A Library Interviewee’s Bill of Rights

Let’s face it: Job hunting is a grind. Oftentimes a soul-sucking grind. But once you get that invitation to interview, you feel great. Here is where the library, as the hiring organization, needs to put its best foot forward and make the experience for job candidates a positive one.

I’m not mollycoddling here. This isn’t about bringing your mom or dad to an interview (please don’t!) or sending the interview questions to the interviewee in advance (umm, no…I want to see how you think on your feet!). This is about having a set of protocols, a little common sense, and some human decency.

Below are ten tips that I’m calling the Library Interviewee’s Bill of Rights that should be afforded to all job candidates.

1. The library will give you lead time in preparing a presentation
Many job candidates are required to give a presentation (short lecture, teaching demo, storytime, etc.) at an interview. When the offer to interview is extended, please provide the topic (or if it’s “open-ended” then say so) and the time limit of the presentation. A couple of times when interviewing, I was given a topic only 2-3 days in advance. Give people time to prepare!

2. The library will give you a schedule
When inviting a job candidate to interview, send them the schedule in advance (even if it’s a draft schedule at first). Include the names (or groups) of the people they will be meeting with and the length of time for each meeting.

3. The library will plan a humane schedule
This relates to #1 and #2. Can we not schedule a presentation immediately after lunch? There’s nothing like trying to eat a meal knowing that you’re going to have to give the “show of your life” immediately thereafter. I know it’s hard to get people together to watch a presentation, but I always appreciated it when these things are scheduled before lunch.

4. The library will provide reimbursements
What is reimbursable? Be upfront with job candidates. For overnight stays, is the library booking the hotel? For long distance visits, is the library booking transportation? Or is this the responsibility of the job candidate? What about things like gas mileage or airport parking? Provide a list of what will be covered. Remind the job candidate to bring along (or send) any applicable receipts.

5. The library will provide info on hotels/dining
Related to #4. If it’s an overnight visit, where is the job candidate staying? I remember being dropped off at a hotel by a potential future co-worker in the middle of nowhere. I was on my own for dinner. No car. Nothing walkable. The only thing I could get was a pizza delivered. Some welcome! Invite the job candidate out to dinner. Beforehand, give job candidates a few options for dinner (may have dietary restrictions) and let them pick.

6. The library will give you salary info
I know many institutions (or more likely the library’s parent organization) do not post salaries in job ads, but please provide this info during the interview day whether it’s the minimum salary, a salary range, etc. I know there will be some that will say, “well then the job candidate can’t negotiate if the salary is on the table!” Well…this isn’t the business world and the ability to negotiate for several thousands of dollars generally does not apply to most library positions. So be upfront!

7. The library will be prepared
The job candidate is prepared for the interview day. The library staff should be prepared to interview the job candidate. Have notes in order and questions to ask. Also KNOW which person is being interviewed and don’t call the person by another job candidate’s name.

8. The library will have a good attitude
Yes, the library might be interviewing 3 or 4 people in a row. At least act like this is a fresh and new experience and not a chore to get through.

9. The library will keep matters confidential
Example: If the job candidate marked “you may not contact my current supervisor” on HR forms, then the library needs to follow it! This happened to me. After marking the form to not contact my current supervisor, the library director then asked to contact my supervisor. I had 3 good references (my immediate former supervisor at my workplace, a current co-worker, and a former co-worker). I said no. I didn’t want my supervisor to know I was looking for greener pastures. It was an awkward situation.

10. The library will provide a follow-up in a timely manner
Make sure candidates know the length for the decision-making process. Also ask job candidates how they prefer to be notified (phone, email). I know from an HR standpoint, many things cannot be disclosed. However, you can still say “the library is in the decision-making stage and you can expect to hear from us within the month” or whatever. Once I didn’t receive a “this position has been filled” letter until 6 months after the interview! We can do better.

What else would you add? Leave a comment!

Search & Screen, or Search & SCREAM? Cover Letters and Resumes

After being on the interviewing side of things last year, it was nice to be on the hiring side this year. I recently reviewed cover letters and resumes for a search and screen committee at my academic library. At times, I wanted to do a “cover letter intervention” (perhaps, a new reality TV show?)!

This spring, I blogged about cover letters, resumes, and interviews. Also, Jenica Rogers on her Attempting Elegance blog had a must-read post on The Torment of Terrible Cover Letters. I would also encourage anyone applying for librarian positions to look at Stephen X. Flynn’s Open Cover Letters website for ideas.

Throughout the process of reading cover letters and resumes, here is the most disconcerting thing I observed:

You write well. I can tell you are intelligent. You may even have an advanced degree beyond the MLS. But your cover letter does not address the points highlighted in the job ad. Therefore, you will not make the cut.

It’s a simple as that. For all the advice out there on tailoring your cover letter, there are plenty of applicants that do not. Don’t set yourself up for failure. Tailor your cover letter!

Cover letter & resume advice:

  • If applying via email, do not write your cover letter in the body of the email. Use attachments. Or more to the point: you should follow the directions stated in the job ad.
  • Am I the only one that doesn’t like cover letters in bullet point format? I need to asses your communication skills through your cover letter. To me, a bullet point cover letter is a cop-out. I want paragraphs!
  • In regards to paragraphs: Your cover letter should not be just one short paragraph.
  • Don’t rattle off your job duties in your cover letter. That’s what the resume is for. Instead, use the cover letter to provide examples and anecdotes that relate to the position that you are applying for:

Case in point: if you’re applying for a  children’s librarian position, your resume might list doing “story times” as one of your responsibilities. However, you could use the cover letter to highlight some sort of innovative program you did with story time. Or if you are an academic instruction librarian, your resume might list “assessment” as one of your activities. You could then use the resume to spotlight a special assessment technique you implemented with students.

  • Don’t shoot yourself in the foot by writing: “I don’t have experience in…” Instead, turn it around and explain how you have transferable or related experience.
  • Appearance: pick a standard font. I would stay away from Courier–it looks like a typewriter–and it’s 2011, folks!
  • It’s OK if the cover letter goes onto a second page (which is sometimes a no-no in the business world). I prefer this over an 9-point font cover letter with half-inch margins! But if you go over 2 pages, I tend to wonder if you have problems “getting to the point.” 🙂
  • Make sure your cover letter and resume looks “clean” in overall appearance – I’ve seen some that look like they have been scanned in and saved electronically. They can be difficult to read.
  • I know you are wonderful, amazing, etc… But I always appreciate a cover letter that addresses my library and its needs/mission. Do your homework. Look over the library website and any parent website (university, school, local government, etc…).
  • Use common sense: Do not write, “I have experience with personal computers.” You are a librarian; having experience with personal computers is UNDERSTOOD!
  • Use “action” words on your resume (e.g., designed, implemented, initiated, managed). Google it! You’re a librarian.
  • Remember: There’s a fine line between promoting your abilities and overstating your qualifications. Be careful! Overstating your qualifications will become apparent in a subsequent interview.

So what do we do with all of these cover letters and resumes? At my place of work–a state institution (and I’m sure it’s the same with most private institutions, too), we have a strict set of protocols to follow. We use an Application Review Form that lists all of the criteria that were included in the job posting. The search and screen committee then rates each cover letter/resume based on EACH of the criterion using a scale: below average – average – above average – can’t assess.

The applicants who rank the highest are the ones that make it to the next stage of the interview process. This is why it’s so vital to use your cover letter and resume to address the various points highlighted in a job ad. So what other cover letter and resume advice would you suggest? Let me know!