candidates. First Round is always virtual. If at least one finalist candidate is not local, then the final round is virtual for all candidates.:
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: Only if requested
What is the most important thing for a job hunter to do in order to improve their hirability?
Be personable in the interview. I know it’s hard and stressful and there are nerves, but anything to show a bit of personality and kindness can make you stand out from the crowd.
I want to hire someone who is:
teachable
Is there anything else you’d like to say about hiring practices at your organization or in current trends?
At my org, it’s inconsistent across departments within the library. I would really like to change that.
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 Coordinator
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”?
Relevant experience, complete application in a readable format
How did the recruitment for this position compare with recruitments in previous years?
About the same number of candidates, but more of them were 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?
√ 7 or more
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?
√ 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?
√ Other: It’s an evolving profession.
Why or why not?
I heard a presenter say once “if you don’t innovate, you evaporate.” Similar to when Google was introduced, we’re at a turning point in information retrieval for society. We need to adapt in order to remain relevant.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Southeastern 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, E-resource
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)?
Our College won’t let us post us the salary in the job description. We share it with candidates either before the first interview, or definitely before the final interview. (We do two interviews for each position). We had several candidates withdraw once they found out the salary. I wish we could post it and save everyone’s time.
It’s important to document the hiring process at your org so new managers don’t have to re-create the wheel.
It would be helpful if new managers were required to take search committee training before running one or serving on one.
Thank you for doing these surveys!
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
-
“Be real hire real people”
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 and sometimes ALA professional job postings
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: Beyond the minimum 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?
Did not meet minimum qualifications or left out critical information about 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?
√ 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?
√ First round/Initial Screen
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: If asked
What is the most important thing for a job hunter to do in order to improve their hirability?
In resume, cover letter, and application cover the job applying for, read job description, research library, and community.
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?
Librarian II/III
When was this position hired?
√ Other: Still in process
Approximately how many people applied for this position?
√ 25 or fewer
Approximately what percentage of those would you say were hirable?
√ more than 75%
And how would you define “hirable”?
Qualified enthusiastic about professional and ready to work.
How did the recruitment for this position compare with recruitments in previous years?
Less applicants than two years ago but what we saw pre pandemic. Post pandemic better qualified pool.
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?
√ 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 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
Why or why not?
No, just librarians are not always willing to relocate for experience so rural and remote systems must depend on paras.
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?
√ 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, Adult, Outreach, Branch regional, Supervisory and Management.
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,
√ Administrator
Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?
Be real hire real people
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“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
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“we have received permission to include the salary range online when required.”
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?
Our institution’s job portal, LinkedIn, professional organization listservs, listservs and job boards for LIS grad school programs
Do you notice a difference in application quality based on where the applicant saw the job ad?
Sometimes. Applicants who find the positions via a professional association search or a referral from a friend to our job portal tend to submit more complete applications than those who find us via LinkedIn
Do you include salary in the job ad?
√ Other: Our institutional job portal doesn’t, but we have received permission to include the salary range online when required.
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?
Limited or no experience 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?
√ No
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?
√ Other: When requested, we try
What is the most important thing for a job hunter to do in order to improve their hirability?
Submit all of the materials requested in the job description and communicate well. It’s amazing how many candidates have to be disqualified because they did not complete information and do not respond.
I want to hire someone who is:
Dependable
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?
Archivist
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?
√ 25% or less
And how would you define “hirable”?
Meets most of the requirements for the position and aligns with the values of our institution
How did the recruitment for this position compare with recruitments in previous years?
Comparable applications to a few years ago, though shared in a wider variety of places
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?
√ 7 or more
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?
√ Other: They have been replaced with temporary/year contract full-time librarians
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
Why or why not?
There seems to be continued interest in the field and many places hiring, plus graduate school programs still filling, but less full-time, permanent library positions. This speaks to a need and a workforce for librarianship, but a devaluing of traditional models of librarianship.
Demographics
This section asks for information about you specifically.
What part of the world are you in?
√ Midwestern US
What’s your region like?
