"The library/archive world is small. A few times my supervisor suddenly becomes unpopular within this world and because I worked under them I am not considered."

“Remember that we want candidates to feel as comfortable as possible so they perform to the best of their ability. Whatever we can do to put them at ease gives us a more realistic baseline fr…

"Remember that we want candidates to feel as comfortable as possible so they perform to the best of their ability. Whatever we can do to put them at ease gives us a more realistic baseline from which to judge their performance. We should do this as decent humans, but if you need a formal motivator to be kind, there you go!"

"Even jobs that I am overqualified for, I worry that I won't get a call back."

"Collection development, chance for growth, and collaborative environment"

"My position has been extended several times over the last year, but will end around May 2026."

"I don’t mind general scenario questions but I don't like when I am asked specific scenario questions as if they want someone to come in and solve a problem. Especially when it is a personnel problem or a “personality conflict” question."

"there are new areas of need emerging that didn't exist 50 years ago, and former areas of priority in libraries that are no longer as relevant. However, over-reliance on temporary labor and budget crises are a huge threat to all of us."

"It feels like it's an especially hard time right now to find jobs in the LIS field and being rejected from jobs doesn't always mean you're lacking as a person. Things will turn around and something good will happen soon."

"We require experience working with the public, but not necessarily in public libraries."

"I have anxiety, and find the interview process overwhelming to the point of physical sickness. This response is not representative of my actual capabilities at work, but to the specific context of an interview where I have no clear expectations and no familiarity with anyone involved. There's a difference in expectations in the interview vs the workplace, and it's unhelpful to insist that someone who can't answer eloquently off the top of their head is unqualified or unequipped."

"No consideration that maybe these were deliberate choices, just an assertion that this person knew better than the people already working here. The candidate did not advance to the next round."

"If I don't make it past the phone interview stage, I want to get that automated email that says they've gone in a different direction"

"It is an evolving field"

"Was told when offered the position that actually, someone in XYZ position has just left so the position I interviewed and was offered was also going to take on THOSE job duties - without any increase in pay"

"Applicants should use close to the allotted time without going over."

"this helps give me an idea of what that organization strives to accomplish, as well as how I can best fit within said organization."

"The profession has changed tremendously and we have to adapt, but we are still relevant and are not going anywhere!"

"I've had like three and a half careers and have multiple advanced degrees and I'm still in my thirties, you can broaden your horizons and it's not the end of the world."

As I mentioned in my last post, I was laid off from my job as a librarian at Northwestern University in July, along with 200 other employees. I’d like to take the opportunity to write about the costs ...

"Impressive candidates are usually the ones who are prepared and have done their research. They learn what they can about our library system, and visit the location to which they are applying. They are prepared to answer any question asked and can provide concrete, real world examples. They can "go off script" and participate in a genuine conversation about the position, their experience, the system, state of librarianship in general, etc."

"Review position description, note items that are vague or unclear. Consider whether to ask why the position is open."