LISTSERV 16.5 - UTSIS-JOBS Archives

1. Re: [MUSEUM-L] Fresh Museum and Museum-Transferrable Jobs Posted Daily
2. [LIBJOBS] HEAD OF YOUTH SERVICES, Portage County Public Library, Stevens
Point, WI, USA
3.[LIBJOBS] Librarian I, Hendricks Branch Library in Simpsonville, SC, USA
4. [LIBJOBS] Information Literacy Librarian, Wartburg College, Waverly, IA ,
USA
5. [LIBJOBS] Scientific Literacy Librarian, Wartburg College, Waverly, IA,
USA
6. [LIBJOBS] Lafayette Hill, United States, Library Director
7. [LIBJOBS] Vacancy at National Library of New Zealand
8. [LIBJOBS] Visiting Special Collections Cataloger- University of Miami
Libraries, Coral Gables, FL
9. [LIBJOBS] Assistant Librarian @ Sardar Patel University, Vallabh
Vidyanagar, Gujarat, India
10. [MLA-L] Answers to my questions about recruiting and hiring of new
library employees [, or, Hints to potential employees...]

Museum Jobs...
Looking for a Job in the Arts?
http://groups.yahoo.com/group/MuseJobs

-----------------------------------------------------------
POSITION OPENING
HEAD OF YOUTH SERVICES, Portage County Public Library, Stevens Point, WI.

A county public library serving 70,000 people in scenic Central Wisconsin
seeks creative person with good communication and strong organizational
skills to provide broad range of public services for children and young
adults.

Stevens Point: High quality of life; low housing costs, home of University
of Wisconsin-Stevens Point.

The County operates four library sites. The main library is
45,000-square-foot building in downtown Stevens Point and has a tradition of
strong programming. Member of South Central Library System.

* Responsibilities: This person will supervise the Youth Services department
staff (4 employees, 3.x FTE); provide general oversight for the Youth
Services budget; serve on the Library’s Management Team; serve children,
young adults, and child care givers by providing reference and readers
advisory assistance, developing collections and services, presenting
programs, and participating in community-wide efforts in support of young
people. Schedule includes evenings and weekends.
* Qualifications: A.L.A.-accredited M.L.S., experience in programming and
young adult services preferred. Knowledge of new technologies expected.
* Compensation: 2010 compensation level $43,477.
* Application Deadline: April 14, 2010.

Apply on-line at http://www.co.portage.wi.us or call 715-346-1327 to have an
application mailed to you.
Applications and resumes should be sent to Portage County Human Resources
1462 Strongs Ave. Stevens Point, WI 54481

Equal-opportunity employer.

---------------------------------
JOB ANNOUNCEMENT Tuesday, April 6, 2010
Announcement Number: 2010-051
FLSA: Exempt
POSITION: Librarian I, Full-time Hendricks Branch Library in Simpsonville
SALARY: $32,400 per year, plus benefits
SCHEDULE: Mon., Wed., & Thurs. 8:30a - 5:00p; Tues. 2:00p - 9:00p; Fri.
8:30a - 6:00p; and every third Sat. 8:30a - 6:00p (off the Fri. before).
AVAILABLE: May 2010
CLOSING DATE: Tuesday, April 20, 2010
FUNCTION: Under general supervision, this position acts as the assistant to
the Branch Manager. May direct, assign and coordinate duties of other staff
to insure efficient operation of the department. Ensures that library
policies and procedures are practiced and that patrons receive efficient
service and assistance in all related areas.
REQUIRED KNOWLEDGE, SKILLS & ABILITIES: Considerable knowledge of the
functions of reference and readers’ advisory services, including general
knowledge of the major fields of learning. Some knowledge of publisher and
dealer practices and methods. Ability to develop and maintain effective
working relationships with the general public and library staff. Ability to
work in a team environment. Ability to provide adequate instruction and
directions to subordinates. Strong conflict resolution and problem solving
skills. Ability to organize and maintain complex filing systems. Ability
to use the Dewey Decimal System. Knowledge of business arithmetic.
Ability to work under frequently stressful conditions and meet required
deadlines. Ability to recognize and correct errors. Ability to perform
routine tasks efficiently and without difficulty. Ability to follow
established procedures and to perform work requiring considerable detail.
Good personal computing skills, including effective use of word
processing and spreadsheet programs, various Internet browsers and email.
Skilled in the operation and care of computer equipment and barcode
equipment. Ability to learn on-line computer functions. Customer service
oriented. Ability to communicate concepts, general information, and
task-oriented information in oral, written, and electronic forms. Ability
to lift up to 25 pounds and push book carts weighing over 100 pounds.
Bilingual – English/Spanish a plus.
MINIMUM TRAINING & EXPERIENCE: A Master's degree in Library Science from an
A.L.A. accredited college or university, with coursework or experience
emphasizing public library reference and readers’ advisory service and
research. Certified or eligible for certification as required by the South
Carolina State Library.

