Monthly Archives: August 2013

Further Questions: Would Your Library Consider Hiring Ex-Felons?

This week’s question is one I saw asked by Lassana Magassa on the NMRT listserv.  The answers he gathered from this and some other listservs, as well as some thoughtful commentary, are posted on his blog.  Lassana’s question is:

I have received a question from a prison librarian in Ohio regarding the hiring of ex-felons by a public library. These individuals have been working as inmate library clerks. They have the skill-set for circulation desk and book shelving duties. Also they have entered new book titles into the library’s catalog database and managed circulation records. They have been dependable staff members. Would your library consider hiring ex-felons?

I don’t have any special problem hiring an ex-felon.  I would probably want to know more about their offense (e.g. were they convicted of stealing rare books from a university library?  Not good).  I would have to check and see what regulations the university and the state may have about this.  I do believe there is some mention of it on the application, but I don’t know what they do with that information.  We don’t require any background checks. Because we are a university, we consider our students to be adults and are not particularly concerned about work with children, as a school or public library might be.

-Anonymous

Sherle Abramson-BluhmOur University policy does not preclude the hiring of ex-felons.
“An individual with a criminal conviction is not automatically excluded from employment. Appointing units, in consultation with the applicable Human Resources Office, will assess any criminal conviction history which is returned as a result of the criminal records check. The Office of the General Counsel will be consulted as needed. This individualized assessment will consider the nature and gravity of the offense, the time elapsed since the offense or completion of the sentence, and its relevance to the particular position sought. “
Obviously if a candidate neglected to include this information and it was discovered during a back-ground check, they would no longer be considered.
As a manager, I would not rule a candidate out for this reason.  With the help of Counsel I would want to know how much I can ask in an interview, and I would want to do that in a one-on-one conversation not in a group setting.  If hired, I would leave it up to the new hire to reveal any information.  I am fortunate in that I mostly hire entry level positions, so introductions do not generally include much background information and it need never be an issue.
– Sherle Abramson-Bluhm, Head, Print Acquisitions, University of Michigan

Thank you as always to the above for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com.

And thank you for reading!  I was so touched, I was moved to kick the crutches from my comment.

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Filed under Academic, Further Questions

Dressing Like a Vampire

Me after a job interview. by Flickr user FoxipherThis anonymous interview is with a Public librarian who has been a hiring manager. This librarian works at a library with 0-10 staff members in a Rural area in the Midwestern US.

What Candidates Should Wear

Should the candidate wear a suit to the interview?

Probably, yes (but it’s ok if the candidate wears something a little less formal)

An outfit with a coordinated blazer and trousers:

Counts as a suit

Bare arms are inappropriate in an interview, even in the summer.

False

If a woman wears a skirt to an interview, should she also wear pantyhose?

Yes, true professionals always wear pantyhose

Women should wear make-up to an interview:

Always

Is there anything a candidate might wear that would cause them to be instantly out of the running? If you have any funny stories about horrifying interview outfits, we’d love to hear them.

Short shorts, flip-flops, spaghetti straps, much more cleavage (butt & otherwise) than I ever want to see, dressing like a vampire, any skintight clothing, bare bellies, excess of chains, dog collars (although I wouldn’t be against a flea collar for some), the goth look, excess of makeup

Do you expect different levels of formality of dress, depending on the position you’re hiring for?

Yes, the higher the position, the more formal I expect the candidate to dress

Which jewelry may candidates wear: (Please select all that are acceptable)

A few simple necklaces, bracelets, and/or rings

Which hair colors are acceptable for candidates:

Natural colors (black, brown, red, blonde, gray)

The way a candidate dresses should:

Be fairly neutral

How does what a candidate wears affect your hiring decision?

The way we dress affects the public’s perception. If we are seen as businesslike, we probably will be treated as such. We will also be treated more respectfully.

What This Library Wears

How do you dress when you are going to conduct an interview?

A nice dress or pant outfit, tasteful jewelry, a bit of makeup, nice heels,

On a scale of one (too dressed up for my workplace) to five (too casual), khakis and a polo shirt are:

4

What’s the dress code at your library/organization?

Business casual

Are there any specific items of clothing, etc. that are forbidden by your dress code? (Please check all that apply)

Jeans
Flip flops
Visible Tattoos
Short skirts/shorts
Tank tops
Logos/band insignia/slogans
Sneakers/trainers

Librarians at your organization wear: (Please check all that apply)

Name tags

This survey was co-authored by Jill of Librarian Hire Fashion – submit your interview outfit to her blog!

