Hiring Librarians<p><strong>“I’m not a fan of those “I’m different from everyone else”resumes when you begin to write a short novel on how awesome you are and then don’t provide any previous work experience to back that up.”</strong></p><p><strong><em>Please note: </em></strong><em>This is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling hiring practices. I invite you to take what’s useful and leave the rest. If you are someone who hires Library, Archives or other LIS workers, please consider giving your own opinion by </em><a href="https://docs.google.com/forms/d/e/1FAIpQLSfQhOVjdHaWxMTnwt1iGhoD0CICsewzzmX5ryqI2B2AJC_wmQ/viewform?usp=sf_link" rel="nofollow noopener" target="_blank"><em>filling out the survey here</em></a><em>. </em></p><p><strong><strong>Current Hiring Practices and Organizational Needs</strong></strong></p><p><strong><em>These questions are about your current hiring practices in general – the way things have been run the last year or two (or three).</em></strong></p><p><strong>Where do you advertise your job listings?</strong></p><p>City HR posts on City website and Indeed</p><p><strong>Do you notice a difference in application quality based on where the applicant saw the job ad?</strong></p><p>No</p><p><strong>Do you include salary in the job ad?</strong></p><p>√ Yes</p><p><strong>Do you use keyword matching or any automation tools to reduce the number of applications a human reads while considering candidates? </strong></p><p>√ No</p><p><strong>Do you consider candidates who don’t meet all the requirements listed in the job ad?</strong></p><p>√ Other: Depends on the type of job</p><p><strong>Does your workplace require experience for entry-level librarian positions? (Officially or unofficially…)</strong></p><p>√ Other: Not sure.</p><p><strong>What is the current most common reason for disqualifying an applicant without an interview?</strong></p><p>No skills or experience similar to the job requirements and duties.</p><p><strong>Does your organization use one-way interviews? (Sometimes also called asynchronous or recorded interviews)</strong></p><p>√ No</p><p><strong>Do you provide interview questions before the interview? </strong></p><p>√ No </p><p><strong>Does your interview process include taking the candidate out for a meal?</strong></p><p>√ No, and I don’t think we ever have</p><p><strong>How much of your interview process is virtual?</strong></p><p>√ None</p><p><strong>Do you (or does your organization) give candidates feedback about applications or interview performance?</strong></p><p>√ Other: I’m the only direct hiring authority for the library department and I do not have the time to do so.</p><p><strong>What is the most important thing for a job hunter to do in order to improve their hirability?</strong></p><p>Gain experience in the field or have worked in a similar environment in which the skills can be easily transferable.</p><p><strong>I want to hire someone who is: </strong></p><p>Flexible</p><p><strong>Is there anything else you’d like to say about hiring practices at your organization or in current trends?</strong></p><p>The city has one person in HR and I’m the only one in our department that has to set up interviews, conduct interviews, provide training and set up the new employee. I’m also the director, so on top of that I lose time from my own duties such as management, budgeting, facility upkeep etc.</p><p><strong><strong>Your Last Recruitment</strong></strong></p><p><strong><em>These are questions about the last person you hired (or the last position you attempted to fill). This person may not have been a librarian, and that’s ok.</em></strong></p><p><strong>Think about the most recent time you participated in hiring someone (or an attempt to hire someone) at your organization. What was the title of the position you were trying to fill?</strong></p><p>We lost half the staff in a month, so two Library Clerks and one library assistant</p><p><strong>When was this position hired?</strong></p><p>√ Within the last three months</p><p><strong>Approximately how many people applied for this position?</strong></p><p>√ 75-100</p><p><strong>Approximately what percentage of those would you say were hirable?</strong></p><p>√ 25% or less</p><p><strong>And how would you define “hirable”?</strong></p><p>Someone that can actually write a resume, has had work experience, shows that they are not a job jumper, demonstrates flexibility and the ability to learn tasks on their own without being micromanaged.</p><p><strong>How did the recruitment for this position compare with recruitments in previous years?</strong></p><p>More applications than a year before, but fewer qualified.</p><p><strong><strong>Your Workplace</strong></strong></p><p><strong><em>This section asks for information about your workplace, including if you have lost positions in the last decade.</em></strong></p><p><strong>How many staff members are at your library/organization?</strong></p><p>√ 0-10</p><p><strong>Are you unionized?</strong></p><p>√ No</p><p><strong>How many permanent, full time job openings has your workplace posted in the last year?</strong></p><p>√ None!</p><p><strong>How many permanent, full time librarian (or other “professional” level) jobs has your workplace posted in the last year?</strong></p><p>√ None!</p><p><strong>Can you tell us how the number of permanent, full-time positions at your workplace has changed over the past decade?</strong></p><p>√ There are the same number of positions</p><p><strong>Have any full-time librarian positions been replaced with part-time or hourly workers over the past decade?</strong> </p><p>√ I don’t know</p><p><strong>Have any full-time librarian positions been replaced with non-librarian, lower paid staff positions over the past decade?</strong> </p><p>√ I don’t know</p><p><strong>Is librarianship a dying profession?</strong></p><p>√ Other: Yes and No, depends on what part of the country you’re in.</p><p><strong>Why or why not?</strong></p><p>It will be if people continue to bar Librarians from doing their job and if tax payers don’t pay enough in taxes to sustain Libraries.</p><p><strong><strong>Demographics</strong></strong></p><p><strong><em>This section asks for information about you specifically.</em></strong></p><p><strong>What part of the world are you in?</strong></p><p>√ Southwestern US</p><p><strong>What’s your region like?</strong></p><p>√ Suburban area</p><p><strong>What type of institution do you hire for (check all that apply):</strong></p><p>√ Public Library </p><p><strong>What type(s) of LIS professionals do you hire? </strong></p><p>Besides the Director, 1 Youth Librarian.</p><p><strong>Are you a librarian?</strong></p><p>√ Yes</p><p><strong>Are you now or have you ever been: </strong></p><p>√ A hiring manager (you are hiring people that you will directly or indirectly supervise), </p><p>√ A member of a hiring or search committee</p><p><strong>Do you have any other comments, for job hunters, other people who hire, about the survey, or for Emily (the survey author)?