Info Career Trends January 1, 2001 vol. 2, no. 1 ISSN 1532-0839 Published by lisjobs.com - http://www.lisjobs.com email: editor@lisjobs.com Happy 2001! And welcome back to Info Career Trends, the electronic newsletter for information professionals interested in developing their own careers. This issue focuses on one of the most basic steps in professional development, the library job hunt. Find advice on creating an effective resume or professional portfolio, locating that first job, working with an agency, and dealing with a search committee -- and one librarian provides advice for employers on how to better conduct those all-important interviews. On a personal note, my first book, Teaching the Internet In Libraries, has just been issued by ALA Editions. I would of course love for you all to run out and buy a copy (or twelve!) -- http://www.amazon.com/exec/obidos/ASIN/0838907997/librarisjobsearc/ -- but will settle for your sharing in my excitement :). Thanks to all for being a part of this venture. I'm still seeking contributors for the March issue on distance education -- make it your New Year's resolution to get published in the "real" new millennium. Please see the guidelines at http://www.lisjobs.com/newsletter/theme.htm#contrib, and consider sharing your experiences and expertise with your fellow librarians. For subscribe/unsubscribe instructions, see the bottom of this newsletter. - Rachel -------- How to Find That First Job: Tips and Techniques for LIS Students by Lisa Taylor (zoopark@bellsouth.net) The brevity of library school can be both a help and a hindrance. On one hand, you won't spend a lot of time getting your degree or accumulating debts. On the other, you need to start thinking about job-hunting comparatively quickly. Even if you have little familiarity with libraries, you should start looking at library job advertisements during the first semester of library school. See what jobs are available and what experience and qualifications they require, and plan your studies to ensure you get the knowledge and practical experience you need to be competitive. A good place to start looking for job ads is your library school; even if it has no job placement service, your professors may have information about job services or opportunities in your local area. ALA offers a placement service during its conferences -- as do many state library organizations. Many "conference" jobs are already advertised online, but employers often use the service to "look over" candidates or to arrange second interviews. Although print publications frequently have job ads, try searching online as well. E-mail discussion lists and web sites are easily accessible and often more current than their print counterparts. The more of these online resources you examine, the more jobs you'll find. Also note that relatively few jobs are advertised in major journals such as American Libraries or College and Research Libraries. Smaller colleges, public libraries or private employers may be unable to afford the cost of advertising in such publications, but may post advertisements on online library job banks or on general web sites such as Monster Board. Consider bookmarking interesting web sites and surfing them regularly. If you're interested in working in a particular specialty or type of library, you may want to subscribe to relevant e-mail discussion lists. If you're interested in working at a particular library, check THEIR web site -- sometimes you can find jobs listed there before they're advertised elsewhere! At the beginning of your second-to-last semester, start identifying types of work that interest you. There are lots of choices to make, so you need to know what's available. This is also a good time to ensure you get the experience you need to apply for the jobs you want. Besides choosing additional classes, you may need to get an assistantship, find an internship, or do fieldwork, volunteer, or paraprofessional work. At the same time, you should start working on your resume. When formulating your resume: a) Find some good examples to follow. An excellent source for these is Robert Newlen's book Writing Resumes That Work: A How-To-Do-It Manual For Librarians (reviewed below). b) Do not be overly modest about your abilities or experiences. c) Be as specific as possible (e.g., "Using over 150 print and online databases and resources, provides rapid and accurate reference service to students, faculty and community users"). d) Add any training (outside formal academic education), academic honors, or volunteer work, especially if your employment experience is limited. e) Consider using Microsoft Word's Resume Wizard or a similar tool to help give your resume a polished, professional look. Once you're satisfied, ask someone who's been on search committees, one of your professors, or someone who does the type of work you're interested in to proofread your resume for you. It is always helpful to have more than one person critically proofread your resume. Then, start considering your list of references. You may use professors, employers, or both, but always get permission from your references before providing their names to prospective employers. Select references who know you sufficiently well to provide a substantive evaluation of your performance and potential. You may provide them with a brief summary of your accomplishments or a copy of your resume. During the last month of your next-to-last semester, start sending out your resume in response to job advertisements that interest you. When identifying potential jobs: a) Only apply for jobs you are qualified for. If you won't have the qualifications by the date specified in the ad, it's better not to