As a library director, I have had a considerable amount of hiring experience over the years. Several things immediately surfaced as different during this year’s round of recruiting. First was the sheer influx of applicants; it is well documented that job losses have been staggering in 2020, and I had not seen so many part-time applicants since the years following 2008’s recession. Second was the need to conduct the entire interview process virtually. Interviewing via video chat was actually not entirely new to me after having met with several out-of-state applicants in years past, but this was my first time not being able to offer any in-person interviews. Third, and perhaps most jarring, was the knowledge that new hires would be starting in an environment wildly different from the library’s typical atmosphere. For example, new circulation team members likely have never known a world without some form of curbside services or quarantines of returned items.

Interviewing for and starting a new role have also been quite different from my previous experiences. Although I had conducted video interviews in the past, I had never been on the receiving end of them. My new library was closed to the public during most of the recruitment process, which prevented me from being able to visit before my first day. Actually starting the new job was different, too. In a pandemic, it is not possible to shake hands with new colleagues, for example, and it is next to impossible to truly get a sense of a library’s regular atmosphere in the world of reduced services.

With these experiences in mind, my biggest piece of advice for librarians on either side of the job hunt during the pandemic echoes a lesson that most of us learned this year: be flexible. Like so many other things, hiring librarians and job seekers alike are adjusting to our new normal and learning to navigate new territory. Flexibility is key in both the hiring process and once you land the job.

Flexibility may involve adjusting to new and different types of technology, as well as understanding that the recruitment process will undoubtedly look different than you’ve experienced before. Both sides should be as familiar with technology as possible. At this point in the year, we are likely all accustomed to Zoom. Still, it can’t hurt to devote some extra attention to the basics prior to participating in a meeting as high-stakes as an interview. Job search giant Indeed offers a great primer for success in a virtual interview, with many tips that apply to both sides of the process. Some important reminders include:

• Familiarize yourself with the software’s functionality ahead of time, especially in terms of controlling audio and video
• Wear appropriate attire
• Choose a suitable place to conduct the interview with good lighting and a lack of background noise

Due to society’s newfound dependence on this type of technology, it is wise to expect some delays and snags in the hiring process. The need for flexibility does not end with the new hire’s start date, though. In today’s world of curbside services and remote work, onboarding may take significantly longer than usual. It is more difficult for colleagues to meet if they are working staggered shifts or completing some or all work from home. This can make it more difficult for new hires to learn about their library’s organizational culture or how to handle certain aspects of their jobs. This is especially the case in roles whose duties have shifted because of the pandemic: for example, an outreach librarian’s job likely looks far different today than it did back in February. This article shares five strategies that are key for adapting to a new role or onboarding a new employee during the pandemic. Although its advice is geared towards professionals working in higher ed, it remains very applicable to public librarians as well.

Whichever side of the hiring process you find yourself on, be sure to treat yourself kindly and remember that we are all in this together. With patience and flexibility, we can make the job search seem a little more manageable in an increasingly uncertain world.          

The post Job Searching During a Pandemic: Flexibility is Key first appeared on Public Libraries Online.

For our patrons, librarians should be considered experts in many areas. Certainly we should be considered experts in the areas of reader’s advisory and research. As such, I believe we should be the experts on experts. It is the librarian’s role to evaluate source material and information, specifically the content’s legitimacy. These tasks are fundamental to what we do. In reality, however, many librarians are not experts, in all areas of librarianship.

I have frequently found that library boards seek out external experts to counsel them on policy and procedure, often ignoring their experts on staff. Staff, in turn—often in retirement or upon not getting full time employment—become consultants to other libraries to give them advice. This rotation has always perplexed me. How is the hired consultant different than the resident staff member?

There are many things that I know nothing about; however, there are topics in which I consider myself an expert. I define myself as an expert because of my combined formal education and practical real-life experience. But the question plagues my mind: How does one identify an expert?

I’ve met many colleagues with whom I’ve disagreed on their self-definition as experts based on the sometimes-problematic advice they give. At the same time, I’ve sought advice from other colleagues who express that they don’t feel worthy of even being labeled a professional, let alone an expert.

How can the librarian evaluate an “expert”? How do we asses institutional consultants? How can we determine who has the expertise we want to invest in at a conference presentation or professional development? How can we decide who to suggest for our patrons?

There are paths to determining expertise, but everyone must commit to walking that path. One can usually learn about most consultants’ or presenters’ backgrounds, education, and experience. Many times we can even find a sampling of their work and make at least a preliminary assessment of their credibility based on these elements. We already do this when we read reviews for our collection development and when hiring staff. We do this in our personal lives when seeking product reviews, consumer guides, or even asking others for recommendations. But how often do we question our “experts”?

I believe everyone is an expert on something, but before I blankly follow another person (or ask that they follow me), I want them to consider and investigate. Before I call myself or another an expert, I need to be able to explain why they have earned that title. As librarians, we do not need to be “experts” for each other, simply “colleagues.” But I hope we all can explain why we have earned the title of “expert” for our patrons.

The post What Makes an Expert? first appeared on Public Libraries Online.

Hiring

Whether your library has its own human resources office or goes through your local government, finding the right employees is the one of the most important building blocks of a good library system. Human resource directors are in charge of not only advertising open positions and overseeing the application process but also discussing and negotiating the best hiring practices for the general system. Is your library going through hierarchy shakeups, rapid expansions, a wave of retirements? The human resources director works with upper management to negotiate the right solutions and coverage for upcoming changes.