</strong></p><p>My comment is for the job hunters: For me, the hiring process starts with your resume. I look for clean and detailed information about your previous work experience, especially if you have never worked in a library before. Please spell check your resume too. It’s a “no” for me if you can’t take the time to check your work, especially being that library workers have to take the time to check the little details to find things and problem solve! You need to sell me on how those skills would translate to the library. Also do a cover letter to explain any gaps in your employment and tell me why you want to work for my library and what you can bring to the team and the community to make it better. Im not a fan of those “I’m different from everyone else”resumes when you begin to write a short novel on how awesome you are and then don’t provide any previous work experience to back that up. </p><p>I’m always looking for people who want to contribute something, are a team player, can be flexible, and want to learn through making mistakes. Even if you don’t have experience yet, people with integrity will get a place in the library over someone who may have the desired skill set. Certain qualities just can’t be trained into someone, while learning a new skill set can.</p><p><a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/1/" target="_blank">#1</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/14/" target="_blank">#14</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/25/" target="_blank">#25</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/35/" target="_blank">#35</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/books/" target="_blank">#books</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/glam-jobs/" target="_blank">#GLAMJobs</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/librarian/" target="_blank">#Librarian</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/librarians/" target="_blank">#librarians</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/libraries/" target="_blank">#libraries</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library/" target="_blank">#Library</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-hiring/" target="_blank">#libraryHiring</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-interview/" target="_blank">#libraryInterview</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-jobs/" target="_blank">#libraryJobs</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-work/" target="_blank">#libraryWork</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/lis-careers/" target="_blank">#LISCareers</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/lis-jobs/" target="_blank">#lisJobs</a></p>
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Hiring Librarians<p><strong>“I have withdrawn an application before out of fear of having my time wasted by being called in to interview and present, just so they can pick their internal hire.”</strong></p><p><strong><em>Please note:</em></strong><em> this is an anonymous response to an online survey; I do not have any way of contacting the respondent or verifying responses. Their answers may reflect good, bad, or middling job searching practices. I invite you to take what’s useful and leave the rest.</em></p><p><strong>Your Demographics and Search Parameters</strong></p><p><strong>How long have you been job hunting?</strong></p><p>√ More than 18 months</p><p><strong>Why are you job hunting? </strong></p><p>√ I’m underemployed (not enough hours or overqualified for current position), </p><p>√ I’m employed outside of the field and I’d like to be in it,</p><p>√ Looking for more money, </p><p>√ My current job is awful/toxic, </p><p>√ I’ve been threatened at my job or had to deal with hostility/danger/scary behavior from the public or coworkers</p><p><strong>Where do you look for open positions? </strong></p><p>ALA JOBLIST, CLIR+DLF, Indeed, Linkedin, HigherEd Jobs, Libgig</p><p><strong>What position level are you looking for? </strong> </p><p>√ Entry level, </p><p>√ Requiring at least two years of experience, </p><p>√ Supervisory, </p><p>√ Senior Librarian</p><p><strong>What type(s) of organization are you looking in?</strong> </p><p>√ Academic library, </p><p>√ Library vendor/service provider, </p><p>√ Public library</p><p><strong>What part of the world are you in?</strong></p><p>√ Southeastern US</p><p><strong>What’s your region like?</strong> </p><p>√ Suburban area</p><p><strong>Are you willing/able to move for employment?</strong> </p><p>√ No</p><p><strong>What are the top three things you’re looking for in a job?</strong></p><p>Pay that is commensurate with the cost of living, specifically rent, gas/commute, and food.</p><p><strong>How many jobs have you applied to during your current search? (Please indicate if it’s an estimate or exact)</strong></p><p>15</p><p><strong>What steps, actions, or attributes are most important for employers to take to sell you on the job?</strong> </p><p>√ Pay well, </p><p>√ Having (and describing) excellent benefits, </p><p>√ Introducing me to staff, </p><p>√ Funding professional development, </p><p>√ Prioritizing work-life balance</p><p><strong>Do you expect to see the salary range listed in a job ad?</strong></p><p>√ Yes, and it’s a red flag when it’s not</p><p><strong>Other than not listing a salary range, are there other “red flags” that would prevent you from applying to a job?</strong></p><p>Unexplained high turnover/seeing the same position reposted year after year.</p><p><strong>The Process</strong></p><p><strong>How much time do you spend preparing an application packet?</strong></p><p>2-3 hours</p><p><strong>What are the steps you follow to prepare an application packet?</strong></p><p>I tailor my resume and cover letter to the job description, highlighting my experience and how it relates to the position. I fill out every part of the application and include attachments of my transcripts and any applicable work samples.</p><p><strong>How do you prefer to communicate with potential employers?</strong></p><p>√ Phone for good news, email for bad news</p><p><strong>When would you like potential employers to contact you?</strong> </p><p>√ To acknowledge my application, </p><p>√ To tell me if the search is at the interview stage, even if I have not been selected, </p><p>√ Once the position has been filled, even if it’s not me</p><p><strong>How long do you expect an organization’s application process to take, from the point you submit your documents to the point of either an offer or rejection?</strong></p><p>3-4 months.</p><p><strong>How do you prepare for interviews?</strong></p><p>I research the department/institution and prepare questions to ask as well as prepare myself to explain how my experience would fit with the role and institution.</p><p><strong>What are your most hated interview questions, and why?</strong></p><p>“Tell me about a time you had a disagreement or conflict with somebody and what did you do to resolve it”. This question always feels like a trick question that is impossible to answer “correctly”.