apply at all. b) Send out a reasonable number of resumes. You don't want to be so restrictive that you're unable to get a job, but, if you send out too many, it may be hard to make a choice. c) Keep track of where you have applied -- print out a copy of the advertisement and/or your cover letter. d) Let your references know where you've applied and your order of preference. Provide them with brief job descriptions and URLs (if applicable). When writing cover letters, keep these pointers in mind: a) Tailor your cover letter to fit the job. b) Address as many of the qualifications specified in the ad as possible. c) Keep the letter short -- no longer than three paragraphs. d) Do not reiterate your resume in the cover letter. Emphasize why you are a suitable candidate and expand on your qualifications. Once you've applied, be prepared to wait at least two to four weeks before being called for an interview. Many employers will promptly send you a note acknowledging receipt of your application, but it may be much longer before you are contacted again. If you are not selected for an interview, you will usually receive a rejection letter. (Don't let this bother you; you should still be waiting to hear from other prospective employers!) Even before you are contacted, you should start getting ready for the interview process. Many institutions will conduct a telephone interview before meeting you in person. Regardless of the type of interview, be prepared: a) Do some research on the institution -- surf their Web site (especially an "About the Library" link), use their OPAC, look at their databases, and read up on the history of the library. b) Based on your research, make up a list of questions to ask. A telephone interview may not be the appropriate time to discuss serious or personal human resources questions (e.g., salary, specific benefits, etc.), but it's a good opportunity to ask about the work environment itself, such as the research focus of the library, patrons or clients, etc. You may also politely inquire when you might expect to hear from them again. When you get to the on-site interview, expect to meet with many different groups of people throughout the day (or days). You might begin with the search committee (who will have questions), then the professional staff (who will have more questions), then the department you would be working in, then department heads and administrators. The composition and number of groups varies from place to place. During the interview (whether over the phone or in person), DON'T exaggerate your qualifications or experiences. Be honest, but, when you must admit you don't know something, do stress that you are more than willing to learn! Pay attention to what interviewers have to say (or, in some cases, what they don't say) and take advantage of any opportunities to take a good look around the library. If you have a chance, talk to some of the recent hires, and also to those who have been there for a while. When the interview is over, make sure you thank everyone for their time. You should also send an e-mail or thank-you note to the primary point of contact. Now comes the most nerve-wracking part -- waiting to find out the results of the interview(s). An offer may take a long time, or. . . it may not! Again, there is no consistency from institution to institution. But, when an offer does come: a) DON'T accept the first offer unless it's the job you really want. Don't take it just because you're afraid it might be the only offer -- you may live to regret your hastiness! b) Ask for some time to consider. Employers often want you to commit on the spot and may pressure you to do so. c) Once you've verbally accepted, you may not want to start letting the other organizations you've applied to know you've accepted a job until you get a firm commitment (i.e., a printed contract). Then you should do these prospective employers the courtesy of sending them a letter to notify them that you've accepted employment elsewhere and no longer wish to be considered for their positions. If you ensure you get the education and experience you need, check the job ads early and often, stay organized, and have a tight, professional resume, you'll likely find yourself getting multiple job offers! Lisa Taylor (zoopark@bellsouth.net) is a Monographs Original Cataloger at the University of Georgia Libraries and a May 2000 graduate of the University of South Florida's School of Library and Information Science -- so her job-seeking experience is very recent! -------- The Academic Job Search: The Search Committee and You by L. Nedra Peterson (lpeters1@oswego.edu) Many academic institutions use a committee to facilitate the search to fill an open position. This committee may be called a "search committee," "hiring committee," "screening committee," or "selection committee." What is a Search Committee? The role of the search committee is to oversee the process related to the recruitment and evaluation of applicants. Most committees serve in an advisory capacity, with the final selection decision left to an administrator such as the Library Director or Dean of Libraries. The committee will often compose the position announcement, schedule screening and interview dates, coordinate interview logistics, conduct interviews, contact references, and develop an instrument for candidate evaluation based on the position to be filled. The committee is commonly made up of three, five, or seven members, depending on the size of the institution. Members of the committee may be appointed or elected, and a committee is usually formed only when there is a need to fill a position. Deciphering the position announcement Before beginning the application