Salary and benefits

If you enjoy pay raises and health insurance, thank your human resources director. Each year they research the best-case scenarios your library can afford: They perform salary studies of libraries of similar size and ranking, stay updated on your third-party insurance company for any hikes in price or changes in coverage, find more perks to share with all employees, and keep your best interest in mind way beyond your open enrollment period.

Government regulations and library policies

The human resources director acts as advisor, instigator, and administrator for any changes he or she sees need to be enacted in the library. The Affordable Care Act, for example, has gone through hundreds of changes both big and small—but all significant—since being signed into law. Your human resources director tracks each nuance and how it applies to your library so you don’t have to. They bring the same level of attention to detail to every bit of legislation that’s used to regulate your part of the employee industry, including whatever notice, paperwork, and permissions are legally needed. Library policies also fall under this scrutiny. Any changes to how your library works goes through the human resources director to make sure it’s airtight, legal, and exactly how the library wants to operate.

Employee relations

We realize that 98 percent of your coworkers are awesome and you wouldn’t part with nine out of ten them. Right? Well, for those 2 percent or one out of ten who rub you or the public the wrong way, don’t get along with their supervisor, or act as antagonists instead of the model public servants your library needs, the human resources director has you covered. They know how generous to be with second chances, how to coach supervisors on molding major changes in an employee, and when it’s time, legally and professionally, to let someone go. They are there to cushion the blow of leaving staff, referee interpersonal conflict, and make sense of hiring and discrimination regulations.

Human resources directors may seem out of touch, behind the scenes of everyday life facing the public, but trust us—they have your, and all your coworkers’, backs.

Follow me on Twitter! @BookStaxxMG

The post I’m Not Actually a Librarian: Human Resources Director first appeared on Public Libraries Online.

The good news is that 74% of survey respondents stated that librarianship is not a dying profession. In fact, a slight majority, 36%, indicated that there are currently more full-time librarian positions at their current workplace than there were ten years ago. 62% also denied any full-time positions being replaced with part-time employees. Job growth may not be as dramatic as it is in other fields, but this survey suggests it’s not completely dismal either.

Interestingly, most hiring managers surveyed indicated having a small pool of qualified applicants to choose from. 42% of respondents received 25 or fewer applicants for their most recent professional job opening, while 36% had between 25 and 75 librarians apply. Unfortunately, a vast majority of the sample—64%—noted that less than a quarter of their applicants actually met the qualifications of the position.

For me, these results reiterated how important it is for job applicants to fully read and understand the requirements of an opening when completing their applications. This may be difficult in the case of finding entry-level work, but completing an internship or volunteer work while in grad school can certainly help set a new librarian apart from the competition. More seasoned librarians should not be afraid to take honest stock of their experience and brag about it a little. One thing I’ve encountered over the course of my career is that many of us in the field are uncomfortable boasting about ourselves and our accomplishments. Consciously avoiding this by creating a portfolio or making a list of points to touch upon in interviews can make all the difference. After all, you’ve worked hard for your experience; you owe it to yourself to talk about it.

What struggles are you facing in your job search or hiring processes? Let us know in the comments.

Sources

[1] The Best and Worst Master’s Degrees for Jobs in 2014. (2014, June 12). Retrieved January 29, 2015, from http://www.forbes.com/pictures/fjle45gfkg/no-3-worst-masters-degree-for-jobs-library-information-science/

[2] Stats and Graphs: State of the Library Job Market. (2015, January 17). Retrieved January 19, 2015, from http://hiringlibrarians.com/2015/01/17/stats-and-graphs-state-of-the-library-job-market/

The post Employment Trends in Public Libraries first appeared on Public Libraries Online.

What should we look for in hiring a library staff member? Libraries today are looking for engagers, innovators, and lifelong learners.  Hiring is cyclical; we are re-imagining our spaces, creating community spaces,  fostering community outreach, and emphasizing early learning skills. Find a person with flexibility, adaptability, and someone who generally likes people. Look for energy, passion, and someone who expresses critical thinking. Look for people who can lead, and also be willing to fail. Relevancy of skill set is vital in the hiring process.  It is also important to seek out people that are outgoing, bright, open, flexible, in order to create an innovative staff that can lead library services in programming, outreach, and community building.

How essential is the HR department in the hiring process? The panel talked about how it is very important to get to know the human resource department, when you don’t have a problem, so that you already know them if a problem arisese. Treat them like human beings. Build relationship with the people who make it work.The panel also stated “don’t think about the limitations, but think about what you can do.”

What is the KSA model? KSA stands for Knowledge, Skills, and Ability.  The panel advised librarians who are looking to hire to find out if their requirements for KSA need to be tweaked.  Skills are the easiest to teach.  Abilities are harder, focus on interpersonal ability.

Where to find people to hire? Recruitment is everyday.  Help people grow in their positions. Think about strategies for succession and replacement.  Think about the position and how to fill it.  Recruit in the communities in which we serve. Look for people who want to become a librarians.  Be tough with library schools to identify their recruitment process. Diversify your staff and skills. Make sure you are reflecting the community. Hire what represents your community.

The post Dispatches from PLA 2014 — Engagers, Innovators, Life-Long Learners, and Facilitators: Hiring Staff for the 21st Century Library first appeared on Public Libraries Online.