</p><p><strong>During your current search, have you had any of the following experiences:</strong></p><ul><li><strong>Submitted an application and got no response</strong> √ Happened the majority of the time or always</li><li><strong>Had an interview and never heard back</strong> √ Happened more than once</li><li><strong>Interviewed for a job where an internal candidate was eventually chosen </strong>√ Happened more than once</li><li><strong>Asked for an accommodation for a disability </strong>√ Not Applicable</li><li><strong>Withdrawn an application before the offer stage </strong>√ Not Applicable</li><li><strong>Turned down an offer </strong>√ Not Applicable</li></ul><p><strong>If you have ever withdrawn an application, why?</strong></p><p>I have withdrawn an application before out of fear of having my time wasted by being called in to interview and present, just so they can pick their internal hire.</p><p><strong>If you’ve turned down an offer (or offers), why?</strong></p><p>I have never turned down an offer because I have never received enough to do so.</p><p><strong>What should employers do to make the hiring process better for job hunters?</strong></p><p>Be respectful of candidates time and labor.</p><p><strong>You and Your Well-Being</strong></p><p><strong>How are you doing, generally?</strong></p><p>√ I’m frustrated, </p><p>√ I feel alone in my search</p><p><strong>What are your job search self-care strategies?</strong></p><p>Making myself stop/give up. </p><p><strong>Job Hunting Post Graduate School </strong></p><p><strong>If you have an MLIS or other graduate level degree in a LIS field, what year did you graduate? (Or what year do you anticipate graduating?)</strong></p><p>2021</p><p><strong>When did you start your first job search for a “professional” position (or other position that utilized your degree)?</strong></p><p>√ Six months before graduating with my MLIS/other LIS degree</p><p><strong>In relation to your graduation, when did you find your first “professional” position?</strong></p><p>√ Six months to a year after graduating </p><p><strong>What kind of work was your first post-graduation professional position? </strong></p><p>√ Contract, </p><p>√ Temporary/Limited Term</p><p><strong>Did you get support from your library school for your first job hunt (and/or any subsequent ones)?</strong></p><p>No..unless you count mass emailing job postings. </p><p><a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/glam-jobs/" target="_blank">#GLAMJobs</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/librarians/" target="_blank">#librarians</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/libraries/" target="_blank">#libraries</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-hiring/" target="_blank">#libraryHiring</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-interview/" target="_blank">#libraryInterview</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-jobs/" target="_blank">#libraryJobs</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-work/" target="_blank">#libraryWork</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/lis-careers/" target="_blank">#LISCareers</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/lis-jobs/" target="_blank">#lisJobs</a></p>
ALA Editions | Neal-Schuman<p>Our author Rebecca Hass leads a conversation with librarian and literary ambassador Mychal Threets at <a href="https://glammr.us/tags/ARSL2025" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ARSL2025</span></a> in Albuquerque. In a time when life (and library work) can feel especially heavy, Mychal and Rebecca will explore how we can intentionally center joy, care, and mental health in our professional lives. Register now! <a href="https://www.arsl.org/2025-conference" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://www.</span><span class="">arsl.org/2025-conference</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a> <a href="https://glammr.us/tags/AmericanLibraryAssociation" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>AmericanLibraryAssociation</span></a> <a href="https://glammr.us/tags/LIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LIS</span></a> <a href="https://glammr.us/tags/MLIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>MLIS</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/librarianship" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarianship</span></a> <a href="https://glammr.us/tags/InformationScience" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>InformationScience</span></a> <a href="https://glammr.us/tags/librarywork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarywork</span></a></p>
Hiring Librarians<p><strong>Further Questions: What are your favorite questions to ask in interviews?</strong></p><p><em>Oh hey! This feature has been on hiatus since February, but now it’s back! </em></p><p><em>Let’s do a deeper dive into specific hiring questions! About once a month, I get answers from a group of people who hire library and LIS workers</em>. <em>I’d love to hear from you: what should I ask next time? Or, let me know if you’d like to join the pool of people who might answer. </em></p><p><em>This question is one of the most visited pages on Hiring Librarians, but it <a href="https://hiringlibrarians.com/2014/10/10/further-questions-what-are-your-favorite-questions-to-ask-in-interviews/" rel="nofollow noopener" target="_blank">hasn’t been answered since 2014 </a>so I think it’s beyond time for an update! This month I’m asking:</em></p><p class="">What are your favorite questions to ask in interviews? And why? If you can talk a little about the difference between what you ask over the phone versus in-person, that would be very helpful.</p> <p><strong>Anonymous: </strong>Good prompt! Here’s one of my favorites:</p><p>“This position will have multiple projects and daily tasks that will compete for your time. How do you determine priorities and manage your time?”</p><p>The follow up question is always: “How would you handle a situation in which you had two seemingly high-priority tasks where it was impossible to accomplish both.”</p><p>The first question helps me understand how the person works and their ability to stay organized. What kinds of tools do they talk about? How do they decide what is a priority? Do they work best in short bursts, or in longer stretches? The follow up tells me whether they understand how to work with a boss and within an organization. The real answer I’m looking for on the follow up is some combination of, “I’d ask my boss for help prioritizing,” and “I’d think about how my work affects other departments and/or ask them for help.” The hardest working, most creative person in the world is still going to struggle if they can’t work within the organizational structure; someone who says they’d just “pick one” to prioritize, without input, is a red flag.