process, it is important to understand the terminology of position announcements. Look for terms such as "required" or "preferred" qualifications, "EOE/AA Employer", and "review of application begins..." -- these are elements the search committee will be using to evaluate your application. "Required" qualifications are absolute. You must meet these requirements in order to be considered for the position. Particularly at institutions adhering to affirmative action, equal opportunity regulations, candidates who do not meet the minimum requirements will not be hired. A clue to the institution's intention is often found in a statement near the end of the posting, such as "Acme University is an Equal Opportunity, Affirmative Action Employer", or simply "EOE/AA/ADA". If no suitable candidate possesses the required qualifications, the search must be re-opened and re-advertised, perhaps with a revision of the required elements. Identifying whether one meets the required qualities is sometimes difficult. Some elements seem straightforward, others appear to be subjective. For example, "ALA-accredited MLS" seems self-evident, but the gray area is whether the degree must be awarded at the time of application, or will have been achieved at the time of hire. Consider the nuances of the following: * Two years of experience: Implies that paraprofessional library experience might be acceptable. Also implies that non-library experience might be considered, especially in the area of supervisory skills. * Two years of related experience: Usually means library experience, or subject-related experience. * Two years of professional experience: Experience must have been gained after the MLS degree was awarded. This is not an entry-level position. The bottom line here is clear: If you know that you do not possess the minimum requirements, it will be a waste of time and postage to send an application to an institution which identifies itself as an EOE/AA employer. Your application will be removed from consideration in the first screening and set aside in the "does not meet required qualifications" pile. "Preferred qualifications" are negotiable. These are elements that the institution would like in order to fill an existing gap, but could work around for the right candidate. This presents an opportunity for you to demonstrate skills and knowledge that are related, but not exactly as suggested. For example, if you do not possess the preferred additional Masters in History, your cover letter or resume should illustrate experience such as "12 graduate- level credits in History" or "Research assistant to Professor Brown, Assistant Professor of History, Acme University". For a webmaster position, you should provide any experience you have, such as creating and maintaining a web site for a commercial venture, school project, or hobby organization. Instructional experience may have been attained in a volunteer environment such as Red Cross CPR Trainer, Sunday School teacher, or math tutor. Search committees look for anything that gives one candidate an edge over another. What is the deadline for application? Search committees have set a date to meet and discuss applicants. If your application materials are not received by that date, you are at a disadvantage. The terminology in the position announcement varies, each with its own specific meaning. Some variations: * "Applications received by (date) will receive full consideration." In this case, the committee will begin discussion as soon as possible after the date, but applications received after that date may still be considered. * "Closing date (date)" or "Applications must be received by 5 p.m. on (date)." All application materials must be received by that date and time. The committee will not consider late applications. * "Applications must be postmarked by (date)." A bit more flexible as far as the receipt date, but the postmark detail is firm. Some institutions will accept materials by fax or e-mail, others will not. If you're up against the deadline, call and ask. About the cover letter The cover letter must be tailored to the particular position advertised. Search committees know that applicants are most likely applying at more than one place, but still want to believe that their institution is the most desirable choice. So read, and then re-read your cover letter. Double-check the syntax in the sentences you have altered from a template, the name (and spelling!) of the institution, and the position being applied for. Inattention to detail is a negative -- especially for a librarian! In the body of the cover letter, spell out for the reader how your skills match the position advertised, and highlight the elements of special interest to you. Traditional wisdom has dictated that the cover letter should be a single page, and it is rumored that it will be read only once superficially, but this is not necessarily true. The search committee wants enough job-related data to distinguish between candidates. If that means the cover letter runs over into a second page, ok. Don't overly concern yourself with changing fonts or margins, and eliminating words. But do remain concise and to the point. The cover letter may indeed be read several times, particularly if it contains substantive information. In preparing your application materials, keep in mind the role the search committee will play. Structuring your cover letter and resume so the committee can easily identify that you meet the required qualifications, and demonstrating how your interest and experience may match the preferred qualifications, will ensure that you are fairly considered for the position. L. Nedra Peterson (lpeters1@oswego.edu) is the Head of