Photo: Me after a job interview. by Flickr user Foxipher

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Filed under 0-10 staff members, Midwestern US, Public, Rural area, What Should Candidates Wear?

Waiting Sucks

PhC42.Bx17.Hunting.F13This anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has not been hired within the last two months, and has been looking for a new position for six months to a year. This person is looking in archives as well as in academic, public, and special libraries, at the following entry level. Here is this person’s experience with internships/volunteering:

i had a full-time summer internship at the place i eventually got a job. i also had three years of relevant part-time work experience while in grad school

This job hunter is in a city/town in the Southern US, and when asked if willing to move said,

yes, but only in the region

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

salary, job duties (are they interesting, what i’m trained for, etc), location

Where do you look for open positions?

archivesgig, libgig, local universities websites, indeed.com

Do you expect to see salary range listed in a job ad?

√ Yes, and it’s a red flag when it’s not

What’s your routine for preparing an application packet? How much time do you spend on it?

write cover letter, change resume as needed, prepare any other materials that may be required. takes several days

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ Yes

When would you like employers to contact you?

√ To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

How do you prefer to communicate with potential employers?

√ Phone

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility
√ Meeting department members/potential co-workers
√ Meeting with HR to talk about benefits/salary

What should employers do to make the hiring process less painful?

shorten the process. waiting sucks.

What do you think is the secret to getting hired?

having an inside connection.

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one? Check it out!

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Filed under Job hunter's survey, Southern US

Library School Should Prepare You Not for Your First Job, But for Your Last One

Jonathan HarwellJonathan Harwell is the Head of Collections and Systems at Rollins College, where the Olin Library is a 2013 winner of the ACRL Excellence in Academic Libraries Award.

Mr. Harwell has been a hiring manager and a member of a hiring or search committee for the following types of LIS professionals:

Reference librarians, serials & e-resources librarians, discovery & systems librarians, archivists, digital archivists, collection development librarians– all librarians & archivists here serve as liaisons and provide reference, instruction, & collection development.

In a prior life, Mr. Harwell was a teacher in Albania. You can find him on Facebook.

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

√ Depends on the school/Depends on the candidate

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

2

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

√ Cataloging
√ Grant Writing
√ Project Management
√ Library Management
√ Web Design/Usability
√ History of Books/Libraries
√ Research Methods
√ Reference
√ Readers’ Advisory
√ Instruction
√ Field Work/Internships
√ Other: Licensing & administrative metadata

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

Interlibrary loan, original cataloging, project management

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

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

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

Familiarity with specific URM, ILS, or ERM software

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

√ Internship or practicum
√ Other presentation
√ Other publication
√ Professional organization involvement
√ Teaching assistant/Other instructional experience

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

Any ALA-accredited schools

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

Non-ALA-accredited schools

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

Find any way you can to get experience in teaching/presenting, and to get some sort of hands-on library experience. Volunteer to get involved with the USA’s only professional organization for library employees, the ALA-APA; or if in Canada, get involved with CAPAL. (ALA exists only to promote libraries; it’s not a professional organization.) ALA meetings can be helpful, but seek out smaller conferences to attend if possible– state library associations, the Charleston Conference, the Acquisitions Institute at Timberline Lodge, the American Theological Library Association, etc.

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

I agree with my mentor professor, Dr. Marcella D. Genz, whose philosophy is that library school should prepare you not for your first job, but for your last one. In other words, you should have a theoretical and ethical grounding that will ultimately serve you as a library director.

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

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Filed under Academic, What Should Potential Hires Learn in Library School

Make Me Excited about What You Would Do for the Library

Ruth Wikoff, University of Houston's first professional librarian

Remember the original survey?  The one I ran to start this blog?  It’s still open, and a response has trickled in!  (If you hire librarians, and you’ve got something to say about it, the url is: http://tinyurl.com/hiringlibsurvey )

This anonymous interview is with a librarian who has been a hiring manager and a member of a hiring committee. This person works at a public library with 100-200 staff members.

What are the top three things you look for in a candidate?

Enthusiasm for the profession/libraries
Knowledge and skills to perform the task
Creativity and innovation

Do you have any instant dealbreakers, either in the application packet or the interview process?

Not completing the application or not addressing the questions.
Trying to give me the answers they think we want to hear or are the standard responses.
Assuming we know what they are refering to in their answers.