</p><p>In terms of phone vs. in-person interview questions, I use the phone interview for screening – understanding the person’s background, skills, and experience to date and how it relates to the position. If I’m unclear on whether they meet one of the requirements, the phone interview is the time to clarify. For example, someone may say they’ve supervised people, so the phone interview question will ask the context, their duties, how many people, whether they were faculty, staff, or students, etc. With the requirements out of the way, then the in person interview can be more forward-looking: how would you use your skills and experiences to move the library forward? How would you approach the job and work with your colleagues? Tell me about when you’ve faced a situation like x, how you handled it, the outcome, and what you learned. </p><p>For equity, ALL interview questions should be based directly on something in the job description. Use the phone interview questions for the hard/technical skills and years of experience; use the in person interview questions for the soft skills. </p> <p><strong>Donna Pierce, Library Director, Krum Public Library:</strong> As a small library I have never interviewed someone for a full-time position. (All of my full-time positions were filled in-house.) Plus a lot of the people who apply for the part-time positions do not have library experience. So most of my questions are used to find out how well they can handle customer service, how interested they are in things other than reading (you know, in case someone wants to know something other than “what’s a good book?”!), and their attention to detail. But my all time favorite that I have asked for 19 years is “What materials should a juvenile be allowed to check out?”</p><p>Here are all the questions I ask:</p><ol start="1"><li>Describe the procedures you have used to keep track of things that require your attention. (Calendar, phone reminders, etc.)</li><li>Considering your education and work experience, why do you feel you are qualified for this job?</li><li>What is a card or board game you would play with strangers to get to know them better? (If none – how would you break the ice with a group of strangers?)</li><li>Have you ever had an experience in which you were glad you had paid attention to some particular detail? Please describe it.</li><li>If you are planning on working another job (or attending college) how will that impact your ability to work for us? (Limited time available to work, no flexibility to re-arrange schedule if needed, etc.)</li><li>Tell us about your experience with information technology. (web design/coding, databases, computers in general, Microsoft Office, Publisher, Canva, etc.)</li><li>How do you learn a new piece of software or a new technology? How do you prepare to teach it or help others learn to teach it?</li><li>What contributions could you make to our library?</li><li>If you could live in any TV show, what would it be?</li><li>What book/game/TV show/album would you recommend to someone? Why?</li><li>What is your favorite age group and why? How should that group – and others – behave in the library? </li><li>What would you do if you were unsure of how to answer a patron’s question?</li><li>How would you handle a person who objected to a book or movie in the library?</li><li>What materials should a juvenile be allowed to check out?</li><li>What is your philosophy and approach to managing conflict?</li></ol><p>You would be surprised at how much you learn about someone with questions 9 and 10!</p> <p><strong>Anonymous:</strong> I think my answer has evolved so much since 2014! </p><p>As a final question (well, after the do you have any questions for us), I like to ask if there is anything the candidate would like to expand on from the interview, or reframe, or tell us something we didn’t ask but should know. </p><p>This gives the candidate the chance to shine, or regroup, or end on a positive note. Interviews are so stressful and often the stakes are high, so let’s all give everyone one more opportunity to impress. </p><p>And yep, some foks add nothing. </p><p>We don’t do phone interviews much anymore. Although sometimes Deans or VPs might call.</p><p>We do Zoom, then on campus for finalists. But in the past, phone interviews were really about screening. We would call more people to give more chances, but still only brought a few to campus. </p><p>I have called to clarify that the candidate understands which location they would be working at (we have five) or that adjunct is part-time. That is to save everyone’s time!</p> <p><strong>Melissa Moore, Head of Access Services, Ferndale Area District Library:</strong> One of my favorite questions to ask during an interview is “Describe an experience you had where you think you really made someone’s day after you helped them.”</p><p>This question gives me a lot of insight into what a person considers a positive interaction. It also tells me a lot about what they value and their thought processes. It tells me: what the person considers a positive interaction, what they consider help, what they think ‘made someone’s day,’ and a little insight into their motivations.</p><p>I don’t do phone interviews here, so I don’t have a comment on this. I select 4-6 of the applicants for a single, in-person interview with me and two other managers/administrators (depending on who is available). The positions I hire for are generally entry level so I don’t need as long of an interview process. The other departments will do a two stage process. First interview is over Zoom, the field is narrowed to 2 or 3, then the final candidates are called for an in-person interview. All departments are required to have the department manager and two other managers in the interviews, per the most recent union contract.</p> <p><strong>Anonymous Director, Medium-Sized University Library: </strong>Favorite questions to ask in interviews include :</p><ul><li>Can you please tell us about your experience [using or doing or managing or leading] [one of the aspects of job from job description]?</li><li>What do you think you’ll enjoy the most and find most challenging about [something related to job description]</li><li>How would you get staff buy-in before implementing…</li><li>Can you give us an example of a time when communication between you and your staff or colleagues did not go well. How did you overcome the issue (if you did)?</li><li>Describe a time when you were a part of a great team. What qualities did you appreciate the most in your colleagues?</li><li>Can you please tell us about a time that you had to adjust or shift what you were working on because priorities outside of your control changed? How did you decide to revise, let go, or change what you were working on?</li><li>What interests you the most about this position and the prospect of working at…</li></ul><p>And always, always, “What questions do you have for us?” Please be prepared to ask some!