Access Services at Penfield Library, State University of New York at Oswego. A veteran of several search committees, she has a special interest in library recruitment and selection processes. -------- *** Advertise here! Get your library-related ad in front of over 775 career-minded information professionals. See ratecard at http://www.lisjobs.com/ratecard.htm#newsletter. -------- The Perfect Resume by Amy C. Whitmer, MLS (info@envision-resumes.com) There are four basic steps to obtaining the perfect job: write your resume; send your resume to prospective employers; go on job interviews; wait for job offers. Each step is crucial and cannot be skipped. With that in mind, you can see that writing your resume is the catalyst that gets the whole ball rolling. While a resume will not get you a job in and of itself, a great resume will get you the interviews you need in order to get the job. There are many characteristics that define a great resume. Perhaps a better place to start is by illustrating some common mistakes -- things NOT to do with your resume. Remember: a mediocre resume may mean no interviews or interviews only for jobs that don't meet your expectations. With that in mind, I've created a "Top Ten List of Resume Don'ts." 1. Do not lie! Creativity is good, but dishonesty is not. This is extremely important. Even the smallest lies can come back to haunt you. For example, one acquaintance of mine stated on his resume that he earned a grade point average of 3.5 in college. The prospective employer checked with the school and found out that his GPA was actually 3.48. He was dropped from consideration for the job and was told that this was the reason. Now, obviously not all employers are going to check that kind of information, and, if they do, most aren't going to drop you if you are .02 points off. But the possibility is always there. 2. Do not give personal information! Stick to the facts that are relevant to this job search. Your religious affiliation, political beliefs, height, weight, and the fact that you like to play volleyball are not important in most job searches. There are some exceptions to this, of course. One exception might be if you are looking for a job in the political arena --obviously, your political affiliation would then be important. But for your standard, everyday library job, it's best to leave these things off. 3. Do not forget to include a targeted "Job Objective." "To obtain a job in a library" is not a targeted job objective. "To obtain a job as a Reference Librarian in the Johnson County Public Library System" IS a targeted job objective. Even if it means that you have to create a different resume for each job you apply for, do it. 4. Do not write in paragraph form! Stick to bulleted lists. Your resume should highlight the important things that you have accomplished. It shouldn't be a life history. By using bulleted lists, you keep the resume clean and simple and you make it easier on the employer who may have hundreds of resumes to sort through. Bulleted lists are easier to scan with the eyes than paragraphs; therefore, your qualifications will be more likely to be noticed. 5. Do not write about things that you do not want to do again! Write about the things that you WANT to do in your next job. If one of your duties in your current job is to conduct tours of the library for visitors and you really don't ever want to do that again, it's not necessary to put it on your resume. Your resume should show the skills and accomplishments that you want to take with you to your next job. 6. Do not have any misspellings, grammatical errors or other mistakes! Would you want to hire someone who can't even take the time to use their spell checker or who doesn't know the difference between "there," "their," and "they're?" Enough said. 7. Do not use "vague" terminology! Use ACTION words instead. Action words show that you are not passive. They show the potential employer that you are a take-charge kind of person who can get the job done. Use words such as "designed," "implemented," "increased," "improved," etc. 8. Do not put a "Job Objective" that cannot be supported by your resume. If you are a public services librarian who wants to move into technical services in your next job, you need to make sure that your resume highlights anything you've done that might be considered an asset to a technical services department. 9. Do not write a job description. Write about your ACHIEVEMENTS instead. A potential employer doesn't want to know about every detail of your job. They want to know how you took your job responsibilities and improved upon them or improved your company or library. In other words, "rewrote circulation policy" is not nearly as exciting as "rewrote circulation policy, which led to a 25% decrease in overdue books." 10. Do not be afraid to get help if resume writing is not your strongest skill! There are two kinds of resume writers. One kind, which you commonly find at print shops, simply types up your resume for you. The other kind takes a professional approach by using an in-depth interview process to determine your strengths and weaknesses. Professional resume writers can effectively apply your skill set to a new position and write a resume that will knock the socks off your potential employer. While the cost for the services of a professional resume writer is greater, the results often mean a better job with better pay. Amy C. Whitmer, MLS, is a librarian and the co-owner of Envision Resume Services, a professional resume writing firm. She is a member of the Professional Association of Resume Writers and Career Coaches (PARWCC) and the Career Masters Institute, and she and her business partner abide