What are you tired of seeing on resumes/in cover letters?

Resumes and letters that are generic and don’t really describe who they are.
Resumes and letters that don’t address the job applying.

Is there anything that people don’t put on their resumes that you wish they did?

What have you really done that you are proud of completing.

How many pages should a cover letter be?

√ Two is ok, but no more

How many pages should a resume/CV be?

√ Two is ok, but no more

Do you have a preferred format for application documents?

√ No preference, as long as I can open it

Should a resume/CV have an Objective statement?

√ No

If applications are emailed, how should the cover letter be submitted?

√ Both as an attachment and in the body of the email

What’s the best way to win you over in an interview?

Make me excited about what you would do for the library.

What are some of the most common mistakes people make in an interview?

Assume they have the job.
Not give us their A game.
Assume we know the same jargon, information, etc.
Being too casual, especially when an internal canidate.
Not knowing what job you are interviewing for.

How has hiring changed at your organization since you’ve been in on the process?

We have hired some great employees that are making significant changes to the way the library does collection development. All other hires have been internal promotions.

Anything else you’d like to let job-seekers know?

Good Luck!

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Filed under 100-200 staff members, Original Survey, Public

Oh, You Are Just Not the Right Applicant, Blah, Blah, Blah.

Woman with Rifle and DogThis anonymous interview is with a job hunter who is currently employed (even if part-time or in an unrelated field), has been hired within the last two months, and has been looking for a new position for six months to a year. This person is looking in  Special libraries, at the following levels: Senior Librarian and Branch Manager. This job hunter is in a rural area  in the   Midwestern US, and is willing to move anywhere.

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

1. Great co-workers
2. A sense of action–the library is progressive and moving forward through programming, community involvement, technology.
3. Good salary – a librarian has to live.

Where do you look for open positions?

INALJ
ALA Joblist

Do you expect to see salary range listed in a job ad?

√ Yes, and it’s a red flag when it’s not

What’s your routine for preparing an application packet? How much time do you spend on it?

It depends upon the level of position I am applying for. It also depends upon whether I am filling out an application on paper or online. Overall it can be from 20 to 40 hours.

Have you ever stretched the truth, exaggerated, or lied on your resume, or at some other point during the hiring process?

√ No

When would you like employers to contact you?

√ To acknowledge my application
√ To tell me if I have or have not been selected to move on to the interview stage
√ To follow-up after an interview
√ Once the position has been filled, even if it’s not me

How do you prefer to communicate with potential employers?

√ Email

Which events during the interview/visit are most important to your assessment of the position (i.e. deciding if you want the job)?

√ Tour of facility
√ Meeting department members/potential co-workers

What do you think employers should do to get the best candidates to apply?

Hire people that have the best skill matches. Also hire those that are friendly and willing to learn if they don’t know how to do something.

What should employers do to make the hiring process less painful?

Acknowledge the applicant through at least a couple of stages of the process. Let them know if they are moving on in the process or if they have been eliminated. But also, give them some clue as to what might have put them out of the running other than “oh, you are just not the right applicant, blah, blah, blah.”

What do you think is the secret to getting hired?

A great in-person interview as well as good supporting materials ( resume, cover letter, and skills to match the job getting done).

This survey was co-authored by Naomi House from I Need A Library Job – Do you need one?  Check it out!

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Filed under Job hunter's survey, Midwestern US, Rural area, Special

Residency Run-down: Santa Barbara City College Library Residency

I know a lot of you readers are new librarians or current students. And we all know it’s a tough market for emerging information professionals. That’s why I’m really happy to be able to share this interview with Kenley Neufeld of Santa Barbara City College. In this interview, Mr. Neufeld describes, the origins of the program. as well as why Santa Barbara City College Library is a great place to learn about academic librarianship and the top two things he looks for in applicants.

Can you give us a brief introduction to the Santa Barbara City College Library Residency Program?

See http://library.sbcc.edu/blog/2011/07/08/2011-2012-library-resident/

Why was this program started? or Why does Santa Barbara City College Library continue to fund this program? What makes it important to your organization?

The program was started to meet a need to serve more students. Between 2005-2010 the number of students using the library more than doubled and yet we weren’t able to make any staff changes to meet this increased demand. We are an extremely busy library with very limited staff. We also wanted to keep our approach to serving students fresh and innovative. By bringing in new librarians on a rotating basis we can assure freshness.