</p> <p><strong>Celia Rabinowitz ,Assistant Vice-President for Academic Engagement and Director of Mason Library, Keene State College:</strong> It has been six years since I last participated in a search for a library faculty position at my college library and three years since my last library staff search. In my current position the library faculty form the search committee and I am do not participate in phone interviews or in-person meetings that the search committee has with the candidates. I do get time with each candidate. This is because the search committee makes a recommendation to me and the provost for hiring and I have a level of authority higher than the search committee to make a decision. That said, it rarely happens that there is a disagreement. I do participate fully in searches for all non-librarian positions.</p><p>I like to ask candidates for staff positions what they enjoy most and least about their work. This can be more successful to ask in person (or a video platform) just so the candidate really understands that I do want to hear about the things that are the least satisfying about their work. I have used it on the phone and in person. For faculty positions I sometimes ask about the focus of their professional reading has changed over the past few years, and how it helps them think about their practice. My professional reading habits have changed a lot over time, so I’m always interested in how colleagues think about that.</p><p>Questions have also included asking candidates to describe a work project or experience that made them feel valuable and valued and why, to describe an experience working on a team and what went well (and didn’t), for staff I might ask candidates to describe how they prioritize their work day and how they handle various types of interruptions, and how they prefer to work with supervisors (for staff positions). These positions do not always require prior experience so I don’t want to ask questions that might put any candidate at a disadvantage.</p><p>Questions for library faculty are usually more specialty specific to the positions, e.g., Collections, Instruction, etc. I do often ask candidates to describe how they mange situations working with people (library colleagues, non-library faculty, etc). with differing opinions, needs, etc.</p><p>For all the job seekers out there – good luck and keep at it! For all the hiring managers and search committee folks – you know how important the work is. Many of us won’t have the opportunity to grow our workforce while we are still professionally active. I am glad to know that many libraries still can.</p> <p><strong>Gretchen Corsillo, Director, Rutherford Public Library:</strong> I love behavioral questions and feel they are a great way to get to know a candidate better. In interviews for any public-facing role, I like to ask about the candidate’s customer service philosophy. What does good customer service look like to them? Can they provide an example of a time when they provided customer service that they’re really proud of (or received great customer service, if they are new to this type of role)? It doesn’t have to be library-specific; in fact, I’ve found this to be a nice way to help candidates tie in transferable skills they may have developed elsewhere. This can truly set someone apart from the rest of the pack. I also try to provide examples of real situations they may be faced with and ask how they would respond. This sheds light on a candidate’s critical thinking skills and is also a great way to show off knowledge they’ve gathered about the library. We are no longer doing as many phone interviews in my library post-pandemic, but I think these types of questions especially help in that situation where we may not be able to get as good of a read on a candidate’s personality in the absence of facial expressions, mannerisms, etc.</p> <p><strong>K.T. Vaughan, Hal F. and Barbra Buckner Higginbotham University Librarian and Professor, Washington and Lee University:</strong> When developing questions for interviews I first start with the job requirements. Since the purpose of the questions is to determine how well people meet our qualifications and needs for the position, we need to ask ones that will get us data to rate each candidate. Screening interview questions tend to be more factual than on-campus ones, in which we’re trying to gauge both aptitude and enthusiasm for a position. </p><p>For an entry-level librarian position in an academic library, one of our qualifications has been “Any combination of experience and coursework in the fundamentals of library-based data services.” In the screening interview, I might ask, “What is your background in data science or library-based data services?” In the on-campus interview, I might ask, “Talk to us about your favorite data-related project that you’ve worked on. Why is it your favorite? What made it go well?” I also like the question, “What did you love about your most recent library job/class?”</p><p>We share our questions in advance, and lately I’ve seen an uptick in seemingly AI-generated responses that people read from notes. As a result, I’m now leaning more towards questions in which I ask about the person’s unique experiences or ideas. For example, I used to ask, “What is your preferred communication style with your manager or colleagues?” We started getting unusually similar responses from candidates. Now I ask, “Tell us about a time when you thought communication with your manager or colleagues went really well.” </p><p>As University Librarian, I usually have the last meeting of the day with a candidate. The four questions I ask are: What did you learn today that excited or surprised you? How do you see this position as part of your career arc? What have we not asked you or talked about that you’d like to share? And finally, What questions do you have for me, or that haven’t been answered yet?</p> <p><strong>Anonymous: </strong>I have a few favorite questions depending on the job opening. One I particularly like: <strong>What did you do to prepare for this interview? </strong>Perhaps not a great question for someone interviewing for a part-time shelver job but if they are interviewing for any type of reference job, they should at LEAST have looked at the library website. Maybe they talked to other people in a similar job, etc. This will give you some insight on their process. Maybe they took a shower, got dressed and showed up — and maybe that is ok if they have a lot of experience in the position you are hiring for etc. Most of the time you would want them to at least have reviewed the job posting.</p><p>2. <strong>Describe a time when you disagreed with the course of action that an institution was taking. How did you react/improve the situation? </strong>Are you looking for a person who will blindly follow anything you decree? Or do you want someone who will confront questionable policies? </p><p><strong>3. How are you organized? Would you describe yourself as a disciplined and systematic person, or are you more a creative and innovative person? What are the strengths and weaknesses of the way you work? </strong>No right or wrong answer here but gives you some insight. If your team already leans one way or the other, it might be helpful to have someone who thinks differently.