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A Note to Employers on the Library Job Search
by K.R.
There are many articles written on the job interview, but these tend to focus mainly on how applicants themselves can interview more successfully. I was recently in the market for a new job, and started by reading some of the information on how to dress, what to say and ways to make my resume stand out.
I began to search the library job ads for a position that I felt would fit my qualifications. To my surprise, several promising positions were available -- and I applied. Following many disappointing interviews, however, I realized that many library employers needed tips on the interviewing process. A job interview is two-sided; not only do employers have to approve of the potential employee, but the potential employee has to approve of the employer.
After turning down one job offer, I was asked what things (other than money!) would have made the job more appealing. This question made me think about the fact that many companies have professional human resource staff that conduct interviews. In many libraries, though, the director or department head will be responsible for conducting the interview. The fact that these individuals are experts in running either their departments or the library, however, does not make them experts in the interviewing process.
I began to talk to others who have had similar experiences and came up with the following list of suggestions for potential employers:
1. Develop an interview plan, which should include the same questions for each applicant. (This way you can make comparisons based on the same information.)
2. Have a copy of the job description available. Go over each item in the description, so that any questions can be cleared up at the time of the interview.
3. Have at least two people present during the interview. Explain the position of both. (Two heads are better than one.)
4. Plan to give each interviewee a brief tour of the library (or at least of the department for which you are hiring). If other employees are present during the tour, briefly introduce them to the candidate. Some may ague that this may be misleading, but, if you explain the structure of the interview in the beginning, applicants will know that all candidates receive the same treatment. A tour is often the best way to give an applicant a feel for the job environment.
5. When explaining the duties of the position, concentrate on the most important areas of the job and explain how the successful candidate will be spending most of his or her time. Job descriptions tend to be vague in some areas. "Other duties as assigned," for example, may include some things that may be disagreeable to the prospective employee.
6. Prospective employees are told to send a note thanking the employer for the interview, and the same courtesy should be extended to interviewees. I realize that librarians have very busy schedules, however, some kind of response within a reasonable period of time is only reasonable. I once received a note four months after an interview thanking me for my time and explaining that the position had been filled. If I were not a serious contender for the job, I should have gotten a rejection letter right away. A simple form letter would be fine.
7. Advertised salary ranges can be misleading. Explain during an interview how the salary will be determined and explain what weight will be given to years of experience, qualifications, and education. What will determine the salary offered? Although I have over ten years of experience in libraries, for one position, I was offered a salary near the bottom of the advertised range. The library made it clear that they were intending to hire at that level -- in that case, it should just have published the hiring range rather than the entire salary range for the position.
8. Explain the benefits clearly. Benefits can certainly make a big difference to the applicant. Vacation, educational, insurance and retirement benefits can vary dramatically from library to library. The cost of insurance for a person needing a family plan can be a serious issue for the potential employee. In some situations, a good benefit package can go a long way towards making up for a lower salary.
9. The opportunity for growth should be a part of any library's plan. Even a small library should be open to new ideas and technology changes. Make your library's commitment to continuing education and professional development clear to all prospective employees.
10. Plan a second interview. A second interview should help you get a better feel for the potential of the two or three best candidates. Take this time to go over (in detail) the job duties and the expectations you have for the applicant as an employee. Ask the applicant about their expectations of their duties as a librarian in your library. Discuss salary expectations!
Interviews can be as stressful for the employer as they are for the potential employee. Employers should take the time and energy to develop a thorough plan. Seek the advice of others when planning your interview. I know just as many librarians who regret taking a particular job as those who regret having chosen the wrong person for a position. Honesty will make a better working relationship, and it is always better to take the time and effort to look for the best person for the job than to hire under false pretenses.
K.R. is a Midwestern children's librarian who recently completed a long job search.