by their codes of ethics. She can be reached at info@envision-resumes.com or on the Web at http://www.envision- resumes.com -------- *** Did you know that you can place your resume online at Lisjobs.com to be viewed by potential employers? See instructions and (nominal) fees and browse others' resumes at http://www.lisjobs.com/resumes.htm -------- The Librarian's Portfolio by Patte Weathers-Parry (weathersp1@netscape.net) Every librarian should develop a well-organized portfolio. A portfolio is a conversation starter and represents "proof" of your qualifications. By portfolio, I mean a collection of items that reflect a person's talents and accomplishments. Portfolios assist at interviews and also at performance appraisals. They bridge the gap between question and answer. Career counselors and recruiters agree that most employers respond more favorably to a presentation that includes tangible examples in addition to verbal explanations. For the job-searching librarian, a portfolio is one means of stimulating meaningful conversation during an interview. Also, if you are conducting a long distance job search, the portfolio is a tangible way for the employer to better get to know you. Look at the want ad or job description and identify what the library is seeking in terms of experience and qualities. Next review your employment, education, and personal background for instances when you demonstrated the desired skills. What do you have that tangibly demonstrates these abilities? Did you complete a relevant project during library school? Did you perform a similar responsibility in a non-library environment? Did you receive a letter of appreciation for a skill? For the librarian at performance appraisal time, the portfolio exemplifies why you should receive superior ratings. Review the past year and identify how you have improved the library or department by even one percent. Did you have stated goals to achieve? What do you have that shows achievement of these goals, in part or in full? Training evaluations and e-mail thank-yous also have relevance here. To build the portfolio, you will need to collect these materials and store them all together for future use. The portfolio is not a static item, but one you adapt to work in various situations -- just as you tweak your resume for different opportunities, you also tweak the portfolio. For either the interview or the appraisal, examples of materials to collect include: letters of recommendation, certificates of training, writing samples, projects (work and school), photographs of displays or events created, artwork samples, book reviews written, awards received, training modules developed, and related volunteer efforts. Next, decide upon the format that will work best for you: print or electronic. If a position requires significant computer or web skills, then an electronic portfolio saved as part of a web site or as a file will be a more impressive product. For the majority of librarian interviews, though, a physical copy is the preferred format. The goal is to have a portfolio that is easily portable and accessible. Consider creating both a print and an online portfolio, however, so that you have a URL to give out to prospective employers -- or one that they may run across in an online search for the perfect job candidate. For the print format, I recommend using a bound set of document protectors that include six to twelve pockets. These are sold at most office supply stores. The six-pocket portfolio allows display of twelve items. If the position is highly desirable, then plan to leave the portfolio with a potential employer. You should design a professional cover page for the front cover of your print portfolio which lists your name and the enclosed contents. Start with a title such as "Portfolio of Terry Right," followed by a bulleted list of contents. Do not go overboard with graphics; think streamlined. The first item inside your portfolio is always your resume. This is your introduction. Next, arrange the remaining items according to your greatest strengths first then move on. (For performance reviews, you may want instead to arrange the items according to goals and objectives met.) Two to three items representing your skill areas are sufficient. If you plan to leave the portfolio with the interviewer, then put only high- quality copies in the portfolio rather than originals. Once the portfolio is ready, how do you make it work for you? Present the interviewer with the portfolio at the start of the interview or at the question-and-answer period. Explain to the interviewer that this portfolio represents your skills and experience and that you think it demonstrates what you have to offer the library. In most cases, the interviewer will be impressed and you will have demonstrated initiative and organization as personal traits. Tell the interviewer that you will be happy to answer any questions regarding the items. The portfolio also helps job seekers who have difficulty with self-promotion. Ideally, the interviewer will leaf through the portfolio as the interview takes place. If this does not happen, then at the point when you are asked if you have any questions, ask if you can explain the contents to the interviewer. For the past ten years, I have incorporated the use of a portfolio in both interviews and performance appraisals -- and the results have always been favorable. At performance appraisals, I have concrete reasons for pay increases and promotion expectations. As a supervisor, I have requested that employees create one for my perusal. Whether you choose an electronic or print version, compiling the portfolio will reinforce your knowledge of your assets, and incorporating it