</p><p>3. <strong>Can you tell us about a time when you analyzed information or data and evaluated it to solve a problem. Would love to hear about how the data sent you in a direction you weren’t anticipating. (analyzing work, collection, training needed). </strong>If you are hiring for a position that could benefit from someone who can deal with data, this is a great question. If they have no experience with analysis, you might get a vibe about their desire and ability to do so. If they have worked in a job that required analysis they better have a story about how the result was unexpected.</p><p>4. <strong>How do you evaluate programs that you offer? How do you determine if a program is successful or not? If you decide it was not successful, would you consider doing the program again? </strong>I like this because it gives you a sense of how they see success. Also, for me, it is good to think they might give something that they worked hard on a second or even third try if it WASN’T successful the first time. However, I don’t need someone who will continue with something forever even if it doesn’t work but because it was their idea and they just love it. Things may work well for years and years then the need goes away, the population changes or whatever. Libraries should always be thinking about things they don’t really need to do anymore and not just operate on auto pilot.</p><p>5.<strong> Do you have any questions for us? </strong> We will often be more leading with this – “Do you have any questions for us about the library, the job, or the requirements?” Once again, depends on what type of job you are interviewing for but if there are no questions (and they could have asked throughout the interview) is that because they just aren’t really interested? Or they just left a job JUST LIKE THIS at the library district down the street? But even then, a question about scheduling, etc. would be appropriate. If it is a higher level job and they don’t ask about the details or the culture or anything, it is worrisome.</p><p>For my library – we have not done phone interviews. We have done some Zoom interviews. The questions we ask are the same either way.</p> <p><strong>Kellee Forkenbrock, Public Services Librarian, North Liberty Community Library: </strong>My favorite interview question to ask is, <strong><em>Imagine yourself as a customer who received excellent service. What made the experience excellent? </em></strong>I like this question because it places the candidate into the shoes of a patron and gives them a viewpoint of what customer service should look like from that perspective. Sometimes we get standard responses to the hypothetical situation (‘..friendly, knowledgeable, quick…’). Other times, the candidate will tell us about an actual interaction they had during a sales transaction. The question is a great way to emphasize the importance of patron service an d what it looks like in action. </p> <p><strong>Chad Deets, Assistant Librarian, Acquisitions and Metadata, Arizona State University: </strong>In the majority of the hiring processes I’ve participated in, it was necessary to pick questions and have them filed ahead of time. It was always a mixture of questions designed to assess both technical ability and soft skills. The questions are usually worded to be scenario-based and ask for examples from the candidate’s history. If the candidate paid attention, particularly to the soft skill questions, they ccould infer some of the problems/concerns that we were facing. One example might be “tell us about a time when you collaborated with colleagues from other departments. Did you experience communication challenges and if so, how did you overcome them?” This question likely demonstrates that at the institution, there have been past challenges in communication between colleagues from different departments, and that it’s important to the committee to find a candidate who is able to navigate these types of challenges.</p><p>Because questions had to be chosen in advance, we really didn’t ask anything different in-person than we would over the phone or via a virtual platform. I should note that we were able to ask follow-up questions that were unscripted, but I cannot think of anything that we did differently between the two mediums.</p><p>Of course, one of the more telling responses comes to the question “do you have any questions for us”? Particularly in libraries, curiosity is your friend and shows the committee that you take an interest in the position, the organization, etc.</p> <p><strong>Anonymous:</strong> We do not do phone interviews (we will do a zoom for out-of-area applicants) I think my favorite interview question is “why do you want to work in a public library?” It’s very open ended but I like to see where the applicant takes this. Some respond with “I like the quiet environment” or “I love books/reading” and some talk about community services and collaboration in meaningful work.</p><p><a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/glam-jobs/" target="_blank">#GLAMJobs</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/librarian/" target="_blank">#Librarian</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/librarians/" target="_blank">#librarians</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/libraries/" target="_blank">#libraries</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library/" target="_blank">#Library</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-hiring/" target="_blank">#libraryHiring</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-jobs/" target="_blank">#libraryJobs</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/library-work/" target="_blank">#libraryWork</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/lis-careers/" target="_blank">#LISCareers</a> <a rel="nofollow noopener" class="hashtag u-tag u-category" href="https://hiringlibrarians.com/tag/lis-jobs/" target="_blank">#lisJobs</a></p>
ALA Editions | Neal-Schuman<p>Check out our cool July <a href="https://glammr.us/tags/playlist" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>playlist</span></a> along with all our latest news!</p><p><a href="https://shorturl.at/2jgAx" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">shorturl.at/2jgAx</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a> <a href="https://glammr.us/tags/AmericanLibraryAssociation" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>AmericanLibraryAssociation</span></a> <a href="https://glammr.us/tags/LIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LIS</span></a> <a href="https://glammr.us/tags/MLIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>MLIS</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/librarianship" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarianship</span></a> <a href="https://glammr.us/tags/InformationScience" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>InformationScience</span></a> <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> <a href="https://glammr.us/tags/librarywork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarywork</span></a> <a href="https://glammr.us/tags/libraryWorkers" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraryWorkers</span></a></p>
