Q: I’ve worked in academic libraries for many years and I completed my MLIS (distance) in 2010.  I have applied for every job that I’m qualified for in my state.  While I get interviews and am invited to campus, the offers always seem to go to out of state candidates.  Is there a bias against local candidates?  Do you know why libraries would always bring in people from outside rather than hire locally?

TA: Well, there’s definitely no simple answer to why libraries hire other candidates.  There are so many factors that contribute to hiring decisions.  The most basic reason is that libraries like to hire the best qualified candidate for the position, and with a national search (that draws candidates from all over the country) that can mean a pretty competitive pool.  It’s good to hear that you stand out among the applicants and continue to get invitations for on campus interviews—that can build confidence in your application materials and your ability to identify positions that are a good fit for your interest and experience.  If you’re not making is beyond the in-person interview, it may be time to break down those experiences, and your performance, to see if there’s something you can improve upon.

Right after you complete an in-person interview, it’s okay to be completely exhausted.  Even if it was a wonderful experience (yes that can actually happen) you’ve been “on” all day long, and that can take a lot out of a person.  But it is also one of the best times to reflect on how things went throughout the day, while memories and experiences are still fresh in your mind.  You should use this time immediately following the interview to process and record your thoughts about the experience.  Did you enjoy the day?  Was the job what you expected?  Were people nice?  Is this an environment you could work in?  Additionally, take some time to reflect on your performance.  Were there any questions that surprised you?  Did you have everything you needed?  Could you have been more prepared?  How was your presentation?  Did people seem to enjoy spending time with you?  Each interview should be preparation for the next.  Although this can be a little tricky, you can always ask why the offer went to another candidate.  You may not get many specifics, but it’s okay to ask “Is there anything I can do in the future to be a more successful candidate?”  And if you have a professional contact at the hiring institution, you can also seek their input regarding your performance as a candidate.  It is absolutely essential, however, that you keep it positive and keep the questions about you, not the other candidates.  Asking for constructive advice on your interview is okay; asking why the other candidate was better or why the offer went to someone out of state is not okay.

Here’s the simple answer to a very complex question: We don’t know that libraries “always bring in people from outside.”  What we do know is that, to date, you’ve made it as far as the on campus interview, without receiving an offer.  Take some time to gather your own thoughts and feedback from others to analyze your on campus interviews and learn from those experiences in order to perfect your future performance.

Here are some resources about interview prep that might help:

• Dos and Don’ts for the In-Person Interview (http://chronicle.com/article/DosDonts-for-the/123828/)
• Master the In-Person Job Interview (http://www.careerrocketeer.com/2010/11/master-the-in-person-job-interview.html)
• Breaking Into Academia: Acing The In Person Interview (http://libraryadventures.com/2010/09/21/ipinterview/)
• What to Do After Your Job Interview (http://money.usnews.com/money/blogs/outside-voices-careers/2012/09/12/what-to-do-after-your-job-interview)

Q: Hi, I’m relocating in a few weeks and have been applying for jobs for the last few months. I realized today that on many of my cover letters I provided an incorrect cell phone number (I rarely use mine and so, of course, I transposed the digits) along with my home number and email address. Should I contact all the potential employers to correct my mistake or should I hope they will use the other methods to contact me? Thanks for your advice.

A: We think that you should not contact all the potential employers to correct your mistake and hope that they will use either your email or your home phone if they want to contact you. A couple of exceptions to this might be if a.) you know someone at a particular place and you could send a friendly email that explains what happened, or b.) one (or two) of these jobs epitomizes your dream job and you feel like you have a good chance at getting an interview and you won’t sleep at night thinking that they are trying to contact you but cannot reach you. If these scenarios are untrue, then don’t waste your time and energy contacting potential employers for a minor error that they probably won’t notice.

Also, keep in mind that (from our experiences) employers/search committees/hiring managers/etc. will typically contact a candidate by email, first, and if they want to setup a phone interview, they will ask you what number is the best for you — and it may not be one of the numbers you provided on your cover letter. It is common for job candidates to be in the midst of moving and phone numbers (and voicemail) can change or get disconnected or just don’t work for whatever reason, so don’t sweat this one. There are much bigger mistakes you could have made. Best of luck to you!