will boost your confidence. Patricia Weathers-Parry, MLS, EdM (weathersp1@netscape.net). Prior to becoming a librarian, Patricia worked as a career trainer and counselor assisting Americans in Germany and Saudi Arabia with the career transition back to the U.S. Her background also includes advising at American universities overseas. Currently she is a reference librarian in Rhode Island. -------- 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. -------- *** Lisjobs.com's job ads are now searchable! See http://www.lisjobs.com/jobs.htm#search -------- Search Firms to the Rescue by C. Berger Group, Inc. (http://www.cberger.com) A good job market or a shortage of qualified professionals impacts an organization's recruiting efforts, often requiring them to contract outside help. An executive recruiter or search firm is always an asset for them, but more so when the candidate search and interview process would be lengthy or there is insufficient human resource staff or time available to conduct the search. Search firms operate to bridge this gap for their client organizations. Clients select search firms to identify and evaluate the candidates best qualified to fill specific management positions. A client is the organization sponsoring and paying the firm for the search. A candidate is a person who has survived extensive screening, reference checks and interviews and is presented to the client for a position. The search may involve many applicants. An applicant is anyone who submits a resume and fills out an application for a specific position. Although executive recruiters are not in the business of locating jobs for applicants, they are willing to receive resumes to enlarge their pools of potential candidates. Their contracted commitment to the client is to locate a qualified match for a specific job, not to represent a job seeker. Reputable search firms will not charge any fees to a candidate. Fees are paid by the clients for a specific recruiting assignment. There are two main ways a search firm is paid: retainer and contingency. A retained search is one in which a client prepays a negotiated fixed fee under contract in one or multiple installments to the firm. The fee is collected whether or not a candidate is selected. A contingency search involves a fee paid only by the client when the position is filled and it is calculated on the start-up compensation of the candidate who is hired. A recent trend has been for clients to demand a certain amount of specialized industry experience from the executive recruiter. Specialized recruiters are unique to a clients' personnel needs and exist to serve libraries, financial, marketing, law, consulting and accounting firms, manufacturing companies, health care institutions and hi-tech industries. For example, C. Berger Group, Inc. (CBG) provides specialized executive search service for library and information professionals. CBG strictly evaluates candidates on their qualifications for a specific position and contacts them when job skills and client requirements for a position match. CBG represents libraries, information centers and other clients who demand professionals with the credentials, experience and skills for supervision and management level positions. Our clients reflect a cross-section of organizations in the private and public sectors and our candidates are recognized experts within their field. Is it acceptable to approach a search firm before one contacts you? To answer that frequently asked question, yes, it is recommended that you contact search firms as part of a thorough job search. Recruiters often receive unsolicited resumes and usually welcome them. Bear in mind, however, that it is unlikely that the search firm will be looking for a person with your qualifications at the same time that you are seeking a new position. But it never hurts to try every option. Moreover, even if the recruiter doesn't have a client with an immediate need for you, there just may be a match for you sometime in the future. With almost 20 years experience serving clients, CBG is comfortable offering the following recommendations for working with a search firm. * The best way to be noticed by a search firm is to lift your visibility through membership and participation in professional organizations. * If a search firm contacts you, be open-minded enough to consider a job move. Don't talk too much during the initial contact, however. Listen a lot. * Be honest and realistic about your career objectives and expectations. Don't exaggerate your credentials. Answer questions about education, job experience, and salary truthfully. Know yourself, where you have been, and where you want to go. * Project enthusiasm during phone conversations and interviews, but don't overdo it. Never appear desperate to get the job. * After you learn the identity of the client, prepare a list of questions that you can ask during the interview. * If the job isn't right for you and you are asked to recommend others, only recommend those qualified for the specific position. * Don't play hard to get. Remember to return phone calls promptly and keep appointments. * Don't talk about money before the client has made a firm job offer. * Agree to reference checks (with the exception of your current employer). * Don't take it personally if you don't get the job. The initial search will probably include over 100 candidates. Only one person will get the job. Remember that a search firm can be a great resource in your job search. While an initial call from a recruiter is not a job offer, it is an opportunity to gather information. It allows you to weigh your professional experience and qualifications against those in demand in the