√ Suburban area
What type of institution do you hire for (check all that apply):
√ Academic Library,
√ Archives
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
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“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
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“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
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“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:
- Submitted an application and got no response √ Happened the majority of the time or always
- Had an interview and never heard back √ Happened more than once
- Interviewed for a job where an internal candidate was eventually chosen √ Happened more than once
- Asked for an accommodation for a disability √ Not Applicable
- Withdrawn an application before the offer stage √ Not Applicable
- Turned down an offer √ Not Applicable
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
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“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
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Further Questions: What are your favorite questions to ask in interviews?
Oh hey! This feature has been on hiatus since February, but now it’s back!
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.
This question is one of the most visited pages on Hiring Librarians, but it hasn’t been answered since 2014 so I think it’s beyond time for an update! This month I’m asking:
What are your favorite questions to ask in interviews? And why? If you can talk a little about the difference between what you ask over the phone versus in-person, that would be very helpful.
Anonymous: Good prompt! Here’s one of my favorites:
“This position will have multiple projects and daily tasks that will compete for your time. How do you determine priorities and manage your time?”
The follow up question is always: “How would you handle a situation in which you had two seemingly high-priority tasks where it was impossible to accomplish both.”
The first question helps me understand how the person works and their ability to stay organized. What kinds of tools do they talk about? How do they decide what is a priority? Do they work best in short bursts, or in longer stretches? The follow up tells me whether they understand how to work with a boss and within an organization. The real answer I’m looking for on the follow up is some combination of, “I’d ask my boss for help prioritizing,” and “I’d think about how my work affects other departments and/or ask them for help.” The hardest working, most creative person in the world is still going to struggle if they can’t work within the organizational structure; someone who says they’d just “pick one” to prioritize, without input, is a red flag.
In terms of phone vs. in-person interview questions, I use the phone interview for screening – understanding the person’s background, skills, and experience to date and how it relates to the position. If I’m unclear on whether they meet one of the requirements, the phone interview is the time to clarify. For example, someone may say they’ve supervised people, so the phone interview question will ask the context, their duties, how many people, whether they were faculty, staff, or students, etc. With the requirements out of the way, then the in person interview can be more forward-looking: how would you use your skills and experiences to move the library forward? How would you approach the job and work with your colleagues? Tell me about when you’ve faced a situation like x, how you handled it, the outcome, and what you learned.
For equity, ALL interview questions should be based directly on something in the job description. Use the phone interview questions for the hard/technical skills and years of experience; use the in person interview questions for the soft skills.
Donna Pierce, Library Director, Krum Public Library: As a small library I have never interviewed someone for a full-time position. (All of my full-time positions were filled in-house.) Plus a lot of the people who apply for the part-time positions do not have library experience. So most of my questions are used to find out how well they can handle customer service, how interested they are in things other than reading (you know, in case someone wants to know something other than “what’s a good book?”!), and their attention to detail. But my all time favorite that I have asked for 19 years is “What materials should a juvenile be allowed to check out?”
Here are all the questions I ask:
- Describe the procedures you have used to keep track of things that require your attention. (Calendar, phone reminders, etc.)
- Considering your education and work experience, why do you feel you are qualified for this job?
- What is a card or board game you would play with strangers to get to know them better? (If none – how would you break the ice with a group of strangers?)
- Have you ever had an experience in which you were glad you had paid attention to some particular detail? Please describe it.
- If you are planning on working another job (or attending college) how will that impact your ability to work for us? (Limited time available to work, no flexibility to re-arrange schedule if needed, etc.)
- Tell us about your experience with information technology. (web design/coding, databases, computers in general, Microsoft Office, Publisher, Canva, etc.)
- How do you learn a new piece of software or a new technology? How do you prepare to teach it or help others learn to teach it?
- What contributions could you make to our library?
- If you could live in any TV show, what would it be?
- What book/game/TV show/album would you recommend to someone? Why?
- What is your favorite age group and why? How should that group – and others – behave in the library?
- What would you do if you were unsure of how to answer a patron’s question?
- How would you handle a person who objected to a book or movie in the library?
- What materials should a juvenile be allowed to check out?
- What is your philosophy and approach to managing conflict?
You would be surprised at how much you learn about someone with questions 9 and 10!
Anonymous: I think my answer has evolved so much since 2014!