Q: I think I would like to get an MLS degree someday but would like to have experience working in a library first. Unfortunately, I’m having difficulty getting a position whether it is paid or volunteer. I think part of this is from appearing overqualified since I have a Bachelor’s degree and about five years of customer service and clerical experience, but the other reason baffles me.

When I can get them, my interviews for paraprofessional positions generally go well until I mention that I would like to get a Master’s degree. At that point, the entire tone changes and my interviewers become very negative and discouraging and end the meeting very quickly. This has been consistent for all of my library interviews in the past four years, which include several public libraries, one public school library, and one academic library.

I always include that I would like to get an MLS degree in my application and interview because it conveys why I want the position as well as that I am serious about the position. Apparently, this is the wrong thing to do. How would you suggest I explain why I want a library paraprofessional position without mentioning that I want to do this professionally?

TA: Here’s the easy answer.  Question: Why would you like to work here in this position?  Answer: Because I’m really interested in getting experience working in a library; I find libraries an integral part of any community; and specifically because the work of this position as described in the job announcement seems interesting, challenging, engaging, and in line with my skills and experience.

If you’re finding that people aren’t responding well to your MLS-ambitions, then stop mentioning it.  By your own statement, this has been something you’ve been considering for at least four years, so do not bring this up until it’s more imminent.  During an interview, the employer wants to know that you are interested in their job, not as a stepping stone to somewhere else. If you’re asked directly about pursuing the MLS, you can always say that it’s something you’re interested in, but that you want to gain some valuable experience in libraries to reaffirm this interest and to supplement the education you’ll be getting in the classroom. During the interview, keep your focus on the job, your ability to do the work, and the skills and experience you’ll bring to the position that make you the best qualified applicant.

Q: “Where do you see yourself in five years?” I have been asked this question in a number of interviews, and, yet, I still don’t know how to answer it.  I wonder why some hiring committees ask it, and I can’t help but get the feeling that this is a gotcha! question; how would I even begin to answer this? I feel like it’s a “damned if I do, damned if I don’t” question.

SM: You are right. This question, certainly an old and trusted one, used by many interviewers and asked in many interviews, can be a difficult and possibly dangerous one to answer (honestly). But, it is one that you should have an answer to, before you go on your interview.

Why do interviewers ask this question? I think that most interviewers would want to see something of an upward progression, in those five years, but when no upward progression is to be had in a particular library or particular role, than saying that you want to move into a management position can make you seem overly ambitious, or like someone who is just using the position as a stepping stone. But, aren’t most (if not all) positions stepping stones to something bigger and better? And, shouldn’t they be?

Personally, I dislike speculative questions like this and don’t see how the answers can provide much useful information.  A better question to ask is: what are your short-term and long-term professional goals?

Here are a few possible scenarios, based on honest but unlikely answers to the question (i.e., you probably shouldn’t answer the question this way):

Scenario 1
Answer: I see myself working in this library, in the role that I am being interviewed for because it is the only job that I want and I cannot see that I would ever be interested in anything else.
Pros: you are loyal
Cons: you are not ambitious enough

Scenario 2
Answer: I see myself learning everything I possibly can, and then moving up to be a head of a department or assistant director and eventually the director of the library.
Pros: you are exceptionally ambitious and motivated
Cons: you are not loyal and even worse, you want other people’s jobs

Scenario 3
Answer: I would like to be gainfully and happily employed, here or somewhere else. I just want a job. Please give me a job.
Pros: you are  honest, albeit desperate
Cons: you might just be a smartass, albeit an honest smartass

These scenarios probably won’t help you very much, but they do help to demonstrate the ridiculous nature of the question, and the catch-22 that it puts you in, no matter how you answer. I suggest the following answer, which is intentionally ambiguous and honest in that no one can predict the future:

I see myself working as a librarian, hopefully in this library and in this role, but definitely as a [fill in the blank] librarian, because that is what I love to do. But, who knows, a lot can happen in five years.

Q: I’m looking to apply for a job, but need advice about negotiating the salary. The job ad outlines the range for the position, which, even at the high end, is still much less than the cost of living (according to my research). Is the salary range typically “set in stone”? In every other way, the position seems ideal for me. However, unless I am able to negotiate a significant increase, if I were offered the job, it will actually translate to making as much, or probably less, than I am making now. I have 2-3 years of professional experience. Will this be viewed as a step down?