I approached a community member to fund this position because the institution wasn’t able to add more librarians to our staff. As a leader in the library profession, as an award-winning library and award-winning college, it is the right thing for us to continue being innovative in how we provide services.

What are the main job duties of residents – do they differ from those of “regular” librarians?

The duties of the resident are no different than our “regular” librarians. We try to expose the resident to as many aspects of library service as possible, assign them areas in which they have interest or strengths, and push the resident to take on leadership responsibilities.

Are residents paid? Do they get any other special benefits?

Yes, the residents are paid as part-time faculty. No other specific benefits.

What would you tell a potential applicants in order to convince them to apply for the program?

We are one of the top community colleges and library in the country. We are exciting, innovative, and passionate about what we do. The view is spectacular.

What are the eligibility requirements?

See http://library.sbcc.edu/blog/2011/07/08/2011-2012-library-resident/

What does the selection process entail? How does it differ from the regular job application process?

The selection process is less formal than our regular job application process. Applicants must complete one of the online college applications and then are screened by the library director and other librarians for interview selection. The interview is performed by the library director and a selection is made.

Any tips for students? Is there anything they could do to improve their chances of winning a spot in your program?

At this point we’re on a 2-year cycle and so the next vacancy will be in Summer 2014. Reviewing the criteria should provide the best indication on how to improve their chances.

When will the next residents be picked?

Summer 2014

Anything else you want to tell us about the program, or about job hunting in general?

Communication and customer service skills are two of my top criteria when interviewing people. I want to see someone who is creative, smart, and has some vision on where to go.

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Filed under Academic, Residency Run-Down, Western US

The Vast Majority of What We Do in Librarianship is Learned on the Job, Not in the Classroom

John FeltsJohn Felts is the Head of Library Technology and Systems at Coastal Carolina University, at a library with 10-50 staff members in a city/town in the Southern US. He has been a member of many hiring or search committees, and a search committee chair. He says,

I sit on a variety of search committees for all kinds of librarians, but most recently for hiring information literacy librarians, and technology-related librarians (systems, e-resources, etc.)

Mr. Felts has worked in library technology for over twenty years, and is a former patent holder and co-founder of Journal Finder, the first OpenURL Resolver to go into production in the United States. He has been a forerunner in identifying and implementing innovative uses of technology in the provision of library services, acts as a consultant for commercial information content providers that serve the library community, and has been an active publisher and presenter. His current interests include providing library services and resources through mobile technologies and applications, next generation library catalogs, and patron-driven acquisitions collection management models. He is also a jazz trumpet player. You can find him on LinkedIn.

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

√ No

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

5

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

√ Project Management
√ Collection Management
√ Programming (Coding)
√ Web Design/Usability
√ Research Methods
√ Marketing
√ Instruction
√ Soft Skills (e.g. Communication, Interpersonal Relations)

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

So many applicants I review don’t seem to take the time to obtain actual library experience before they graduate. I can’t think of one excuse not to exhibit some kind of initiative in obtaining any level of practical experience in a library before you graduate. I don’t even look at an application if an applicant hasn’t even made an attempt to work in a library before graduation – even if it’s a volunteer situation.

Too, learn how to write a decent cover letter. If I’ve served on numerous search committees with hundreds of applicants for each position, don’t you think I can identify in about ten seconds a boilerplate letter where the applicant just changes a few variable fields of information then sends their letter? It’s very, very obvious. And take the time to translate whatever skills and experience you possess and tie these into the position for which you are applying. I receive these laundry lists of projects you’ve worked on in library school which is nothing more than a list to me and tells me very little and does nothing to make you better than fifty other applicants – everyone in library schools across the country essentially take the same classes. Listing the classes you took tells me nothing in regard to why you would be an excellent candidate for a given position.

Why should my institutionI be willing to spend over $1,000 to fly you in and pay for all of your expenses to interview with us if you’re not even willing to take the time to craft a cover letter specifically to the job for which you’re applying?

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

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

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

The vast majority of what we do in librarianship is learned on the job, not in the classroom. What I’ve seen lacking in new hires is maturity, experience in any kind of job as opposed to just being in school from the first grade through grad school, and a remarkable lack of knowledge of how to even behave in a professional office environment.

The job is not school. When you arrive on the job it’s time to quit acting like you’re still in school. Be a professional, act professionally, show initiative, be a self-starter and resourceful, and learn to think on your feet and creatively solve problems. If you have to be told what to do every day instead of taking the initiative to learn and chart your own path, then you’ll just be a chronic liability to your boss.