As a final question (well, after the do you have any questions for us), I like to ask if there is anything the candidate would like to expand on from the interview, or reframe, or tell us something we didn’t ask but should know.
This gives the candidate the chance to shine, or regroup, or end on a positive note. Interviews are so stressful and often the stakes are high, so let’s all give everyone one more opportunity to impress.
And yep, some foks add nothing.
We don’t do phone interviews much anymore. Although sometimes Deans or VPs might call.
We do Zoom, then on campus for finalists. But in the past, phone interviews were really about screening. We would call more people to give more chances, but still only brought a few to campus.
I have called to clarify that the candidate understands which location they would be working at (we have five) or that adjunct is part-time. That is to save everyone’s time!
Melissa Moore, Head of Access Services, Ferndale Area District Library: One of my favorite questions to ask during an interview is “Describe an experience you had where you think you really made someone’s day after you helped them.”
This question gives me a lot of insight into what a person considers a positive interaction. It also tells me a lot about what they value and their thought processes. It tells me: what the person considers a positive interaction, what they consider help, what they think ‘made someone’s day,’ and a little insight into their motivations.
I don’t do phone interviews here, so I don’t have a comment on this. I select 4-6 of the applicants for a single, in-person interview with me and two other managers/administrators (depending on who is available). The positions I hire for are generally entry level so I don’t need as long of an interview process. The other departments will do a two stage process. First interview is over Zoom, the field is narrowed to 2 or 3, then the final candidates are called for an in-person interview. All departments are required to have the department manager and two other managers in the interviews, per the most recent union contract.
Anonymous Director, Medium-Sized University Library: Favorite questions to ask in interviews include :
- Can you please tell us about your experience [using or doing or managing or leading] [one of the aspects of job from job description]?
- What do you think you’ll enjoy the most and find most challenging about [something related to job description]
- How would you get staff buy-in before implementing…
- Can you give us an example of a time when communication between you and your staff or colleagues did not go well. How did you overcome the issue (if you did)?
- Describe a time when you were a part of a great team. What qualities did you appreciate the most in your colleagues?
- Can you please tell us about a time that you had to adjust or shift what you were working on because priorities outside of your control changed? How did you decide to revise, let go, or change what you were working on?
- What interests you the most about this position and the prospect of working at…
And always, always, “What questions do you have for us?” Please be prepared to ask some!
Celia Rabinowitz ,Assistant Vice-President for Academic Engagement and Director of Mason Library, Keene State College: It has been six years since I last participated in a search for a library faculty position at my college library and three years since my last library staff search. In my current position the library faculty form the search committee and I am do not participate in phone interviews or in-person meetings that the search committee has with the candidates. I do get time with each candidate. This is because the search committee makes a recommendation to me and the provost for hiring and I have a level of authority higher than the search committee to make a decision. That said, it rarely happens that there is a disagreement. I do participate fully in searches for all non-librarian positions.
I like to ask candidates for staff positions what they enjoy most and least about their work. This can be more successful to ask in person (or a video platform) just so the candidate really understands that I do want to hear about the things that are the least satisfying about their work. I have used it on the phone and in person. For faculty positions I sometimes ask about the focus of their professional reading has changed over the past few years, and how it helps them think about their practice. My professional reading habits have changed a lot over time, so I’m always interested in how colleagues think about that.
Questions have also included asking candidates to describe a work project or experience that made them feel valuable and valued and why, to describe an experience working on a team and what went well (and didn’t), for staff I might ask candidates to describe how they prioritize their work day and how they handle various types of interruptions, and how they prefer to work with supervisors (for staff positions). These positions do not always require prior experience so I don’t want to ask questions that might put any candidate at a disadvantage.
Questions for library faculty are usually more specialty specific to the positions, e.g., Collections, Instruction, etc. I do often ask candidates to describe how they mange situations working with people (library colleagues, non-library faculty, etc). with differing opinions, needs, etc.
For all the job seekers out there – good luck and keep at it! For all the hiring managers and search committee folks – you know how important the work is. Many of us won’t have the opportunity to grow our workforce while we are still professionally active. I am glad to know that many libraries still can.