SM & TA: This is an excellent question and one that many people will grapple with at some point in their careers. We would like to tell you that all things are negotiable, but that isn’t always the case with salaries. Salary ranges are commonly used in job ads and they do allow for some wiggle room, and space for negotiation, but don’t expect to be able to get a salary above the range. If a range is used (vs. just a starting salary) then the high end of the range is typically the “set in stone” limit.

Salaries are tied to amount of experience, type of job, cost of living, and the salaries of others in the library and in the institution. Also, be aware and conscientious of the fact that everyone wants a higher salary, and the more experience and skills you have, the more likely you will be to get a higher salary — whether that means on the high end of the range, or that you will be able to negotiate beyond the range.

Because salaries vary so much by institution and by role and by city and state, it really doesn’t mean a “stepping down” if you do end up accepting a lower or equal salary somewhere else. Some institutions just cannot offer as much as others for the same job, and this will be something you need to consider, if it comes to it. Also, there are many things, other than the base salary, to take into consideration, such as:

• Benefits: the cost of health benefits can vary at each institution. You can ask about the cost at your interview, and see if the benefits include dental and vision. Also, does the institution offer additional benefits such as reduced-rate child care, or gym membership, or the option to take classes for free?
• Cost of commuting/parking: This can be a huge expense for many people. Find out how much it will be for this new job and compare it to your existing commute.
• Professional development funding: Ask about funding to attend conferences, workshops, and other professional development classes. This is important to keeping current and staying connected with colleagues in the profession, and can be very expensive if you are expected to pay your own way.
• Frequency of raises: You may not want to ask about raises during your interview, but after you are offered a position, it is a perfectly valid question. Some institutions provide cost-of-living raises every year (or every few years). Some positions are unionized and the union negotiates the percentage increases for the raises. It is possible that within a few years your salary could be more than your  salary at your current job, due to frequency of raises.
• Flexibility: Some jobs and institutions will offer more flexibility than others, which can be extremely beneficial for people who need flexible schedules or who may want to work part time for a while (taking care of children, or family members, going to continuing education classes or meetings, etc.).
• Upward mobility: Is there potential to move up in the library? Are there supervisors and levels of structure, or is it a flat management structure where everyone reports to the director? If you see yourself moving into a more managerial position in the future, then you might not stay too long in a position that is in a flat structure, with no possibility of moving upwards. And, if you are motivated and want to move up within a few years, that movement would most likely come with a raise in salary. Ask about the management structure during your interview.
• And, don’t forget your own happiness. Will you be able to grow and learn in this position? Will the position/library/institution/colleagues help to make you a better librarian and allow you to move forward in your career and build meaningful relationships?

Recommendations:

Apply for the job. If this is a job that seems perfect for you, apply for it. Don’t let the salary range influence you at this point. Find out if this is the job you really want, and then plan your strategy.

Do not mention salary until you are offered the position. If you bring this up too early, before you are offered the position, you might give the search committee the impression that you won’t take the job or won’t be satisfied with the salary which will make you sound greedy… after all, they took the job.

Once you are offered the position and you are told what salary they want to start you at, you can bring up your concerns. Let the director (if that is who offers you the position) know what your current salary is and tell her that you would like to get more than that. Let her know that you did your research on the cost-of-living for that city and that you are not sure you can make it on the salary this is offered. She won’t be shocked, this happens all the time, candidates are expected to negotiate. Be sure to let her know how much you do want the job. If they really want you, and there is room, she may try to get you a higher salary. If she cannot, then she will explain to you why and then you will need to weigh your options. Whatever you do, don’t make any quick decisions. Take the time they give you (typically a few days to one week), and ask questions before you make your final decision.

One word of caution: If a hiring institution posts a salary range, and you’re not content to have a salary within that range (even after considering possible additional benefits) and you know that there is no way you can or would accept a position within the listed range, you can call the hiring institution to see if the salary range is firm or if there’s some flexibility. At many institutions, once the range is posted, there’s no flexibility (especially in financially vulnerable times). So if the search committee gets all the way through the search process, having invested lots of time and money in getting to this point, and you decline the offer solely because it’s not enough money, that’s not a very graceful exit. We bring this up especially because you mention that it would be a “significant increase” for the hiring institution.