Also, learn how to actually *do* projects instead of talk about them. Learn simple project management skills. Identify goals, research, seek solutions, implement timelines, allocate time and resources to a given project, then execute. Talking an idea or potential project to death achieves very, very little.

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

√ Library work experience
√ Other: Library work experience, simple project management skills, ability to code a simple web page, the ability to effectively communicate with colleagues and supervisors, etc.

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

I won’t state specific schools in this forum, but there are those that typically graduate very underachieving graduates with marginal library-specific skill sets. I will say, and it pains me to say this because I’m a fan of technology and online learning, but exclusively online programs don’t seem to graduate the same caliber of students as those who have at least some on-site matriculation. Plus, there’s no substitute for creating relationships in the classroom that you’ll carry with you your entire career.

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

Again, I don’t want to state specifics here, but there are schools who consistently graduate students who just don’t fare well in comparison to their peers.

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

– Obtain experience.
– Learn simple project mgmt. skills. Learn how to take on a project from early research, through implementation and into full production. Talking without doing achieves nothing.
– Get some technology skills – the more the better.
– Learn how to write a good cover letter and take the time to do so. – Learn how to write an effective, coherent Vitae.
– Network, get to know people, develop relationships.
– Learn to effectively communicate, try to learn to speak without every other phrase being “it’s like” and try to learn to not to talk with your hands.
– Learn to behave professionally. The office isn’t the classroom. When you graduate, it’s time to be a professional. And please quit talking about what you did in library school. It typically has little relevance to the tasks at hand.

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

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Filed under 10-50 staff members, Academic, Southern US, What Should Potential Hires Learn in Library School

Further Questions: Any Tips for Internal Candidates?

Here’s another question from a reader:

Do you have any tips for interviewing as a internal candidate?  Can you share any stories about successful or unsuccessful candidacies by internal candidates?  What are the pitfalls to avoid?

Laurie Phillips
Keep in mind that you will probably be going up against a strong national pool because the job market is tight. Sell yourself and your skills for this particular job just as if you were not an internal candidate. Why do you want this job at this time and why do you think you’re the best person for it? Don’t let things get weird with the search committee. It just makes you look bad. Keep things as normal as possible. Don’t ask for extra perks like a hotel room the night before your interview. Use your insider information to put your best foot forward and show yourself to be the best choice. We have had both successful and unsuccessful internal candidates. There are no guarantees.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

Marge Loch-Wouters

Sometimes internal candidates don’t take the process seriously enough and it results in a less than stellar interview.  Competition is fierce and internal candidates have to show as strong a drive for the job as others. If internals approach an interview as a “fait accompli” situation, trouble can result. I have had internal candidates diss the department or staff in the department they wish to be hired in; come in with little enthusiasm and be unable to articulate their views and strengths.

It’s worth the trouble for the internal candidate to show enthusiasm and think critically about what wonderful things they can bring to the position beyond a warm body. Most managers want their hires to shine!

– Marge Loch-Wouters, Youth Services Coordinator, La Crosse (WI) Public Library

 

What a well-timed question!  I recently hired an internal candidate for a position that we had posted publicly, and I currently have a second position that is posted only in-house.

It is always impressive to me when a candidate has done her/his research on the position or the organization.  An internal candidate has a leg-up here in that the candidate has access to resources not necessarily available to the public.  Do you know the person who is leaving the position?  Ask about the job and what that person needed the most training in.  Can you talk to other staff inside the department about the general workflow or shared tasks?  Have you heard people from the department previously talk about how the department needs [x] or they wish they knew [skill]?

A big benefit to hiring internally is that the person already knows the ILS, has relationships with patrons and community resources, and understands the staffing hierarchy.  Play those up.

Also, think about what you’ll do if the offer doesn’t come out like you hope.  Do others besides the hiring committee know you are applying?  If you don’t get the new position, how will you feel in your current job?  What if you get the job but it isn’t a good fit—personality-wise, skill-wise, whatever—are you going to be able to step back into your old position?  Is it a possibility?  Would you even want to?

– Sarah Morrison, Adult Services Librarian, Neill Public Library, Pullman, Washington

 

I have been both a successful and unsuccessful internal candidate and I have been on search committees with internal candidates. This happens in nearly every posting at my institution because we have a library school, so many of our support staff have their MLS already.