Gretchen Corsillo, Director, Rutherford Public Library: I love behavioral questions and feel they are a great way to get to know a candidate better. In interviews for any public-facing role, I like to ask about the candidate’s customer service philosophy. What does good customer service look like to them? Can they provide an example of a time when they provided customer service that they’re really proud of (or received great customer service, if they are new to this type of role)? It doesn’t have to be library-specific; in fact, I’ve found this to be a nice way to help candidates tie in transferable skills they may have developed elsewhere. This can truly set someone apart from the rest of the pack. I also try to provide examples of real situations they may be faced with and ask how they would respond. This sheds light on a candidate’s critical thinking skills and is also a great way to show off knowledge they’ve gathered about the library. We are no longer doing as many phone interviews in my library post-pandemic, but I think these types of questions especially help in that situation where we may not be able to get as good of a read on a candidate’s personality in the absence of facial expressions, mannerisms, etc.
K.T. Vaughan, Hal F. and Barbra Buckner Higginbotham University Librarian and Professor, Washington and Lee University: When developing questions for interviews I first start with the job requirements. Since the purpose of the questions is to determine how well people meet our qualifications and needs for the position, we need to ask ones that will get us data to rate each candidate. Screening interview questions tend to be more factual than on-campus ones, in which we’re trying to gauge both aptitude and enthusiasm for a position.
For an entry-level librarian position in an academic library, one of our qualifications has been “Any combination of experience and coursework in the fundamentals of library-based data services.” In the screening interview, I might ask, “What is your background in data science or library-based data services?” In the on-campus interview, I might ask, “Talk to us about your favorite data-related project that you’ve worked on. Why is it your favorite? What made it go well?” I also like the question, “What did you love about your most recent library job/class?”
We share our questions in advance, and lately I’ve seen an uptick in seemingly AI-generated responses that people read from notes. As a result, I’m now leaning more towards questions in which I ask about the person’s unique experiences or ideas. For example, I used to ask, “What is your preferred communication style with your manager or colleagues?” We started getting unusually similar responses from candidates. Now I ask, “Tell us about a time when you thought communication with your manager or colleagues went really well.”
As University Librarian, I usually have the last meeting of the day with a candidate. The four questions I ask are: What did you learn today that excited or surprised you? How do you see this position as part of your career arc? What have we not asked you or talked about that you’d like to share? And finally, What questions do you have for me, or that haven’t been answered yet?
Anonymous: I have a few favorite questions depending on the job opening. One I particularly like: What did you do to prepare for this interview? Perhaps not a great question for someone interviewing for a part-time shelver job but if they are interviewing for any type of reference job, they should at LEAST have looked at the library website. Maybe they talked to other people in a similar job, etc. This will give you some insight on their process. Maybe they took a shower, got dressed and showed up — and maybe that is ok if they have a lot of experience in the position you are hiring for etc. Most of the time you would want them to at least have reviewed the job posting.
2. Describe a time when you disagreed with the course of action that an institution was taking. How did you react/improve the situation? Are you looking for a person who will blindly follow anything you decree? Or do you want someone who will confront questionable policies?
3. How are you organized? Would you describe yourself as a disciplined and systematic person, or are you more a creative and innovative person? What are the strengths and weaknesses of the way you work? No right or wrong answer here but gives you some insight. If your team already leans one way or the other, it might be helpful to have someone who thinks differently.
3. Can you tell us about a time when you analyzed information or data and evaluated it to solve a problem. Would love to hear about how the data sent you in a direction you weren’t anticipating. (analyzing work, collection, training needed). If you are hiring for a position that could benefit from someone who can deal with data, this is a great question. If they have no experience with analysis, you might get a vibe about their desire and ability to do so. If they have worked in a job that required analysis they better have a story about how the result was unexpected.
4. How do you evaluate programs that you offer? How do you determine if a program is successful or not? If you decide it was not successful, would you consider doing the program again? I like this because it gives you a sense of how they see success. Also, for me, it is good to think they might give something that they worked hard on a second or even third try if it WASN’T successful the first time. However, I don’t need someone who will continue with something forever even if it doesn’t work but because it was their idea and they just love it. Things may work well for years and years then the need goes away, the population changes or whatever. Libraries should always be thinking about things they don’t really need to do anymore and not just operate on auto pilot.