When you do call, do not identify yourself — which could potentially hurt your chances of interviewing — just ask to speak with someone about the position. You can give a first name only, and simply say “Can you please tell me if the salary range listed for X position is firm or if the salary is negotiable?” Thank them for the response and prepare to weigh your options.

Good luck!

Q:  I am a certified public librarian for approximately a year now.  While we all know it’s not the best area for a career due to all the funding cuts, I chose this career because it’s the only thing I can honestly say I love doing.  This is my second career, and I spent the past 13 grueling years getting educated for it thinking I would graduate and get a job.  I wanted more security, and wanted to be able to retire with a decent pension.  Now there are very few full-time positions, and most libraries are taking full-time positions and cutting them down to part-time positions which do not include benefits.  It’s really frustrating.  But what’s even more frustrating is knowing that I am very competent, but constantly get overlooked.  Just recently there were some positions available in my library that were never posted, and ended up in the hands of “friends” of our director.  It’s really very upsetting to be an individual that does not know that many people, therefore, a job is not in the cards for me.  Everyone in my library is aware of this, but are all afraid to speak.  It happens right in front of us and I just want to cry sometimes because there is really nothing I can do about it.  I took the civil service exams, but recently learned that the director’s know their way around those lists as well.  They can hire anyone they want to have that just by just pulling a few strings and knowing how to do it.  It’s that simple.  Therefore, there is no security for me, and many other hard working librarians.  It’s very unfortunate, but I don’t think there is anything I can do. 

I am currently experiencing some medical problems that are requiring very expensive testing.  I make less than $25,000 a year, but I am not eligible for low-cost insurance because I make too much money, therefore it’s going to cost me thousands.  I get killed in taxes because I do not own anything, and probably won’t at this point.  I barely put food on my table, but in order to get somewhere I have to know somebody.  So my question is, at this point, what can I do with my degree other than be a librarian?   I thought about going back to become a digital librarian, but at this point, I am knee deep in student loans, and would hate to invest in that and have it become ineffective in the way of getting a job. 

I’m sorry if I sound so negative, but I am a single woman, and really put all my heart and soul into getting this degree.  I am feeling a bit discouraged right now, and it doesn’t help when you find out a position was filled at your library and you never even had a chance because it was another case of nepotism.  What makes me think I will ever have a chance?    

Thank you for listening.  I am looking forward to your advice. 

TA:  I don’t mean for this to sound tough, and perhaps written communication isn’t the most effective way of sharing this message for either one of us, but the tone of your question comes across as negative, overly dramatic, and very discouraging, and this isn’t how you attract potential employers.  I’m sure you’d never strike this tone with an employer, but be careful how you frame your situation.

First, you talk about how much you love being a librarian, but describe your education process as “13 grueling years”.  I can’t say as I’ve heard of a degree program that takes that long, so my guess is it wasn’t getting your degree that was grueling, but probably the circumstances preventing you from finishing it in a timely manner.  Still, the vibe you put out there is all about struggle.  You need to flip that thinking (and your vocabulary) into more about development, accomplishments, and success.

Second, I would guess that it’s probably more perception than stated, accepted fact that your director works around policy and puts people into positions solely based on nepotism.  The problem with perception is that sometimes it’s actually right, which leads people to conclude that all their assumptions and perceptions are correct.  If the director is actually guilty of nepotism, then yes, you’re going to want to find another place of employment for advancement opportunities if you’re not in that inner circle.  If however, it’s just your perception that he or she is guilty of nepotism, that sure is an easy way out of having no accountability in terms of your own advancement and growth.  It’s a lot easier to sit back and blame than it is to identity and take ownership of deficiencies and do something about it.

Third, think carefully about how much information you share and why you’re sharing it.  Your medical tests, your taxes and your marital status probably have little to do with your professional struggles, but you put everything out there and it really muddies the water.  If you read your question carefully and pull out the job-related information, your questions boil down primarily to two things: 1) What can I do with my degree, other than be a librarian; and 2) Will I ever have a chance at a promotion?  In response to Question 1, check out the Bureau of Labor Statistics Occupational Outlook Handbook entry for librarians (http://www.bls.gov/oco/ocos068.htm#related), specifically the section on related occupations.  And in response to Question 2, take some time to reflect on what you have to offer, what you want in the short- and long-term, and what skills and abilities you’ll need to acquire to achieve that.  Compare that with what your current employer offers, and what else is out there.  Then make a plan and chart your course.  Don’t sit back and wait.  Aim for success, not stagnation.