ALA Editions | Neal-Schuman<p>Spread library joy with our new merch! <a href="https://www.librarygiftshop.org/editions" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://www.</span><span class="">librarygiftshop.org/editions</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> <a href="https://glammr.us/tags/librarywork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarywork</span></a> <a href="https://glammr.us/tags/librarylife" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarylife</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/AmericanLibraryAssociation" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>AmericanLibraryAssociation</span></a></p>
ALA Editions | Neal-Schuman<p>We're excited to share recordings of "If We Could Have Just 10 Minutes of Your Time," a trio of virtual events packed with practical tips and expert guidance from a range of thought-leaders! <a href="https://alastore.ala.org/10minutes" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">alastore.ala.org/10minutes</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a> <a href="https://glammr.us/tags/AmericanLibraryAssociation" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>AmericanLibraryAssociation</span></a> <a href="https://glammr.us/tags/LIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LIS</span></a> <a href="https://glammr.us/tags/MLIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>MLIS</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/librarianship" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarianship</span></a> <a href="https://glammr.us/tags/InformationScience" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>InformationScience</span></a> <a href="https://glammr.us/tags/librarywork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarywork</span></a> <a href="https://glammr.us/tags/libraryWorkers" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraryWorkers</span></a></p>
ALA Editions | Neal-Schuman<p>Now shipping! Blending theory and concepts with an unswervingly pragmatic approach, Michael Hanegan and Chris Rosser persuasively argue that libraries are uniquely positioned to lead AI’s ethical and human-centered integration within communities. <a href="https://alastore.ala.org/libgenAI" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">alastore.ala.org/libgenAI</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/genai" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>genai</span></a> <a href="https://glammr.us/tags/ai" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ai</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/artificialintelligence" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>artificialintelligence</span></a> <a href="https://glammr.us/tags/librarianship" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarianship</span></a> <a href="https://glammr.us/tags/ethics" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ethics</span></a> <a href="https://glammr.us/tags/DigitalEthics" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>DigitalEthics</span></a> <a href="https://glammr.us/tags/InformationScience" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>InformationScience</span></a> <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> <a href="https://glammr.us/tags/librarylife" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarylife</span></a> <a href="https://glammr.us/tags/librarywork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarywork</span></a></p>
ALA Editions | Neal-Schuman<p>In this episode, Steve at Circulating Ideas chats with Bobbi Newman, editor of "Well-Being in the Library Workplace: A Handbook for Managers," about vocational awe, emotional and invisible labor, the key role of communication, recognition and appreciation, addressing loneliness, fostering trust and connection, and tackling burnout and moral injury.</p><p><a href="https://circulatingideas.com/2025/05/19/285-well-being-in-the-library-workplace-a-handbook-for-managers-with-bobbi-l-newman/" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="ellipsis">circulatingideas.com/2025/05/1</span><span class="invisible">9/285-well-being-in-the-library-workplace-a-handbook-for-managers-with-bobbi-l-newman/</span></a></p><p><a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a> <a href="https://glammr.us/tags/AmericanLibraryAssociation" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>AmericanLibraryAssociation</span></a> <a href="https://glammr.us/tags/LIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LIS</span></a> <a href="https://glammr.us/tags/MLIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>MLIS</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/librarianship" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarianship</span></a> <a href="https://glammr.us/tags/InformationScience" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>InformationScience</span></a> <a href="https://glammr.us/tags/wellness" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>wellness</span></a> <a href="https://glammr.us/tags/LibraryWork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LibraryWork</span></a> <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a></p>
ALA Editions | Neal-Schuman<p>Our Spring <a href="https://glammr.us/tags/WholeLibraryFamily" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>WholeLibraryFamily</span></a> sale has been extended through May 31! Use coupon code SPRING25 to save 25% to 75% off 100+ titles. <a href="https://alastore.ala.org/search/store?items_per_page=72&search_api_fulltext=spring25&sort_by=search_api_relevance" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="ellipsis">alastore.ala.org/search/store?</span><span class="invisible">items_per_page=72&search_api_fulltext=spring25&sort_by=search_api_relevance</span></a></p><p><a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> <a href="https://glammr.us/tags/LibraryWork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LibraryWork</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a></p>