5. Do you have any questions for us? We will often be more leading with this – “Do you have any questions for us about the library, the job, or the requirements?” Once again, depends on what type of job you are interviewing for but if there are no questions (and they could have asked throughout the interview) is that because they just aren’t really interested? Or they just left a job JUST LIKE THIS at the library district down the street? But even then, a question about scheduling, etc. would be appropriate. If it is a higher level job and they don’t ask about the details or the culture or anything, it is worrisome.
For my library – we have not done phone interviews. We have done some Zoom interviews. The questions we ask are the same either way.
Kellee Forkenbrock, Public Services Librarian, North Liberty Community Library: My favorite interview question to ask is, Imagine yourself as a customer who received excellent service. What made the experience excellent? I like this question because it places the candidate into the shoes of a patron and gives them a viewpoint of what customer service should look like from that perspective. Sometimes we get standard responses to the hypothetical situation (‘..friendly, knowledgeable, quick…’). Other times, the candidate will tell us about an actual interaction they had during a sales transaction. The question is a great way to emphasize the importance of patron service an d what it looks like in action.
Chad Deets, Assistant Librarian, Acquisitions and Metadata, Arizona State University: In the majority of the hiring processes I’ve participated in, it was necessary to pick questions and have them filed ahead of time. It was always a mixture of questions designed to assess both technical ability and soft skills. The questions are usually worded to be scenario-based and ask for examples from the candidate’s history. If the candidate paid attention, particularly to the soft skill questions, they ccould infer some of the problems/concerns that we were facing. One example might be “tell us about a time when you collaborated with colleagues from other departments. Did you experience communication challenges and if so, how did you overcome them?” This question likely demonstrates that at the institution, there have been past challenges in communication between colleagues from different departments, and that it’s important to the committee to find a candidate who is able to navigate these types of challenges.
Because questions had to be chosen in advance, we really didn’t ask anything different in-person than we would over the phone or via a virtual platform. I should note that we were able to ask follow-up questions that were unscripted, but I cannot think of anything that we did differently between the two mediums.
Of course, one of the more telling responses comes to the question “do you have any questions for us”? Particularly in libraries, curiosity is your friend and shows the committee that you take an interest in the position, the organization, etc.
Anonymous: We do not do phone interviews (we will do a zoom for out-of-area applicants) I think my favorite interview question is “why do you want to work in a public library?” It’s very open ended but I like to see where the applicant takes this. Some respond with “I like the quiet environment” or “I love books/reading” and some talk about community services and collaboration in meaningful work.
#GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryJobs #libraryWork #LISCareers #lisJobs
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“the administration wants to eliminate a librarian position the next time it becomes vacant and make it a lower paid staff 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 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?
Institution website and sometimes Indeed
Do you notice a difference in application quality based on where the applicant saw the job ad?
Do you include salary in the job ad?
√ Other: Yes and no. If the institution does post it, they hide behind using the matrix indicator and not the actual dollar amount
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…)
√ N/A – we don’t hire librarians
What is the current most common reason for disqualifying an applicant without an interview?
Not enough applicable experience. Doesn’t have to be library experience, but needs to have transferable skills.
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: Morning the part, but I’ve asked to do so in current and future postings
If you provide interview questions before the interview, how far in advance?
Plan to provide the day before
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 would if asked. This is something I would explore doing proactively in future postings
What is the most important thing for a job hunter to do in order to improve their hirability?
Follow instructions of application process/provide a complete application package
I want to hire someone who is:
Teachable
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?
Coordinator of Library 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?
√ more than 75%
And how would you define “hirable”?
Applicable experience and education
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?
√ 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 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?
√ Other: No, but the administration wants to eliminate a librarian position the next time it becomes vacant and make it a lower paid staff position. I’m prepared to vigorously oppose that action leading up to and when the attempt is made
Is librarianship a dying profession?
√ No
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
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 #GLAM #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #libraryjobs #LIS #LISCareers #lisJobs
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“It’s offered but it’s their responsibility to reach out afterward to ask”
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?
Partnership Job Board, Indeed, YMCA Job Board, LinkedIn, Town’s Website, Library’s Website, FB, Instagram, LIS School Job Boards (Western University and Toronto iSchool)
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes – Indeed is often the worst quality. Often no cover letters and a ton of spam.