Q: I just had a very frustrating interview.  It was for a job that I really wanted; a community college library in a rural area.  I was frustrated because the interview team only asked me about five questions (I can only remember three of them).  They didn’t ask me anything thing about the library services I would provide, or my philosophy.  These are the questions they asked:

• I see you went to XXX College.  How did you end up in XXX State (where I’ve lived for the past 5 years)?
• Would you mind helping out in other areas?
• Why are you interested in this job?

Then they opened up questions on my end?  If I end up with this type of situation again what questions should I ask?  How do I let them know what I am all about?

SM: Every job interview is unique, and every search committee is looking for someone specific. And you may or may not be that person. It can be frustrating to have high expectations before an interview and then walk away from it feeling that maybe you could have done something differently, something more.

It is unfortunate that they asked you so few questions, but don’t read too much into it. They could have had most of their answers already from your phone interview (if you had one), from your resume, or from your cover letter. The interview, quite possibly, could just be a formality, to see how you would fit in. Other possibilities are: the interview team could have been burnt out on interviewing, or the person asking the questions could have been having a bad day [I got food poisoning once during an interview, when I was the chair of the search committee. I had to drive the candidate back to her hotel and I barely made it home. Not my best day.] You’ll never know what goes on behind the scenes, so don’t beat yourself up about it.

As for letting the interview team (or search committee) know what you are all about – you could have done this when they asked you “why are you interested in this job?” That question is probably the most important one anyone can ask, in any interview. It gives you an opportunity to express your interest in the job/library/institution, to talk about how you are qualified for the job, and to let them know why you would be a good fit for it.

You should always ask your interviewers questions. Write them down before you go for the interview and remember to ask them. You want to make sure the job is a good fit for you as well. Here are some questions might help you discover more about them while letting them know more about you:

• What is a typical day like for a librarian in this role?
• How do the librarians work together/collaborate?
• Is professional development supported and/or encouraged for the librarians and library staff?
• What are some new initiatives you are working on?
• How do the librarians work with the teaching faculty (for academic positions)? Or, How do the librarians work with the community (for public librarians)?
• What is the library’s reference/instruction/collection development philosophy? (tailor to fit the position)
• What do you (the interviewers) like about your job?
• What do you (the interviewers) like about working at XXX library?

And, throw in a question or two that is specific about their library or institution. This shows your interviewers that you have done your research on them. For example:

• I see that the library has a Facebook page. Do you find that it is a successful marketing tool?
• I noticed that you offer drop-in sessions for students. Who teaches these and which ones are the most popular?
• Your LibGuides are very informative and well-designed. If I was hired, would I be able to create and maintain guides?

Q: Here’s my situation:  I have been a reference librarian at a medium-sized, thriving public library since 2006.  In 2008, I interviewed for, but did not receive, a promotion to department head of reference.  A colleague was promoted instead.  Now, that colleague has gotten another job, and the position is open again.  I really enjoy working for this library and strongly feel I can do an excellent job in this position.  What is the best way to convey this to the director, especially in light of the fact that I was turned down for the position once before?  I’ve already written a great cover letter and resume, so interview tips would be much appreciated.

TA: Don’t dwell on the past.  Don’t focus on not getting the job two years ago.  Instead, focus on your experience and the skill set you’ve developed over your career and be prepared to describe those during your interview.  It can be hard to interview as an internal candidate, so you need to be prepared to talk about yourself as a candidate, not as someone everyone knows.  Take the opportunity to talk about not only your responsibilities, but your successes as they relate to the job.  Look through your interview schedule and be prepared to ask questions of everyone you meet with; questions about the job, their expectations, and the qualifications they desire most of the successful candidate.  Focus on this job, your qualifications, and the reasons you would be the best qualified applicant for the position.