I think the major pitfall to avoid as an internal candidate is assuming you have the job. While you do have a leg up on institutional knowledge, you have no way of knowing the skills and experiences the other candidates bring to the table. In every case where I was the unsuccessful internal candidate, the candidate who was hired was more experienced in the area needed. Unfortunately, this can be somewhat demoralizing to a staff member, especially if they assumed they would get the job offer.

One major thing to remember after the dust settles: Don’t be a sore loser or a sore winner!

If you did get the job offer, be gracious to the other candidates and give them the space they need. Be inclusive and work with the other candidate since they probably did have something to offer the position if they were offered an interview.

If you did not get the job offer, it is important to keep a smile on your face, a positive attitude, and a willingness to work with the candidate. You will not be considered for future promotions if you behave poorly. If you need to complain, complain to your cat, your grandmother, your spouse, etc. Just do not complain at work!

If you have the courage, ask the search committee chair how you could improve your chances of being offered the next job. It can hurt, but it can also greatly improve the odds for getting the next position.

– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries

 

Marleah AugustineOne pitfall is assuming that since everyone knows you, you don’t have to sell yourself as much as you would if you were an external candidate. Yes, we know you, but use that as a springboard to give us additional information about how that experience and the work we’ve seen you do will enhance your capabilities in a higher position. We’ve seen you work in your current position, but we don’t know if that quality of work will be sustained in a new one.

– Marleah Augustine, Adult Department Librarian at Hays Public Library

 

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.com.

Thank YOU for reading!  I hear the wind blow, I hear the wind blow, it seems to say, hello, I’m the one who loves you comment.

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Filed under Academic, Further Questions

My Preference is for Practical and Intelligent Candidates, Even if They Attended a Non-ALA Program.

BobJonesBob Jones is the director of the Milton-Freewater Public Library, a library with 0-10 staff members in a city/town in the Western US. In 2003 MFPL built a brand new building, funding the $2.5 million cost solely through grants and gifts, no bond issue necessary. Mr. Jones himself created a new program, “OLDIES NIGHT @ THE LIBRARY, or 3 Hours of Cheap, Trashy Rock ‘n’ Roll,” at MFPL in January 2006. It is now in its eighth year as a monthly event. Mr. Jones has taken it on the road to other libraries across Oregon, and gave a presentation on it at the Nebraska Library Commission’s Big Talk from Small Libraries online conference in 2013. Mr. Jones hires:

Whatever we need and can attract. Could include youth services, cataloging, genealogy and local history, interlibrary loan, etc.

With a BA (English), University of Dubuque, an MA (English) and MSLS, Eastern Illinois University, and a CAS (Library Science),University of North Texas, Mr. Jones certainly has a lot of experience in higher education. He is proud that he

Convinced the State of Texas to broaden the definition of “professional librarian” from only holders of an ALA/MLS to holders of a master’s degree or higher academic credential from an ALA-accredited library school. This includes CAS, a specialist degree, or a doctorate.

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

√ Depends on the school/Depends on the candidate

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

3

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

√ Cataloging
√ Budgeting/Accounting
√ Grant Writing
√ Library Management
√ Collection Management
√ History of Books/Libraries
√ Research Methods
√ Reference
√ Readers’ Advisory
√ Marketing

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

There seems to be a current trend away from requiring any cataloging courses.

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

√ Other: I’d like to see both

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

Essential non-professional skills often required in small libraries, such as processing and repair of materials, circulation desk procedures, interlibrary loan procedures.

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

√ Other presentation
√ Student organization involvement
√ Professional organization involvement

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

This is a throw-away question for two reasons: Almost no respondents will be familiar with all library schools or their graduates, and most will lean toward their alma mater and/or nearby schools. My preference is for practical and intelligent candidates, even if they attended a non-ALA program.

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

See above. Even the best schools sometimes graduate bozos.

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

Don’t focus too narrowly when choosing electives. You never know where life will lead you.

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

Never assume your graduates will not need to know a bit of everything, because in a small library, they will. They may be the only professional, or even the only staff member. Knowing selection and cataloging and reader advisory services is of limited value if you are the entire staff but know nothing about acquisitions or processing or circulation. Most graduates will not end up in a narrow specialty in a large library with a big support staff. You do your students a great disservice if you fail to prepare them for the real world, which is filled with small libraries which need professional librarians with a complete basic skill set.

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

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Filed under 0-10 staff members, Public, Western US, What Should Potential Hires Learn in Library School
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