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…)
√ Yes
What is the current most common reason for disqualifying an applicant without an interview?
Meet no requirements, have to relocate (depends on the job and how fast we need to fill it)
Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)
√ No
Do you provide interview questions before the interview?
√ Other: Sometimes
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?
√ No, and I don’t think we ever have
How much of your interview process is virtual?
√ Other: Only if the candidate requests it
Do you (or does your organization) give candidates feedback about applications or interview performance?
√ Other: It’s offered but it’s their responsibility to reach out afterward to ask
What is the most important thing for a job hunter to do in order to improve their hirability?
No chapter book applications. Less corporate jargon, use the cover letter to advertise who YOU are and why you love libraries. Don’t just focus on the hard skills or what you think we want to hear.
I want to hire someone who is:
Adaptable
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?
Coordinator, Programming &Outreach
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”?
Meet the basic requirements
How did the recruitment for this position compare with recruitments in previous years?
More applications, more qualified people but many who were very demanding in terms of work from home and more pay despite minimal experience
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?
√ 1
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?
√ Yes
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?
√ Canada
What’s your region like?
√ 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?
Cataloguers, children’s librarians, tech services (website, digital literacy support), CEO
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)
#1 #14 #25 #35 #books #GLAMJobs #Librarian #librarians #libraries #Library #libraryHiring #libraryInterview #libraryJobs #libraryWork #LISCareers #lisJobs
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“It’s not dying, it’s being murdered by shortsighted college administrators who have no respect for us or what we do.”
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?
Indeed, college website, state library job site
Do you notice a difference in application quality based on where the applicant saw the job ad?
I have not noticed.
Do you include salary in the job ad?
√ other: If it’s an hourly, part-time position
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…)
√ Prefer but not require
What is the current most common reason for disqualifying an applicant without an interview?
Does not meet preferred qualifications
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?
√ First round/Initial Screen
What is the most important thing for a job hunter to do in order to improve their hirability?
Follow all of the instructions in the job posting.
I want to hire someone who is:
Experienced
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?
√ 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 at least one preferred qualification
How did the recruitment for this position compare with recruitments in previous years?
Fewer highly qualified 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?
√ 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?
√ Other: No, we lost all of our FT positions with no replacement at all.
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?
√ It’s not dying, it’s being murdered by shortsighted college administrators who have no respect for us or what we do.
Why or why not?
See answer above
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
What type of institution do you hire for (check all that apply):
√ Academic Library
What type(s) of LIS professionals do you hire?
Our librarians do a little bit of everything.
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
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“no candidate ever meets all of the requirements. “
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?
On our organization’s web page, Linked In, Indeed.com, specialized email lists, associations, or sites particular to the position
Do you notice a difference in application quality based on where the applicant saw the job ad?
Yes. Broad sites like Indeed can bring in candidates who tend to apply for a job for which they have no qualifications, such as IT people. However, our job postions automatically go to these sites.
Do you include salary in the job ad?
√ Other: We include a salary range
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: We have requirements that people have to meet, such as citizenship if the position requires a security clearance, or a degree or years of experience if the job class requires it. But no candidate ever meets all of 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 matching the KSAs on the job posting in any reasonable way
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, but we used to
How much of your interview process is virtual?
√ Other: Right now it is entirely virtual, but we haven’t had a candidate for a position since the pandemic that has been in the area to be interviewed. If we did, we’d do in hybrid interviews.
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?
Answer the questions that are asked!
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?
Manager, Classified Research Support
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”?
Appropriate KSAs
How did the recruitment for this position compare with recruitments in previous years?
Have not recruited for this position in a long time; in comparison with another position recently hired, fewer applications, but it’s a different sort of 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?
√ Other: I’m not sure I understand this question. My workplace as a whole?? We have an organization of around 2000 people; we hired around 300 new staff
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?
√ Other: If looking at the total workplace, more. My organization, the same
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 changing for sure, but not dying. New skills need to be developed and the field needs to be reimagined.
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):
√ Special Library
Are you a librarian?
√ Director of library, archives, IT applications
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