current job market. Importantly, it offers you the opportunity to evaluate where you are now, and where you want to be -- and possibly give you new ideas and perspective on your chosen field. Founded by Carol A. Berger in 1982 as C. Berger And Company, C. Berger Group (http://www.cberger.com) is a full service firm which provides specialized temporary workers, permanent placement, executive search, consulting and project management services to libraries and information centers from its suburban Chicago headquarters. CBG clients include corporations, government agencies, law firms, trade associations, non-profit organizations, health care centers, public libraries, and academic institutions in Illinois, Indiana, and Wisconsin. -------- What's Online? Recommended Resources Job-seeking librarians who take their search online are faced with an overwhelming variety of resources. How can busy information professionals make the best use of online resources to help them locate the most applicable jobs in the least amount of time? Start your search with one of the library job meta-sites, such as Lisjobs at http://www.lisjobs.com/ or Library Job Postings on the Internet at http://webhost.bridgew.edu/snesbeitt/libraryjobs.htm. Each of these includes links to a large number of other job sites, as well as often-updated job listings. Next, narrow your search down to the particular state(s) where you wish to find employment. Use Lisjobs.com's state listings at http://www.lisjobs.com/states.htm or Ann's Place's state information at http://www7.50megs.com/aerobin/libjob/statelib.html to locate the major online resources for job listings in your state. These often include Internet newsletters from local library systems or online joblines from your state association or library. Check each of these state sites to see how often it is updated (usually weekly or biweekly, sometimes monthly) and see if there is an option to receive job postings or newsletters straight to your e-mail box. Take advantage of any e-mail offers to reduce the need to remember to visit a site on a regular basis. Does your library school have a placement center? Is there a library school in or near your state? Use ALA's directory of accredited programs at http://www.ala.org/alaorg/oa/lisdir.html to find nearby schools and check their web sites for links to placement centers and/or online job listings. Some schools also offer current students and alums access to employment e-mail lists, so, if you haven't recently been back to your alma mater, now is the time to check . Join a couple of targeted e-mail discussion lists in your area of interest. Use Library-Oriented Lists and Electronic Serials at http://www.wrlc.org/liblists/ to find these lists, on which members often post job ads. Such lists are also a good way to find out what is going on in the field, to develop yourself professionally, and to become in the long run more employable. Also be sure to check the sites of local and national library associations. SLA, for example, maintains a database of special library positions at http://sla.jobcontrolcenter.com/, and law librarians should visit the AALL job placement center at http://www.aallnet.org/services/hotline.asp. Locate the major associations in your area of specialty and find out if they provide online listings. Are you interested in working in a particular institution? Use Libweb at http://sunsite.berkeley.edu/Libweb/ to locate its web site and see if it posts positions online -- often you can find jobs posted on an individual library's site before an ad makes it into any other venue. Lastly, if you want that extra bit of assistance in locating a position, or if temping better fits your schedule, contact your nearest library employment agency. A list of these is available at Lisjobs.com at http://www.lisjobs.com/temp.htm. -------- But I Want To Hold It In My Hand! Print Resources Newlen. Robert R. Writing Resumes That Work: A How-To-Do-It Manual for Librarians. New York: Neal-Schuman, 1998. ISBN 1-55570-263-5. $49.00. Purchase from Amazon.com: http://www.amazon.com/exec/obidos/ASIN/1555702635/librarisjobsearc/ Throughout this book, Newlen emphasizes the importance of using the resume as a marketing tool, tailoring it to each particular job and organization. He provides a step-by-step process for writing the resume, from defining one's skills, to formulating a job objective, to choosing the right format for the resume. Especially helpful are the many sample resumes, which illustrate different stages of a librarian's career and a variety of different types of positions. The book also briefly discusses creating effective cover letters and provides interview techniques. Oddly, Newlen fails even to touch on the subject of electronic resumes, and only briefly mentions the usefulness of a word processor in simplifying the task of creating multiple versions of a resume. A disk of samples in WordPerfect 5.1 format is available for an additional charge (not reviewed). -------- What's coming up in March? Stay tuned for.... .... an interview with Syracuse University's distance learning administrator David Pimentel .... links to library-related distance education resources and programs .... and more! -------- *** Info Career Trends is seeking your contributions! See the contributor guidelines online at http://www.lisjobs.com/newsletter/theme.htm#contrib and send your ideas and comments to editor@lisjobs.com. -------- Info Career Trends is copyright Lisjobs.com and Rachel Singer Gordon. Permission is granted to forward this newsletter in its entirety as long as the contents remain unchanged and this copyright message is included. 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