Q: Any hints for a husband and wife seeking to relocate together to another academic institution? Can it be done? (He’s in archives/special collections, I’m currently in resource sharing, but have cataloging experience and have worked in public libraries in various capacities. Both of us have an MLS.) If either of us were a finalist for a position somewhere, would it be proper to inquire about job possibilities for the other spouse?

SM: Dear Librarian + Spouse,

The good news is that yes, it is possible, and even somewhat common in higher education for institutions to hire spouses. This is usually called dual-career hiring. It is fortunate that both of you are seeking academic positions.

My advice is for the two of you to apply for positions, ones that you are qualified for and truly want. Don’t concern yourselves at this point about whether or not a particular institution will also hire a spouse. Before you go for an interview, do your research into dual career resources at the university or institution. Gather all the information you can on it, and contact the correct people at the institution, if needed, to ask questions. Keep in mind that this is all moot until you actually get a job offer.

At the interview stage, do not mention to the search committee that your spouse is also looking for a job at the same institution. The search committee cannot legally ask you about marital status and by bringing it to their attention you could put the committee at risk of investigation if you were not hired. If your spouse applies for a job at the same library, chances are the search committee already knows this, but still do not mention it. Once you get a job offer, then you can bring it to the attention of the library director, or human resources (or the person who formally offers you the position), and ask what kind of program they have in place for spousal hiring. Some institutions will have well-defined programs and others will not. After you have been offered the job, it is your right to negotiate terms and your right to ask for time to consider what they have to offer.

As you’ve probably already figured out, you and your spouse need to decide if securing jobs for the two of you is a deal breaker. Will you only take a job if they have one for your spouse? What factors (e.g., your dream job, dream location, salary, benefits, etc.) will you need to consider when making this important decision?

I know several faculty members (including a few librarians) whose spouses were hired along with them (not all were faculty positions). In an ideal world, if the university/library/search committee really wants you then it would be in their best interest to find a job for your spouse. But, in reality, finding jobs for the two of you at the same institution, or even in the same city, can be a complicated and prolonged process. Best of luck to you both.

Here are some informational sites and resources from higher education institutions on dual-career hiring:

Realities of Dual Careers
Inside Higher Ed

Dual Career Academics
Stanford University

Lessons of a Dual Hire by Rebecca Manderlay
Chronicle of Higher Education, August 19, 2009

The Dual Career Network
The University of Iowa

Dual Career FAQs
University of Virginia

Faculty Spousal and Partner Hiring Assistance Program
The University of North Carolina at Chapel Hill

Spouse/Partner Employment: Dual Career Services
The University of Minnesota

Upstate New York Higher Education Recruitment Consortium

Q: I have been an MLIS graduate for a year now and still have no job.  I had interviews and am always told they are impressed with me, but I never get the position.  I have lots of experience working and interning in libraries.  What am I doing wrong? How do I get my foot in the door?  Thank you in advance for your time.

 TA: This can be a frustrating experience, but don’t lose sight on the positive: clearly your application materials are strong because you keep getting invitations for an interview.  There are a couple of ideas that come to mind that may get you some additional information.

First, you may want to speak with the institutions where you’ve interviewed.  If they have an HR person, or if you’ve been dealing directly with the chair of the search committee, ask for feedback on your interview.  Some candidates ask if there were particular areas of the interview where their performance could have been stronger, or if there are areas of experience that they could build on to strengthen their candidacy.  Some institutions are more guarded with the information they release to candidates after the interview, but it may be worth your time to inquire to see if you could get some helpful feedback.

Second, you may want to practice some of the more common interviewing techniques.  You could practice with friends or a professional interview coach.  Most campuses offer interviewing services for alumni, so that could also be a resource for you.  Consider practicing your candidate presentation and getting feedback on the content and the delivery.  Also practice the post-presentation Question-and-Answer.  Or practice your answers to some of the more commonly asked interview questions that you will encounter throughout the campus interview day, and get feedback on your responses.

And finally, you may want to consider pursuing an informational interview with librarians in institutions where you’re considering employment.  Be sure to read our recommendations on informational interviews, but briefly, keep the appointments to less than 30 minutes, bring a resume, and schedule the appointment before applying for a position.  What you hope to come out with from those interactions are ideas about what kinds of positions may be on the recruitment horizon at that institution, what the culture and values are of that institution, and what kind of qualities they’re looking for in their candidates.