ALA Editions | Neal-Schuman<p>This free Zoom program on Wednesday, March 19 will feature list format presentations by author-experts on a wide variety of technology and technical services topics. Register today for ALA Tech Lists! <a href="https://bit.ly/4hYGcJn" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">bit.ly/4hYGcJn</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a> <a href="https://glammr.us/tags/AmericanLibraryAssociation" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>AmericanLibraryAssociation</span></a> <a href="https://glammr.us/tags/LIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LIS</span></a> <a href="https://glammr.us/tags/MLIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>MLIS</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/librarianship" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarianship</span></a> <a href="https://glammr.us/tags/InformationScience" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>InformationScience</span></a> <a href="https://glammr.us/tags/librarytechnology" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarytechnology</span></a> <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> <a href="https://glammr.us/tags/librarywork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarywork</span></a></p>
ALA Editions | Neal-Schuman<p>Now available for preorder! Offering a previously unexplored way for academic <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> managers to frame their work, this book interweaves theory, practice, and reflection to investigate the ways in which person-centered management can close the gap between managers and other library staff. <a href="https://alastore.ala.org/pcmal" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">alastore.ala.org/pcmal</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/academiclibraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>academiclibraries</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/LibraryWork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LibraryWork</span></a> <a href="https://glammr.us/tags/AmericanLibraryAssociation" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>AmericanLibraryAssociation</span></a> <a href="https://glammr.us/tags/management" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>management</span></a></p>
ALA Editions | Neal-Schuman<p>Unlock your creative potential to tackle your library’s most pressing needs. Megan Lotts, Art Librarian at Rutgers and author of "Advancing a Culture of Creativity in Libraries," explains how. <a href="https://bit.ly/3Vmjl1R" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">bit.ly/3Vmjl1R</span><span class="invisible"></span></a> </p><p><a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> <a href="https://glammr.us/tags/LibraryWork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LibraryWork</span></a> <a href="https://glammr.us/tags/librarian" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarian</span></a> <a href="https://glammr.us/tags/librarians" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarians</span></a> <a href="https://glammr.us/tags/creativity" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>creativity</span></a> <a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a></p>
ALA Editions | Neal-Schuman<p>Our newest e-book is now available for download! Packed with inspiration for showstopping library programs for all audiences, this sourcebook will help librarians engage patrons while saving their budget lines. <a href="https://alastore.ala.org/bslp" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">alastore.ala.org/bslp</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> <a href="https://glammr.us/tags/LibraryWork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LibraryWork</span></a> <a href="https://glammr.us/tags/libraryWorkers" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraryWorkers</span></a> <a href="https://glammr.us/tags/ebook" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ebook</span></a> <a href="https://glammr.us/tags/publiclibraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>publiclibraries</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/librarianship" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarianship</span></a></p>
ALA Editions | Neal-Schuman<p>Our newest guide to gifts for <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> lovers is here! All product purchases fund advocacy, awareness, and accreditation programs for library and information science professionals worldwide. <a href="https://bit.ly/3MwYmnN" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">bit.ly/3MwYmnN</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/LibraryWork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LibraryWork</span></a> <a href="https://glammr.us/tags/LIS" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LIS</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/gifts" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>gifts</span></a> <a href="https://glammr.us/tags/InformationScience" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>InformationScience</span></a></p>
ALA Editions | Neal-Schuman<p>"Community information liaisons become active members of their communities, closely observing practices, analyzing available resources, and discerning unspoken needs." Catharine Bomhold outlines how this model can be used to step beyond <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> walls: <a href="https://bit.ly/3rROkGF" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="">bit.ly/3rROkGF</span><span class="invisible"></span></a></p><p><a href="https://glammr.us/tags/librarians" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarians</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/librarywork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>librarywork</span></a> <a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a> <a href="https://glammr.us/tags/CommunityDriven" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>CommunityDriven</span></a> <a href="https://glammr.us/tags/DEI" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>DEI</span></a> <a href="https://glammr.us/tags/EDI" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>EDI</span></a> <a href="https://glammr.us/tags/EDISJ" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>EDISJ</span></a></p>
ALA Editions | Neal-Schuman<p>What are four top considerations in determining how to treat public <a href="https://glammr.us/tags/library" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>library</span></a> employees equitably? Kate Hall digs in--watch the video <a href="https://youtu.be/dNQCHpXoiPA?feature=shared" rel="nofollow noopener" translate="no" target="_blank"><span class="invisible">https://</span><span class="ellipsis">youtu.be/dNQCHpXoiPA?feature=s</span><span class="invisible">hared</span></a></p><p><a href="https://glammr.us/tags/LibraryWork" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>LibraryWork</span></a> <a href="https://glammr.us/tags/libraryHiring" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraryHiring</span></a> <a href="https://glammr.us/tags/libraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>libraries</span></a> <a href="https://glammr.us/tags/publiclibraries" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>publiclibraries</span></a> <a href="https://glammr.us/tags/ALA" class="mention hashtag" rel="nofollow noopener" target="_blank">#<span>ALA</span></a></p>
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