Applications will be taken in the Administration Department at the Hughes
Main Library, 25 Heritage Green Place, Greenville, SC 29601. Applications
can also be printed from our website www.greenvillelibrary.org and mailed to
Human Resources at the Hughes Main Library or faxed to (864) 235-8375. For
more information, please contact Cindy Quinn at (864) 527-9232 or e-mail
[log in to unmask] GCLS is an Equal Opportunity Employer. GCLS
participates in E-Verify.

Cindy Quinn
Human Resources Specialist
Greenville County Library System
25 Heritage Green Place
Greenville, SC 29601
Voice: (864) 527-9232
Fax: (864) 235-8375
Email: [log in to unmask]
Website: www.greenvillelibrary.org
-------------------------------------------
Position Announcement April 2010
Information Literacy Librarian

Wartburg College, Waverly, Iowa seeks applicants for a titled faculty
position as an Information Literacy Librarian. The Vogel Library, a
state-of-the-art learner’s library for the 21st century, is recognized as a
national leader in implementing information literacy as the means to promote
teaching, learning, and scholarship at a comprehensive liberal arts college.
Candidates will contribute in the collaboration and teaching of information
literacy in the Wartburg Plan of Essential Education and in the academic
majors, coordinate Writing Across the Curriculum activities, and will
support the mission of the College. This full-time, eleven-month position
falls under the direct supervision of the Library Director. It includes full
benefits and begins August 2010.

Principal Duties and Responsibilities: Provide liaison duties for the
English, Music, and Art departments including, teaching information literacy
both individually and in group settings, providing subject area collection
development, and general reference services (including regular evening and
weekend hours).Work together with information literacy librarians and
departmental faculty to further develop and improve Information Literacy
Across the Curriculum. Support the writing intensive courses and writing in
the majors by offering workshops and other training and resources to
faculty. Collaborate with the Associate for the Writing, Reading and
Speaking Lab to provide cross dialogue and assistance to faculty and
students. Provide service to the College through academic advising, student
recruitment, and committee membership; engage in professional
research/scholarship related to discipline and to the teaching and learning
environment. Other duties may be assigned as required.

Preferred:
• Advanced degree in English or other appropriate discipline.
• Experience in Writing Across the Curriculum programs.
• Academic library experience, including reference and teaching
experience.
• Proficiency in web design.
• Experience working with diverse populations.

APPLICATION PROCEDURE: Send letter of application, vita, transcripts,
contact information for three professional references (including email
addresses and telephone numbers) to [log in to unmask] or by mail to: Jane
Juchems, Director of Human Resources, Wartburg College, 100 Wartburg Blvd.,
Waverly, IA 50677-0903. In the letter of application please describe what
qualities you offer students as a librarian and a mentor within the context
of the Wartburg College mission. For specific inquiries contact Christine
Schafer, College Librarian and Director of the Vogel Library, at
319-352-8462, or by email: [log in to unmask]

For more information about the College, see the website:
http://www.wartburg.edu. Review of applications begins immediately and
continues until the position is filled. In order to ensure the safety of
students, faculty, and staff, Wartburg College requires the review of
current criminal backgrounds for job finalists

Founded in 1852, Wartburg College is a selective four-year liberal arts
college of the Lutheran Church (ELCA), nationally recognized for community
engagement. We offer more than 50 academic majors and preprofessional and
certificate programs leading to the bachelor’s degree. The Wartburg College
Community is committed to creating and maintaining a mutually respectful
environment that recognizes and celebrates diversity among all students,
faculty, and staff. As an affirmative action, equal opportunity
institution, Wartburg College actively seeks applications from women and
members of ethnic and minority groups.

Chris Schafer, MLIS
College Librarian & Director of the Vogel Library
Wartburg College
100 Wartburg Blvd
PO Box 1003
Waverly IA 50677-0903
319-352-8462
Fax 319-352-8312
Cell 319-504-9497

"At every meal that we eat together, freedom is invited to sit down. The
chair remains vacant, but the place is set." -Maxine Greene
-------------------------------------------------------------------------
Position Announcement April 2010
Scientific Literacy Librarian

Wartburg College, Waverly, Iowa seeks applicants for an administrative staff
position as a Scientific Literacy Librarian. The Vogel Library, a
state-of-the-art learner’s library for the 21st century, is recognized as a
national leader in implementing information literacy as the means to promote
teaching, learning, and scholarship at a comprehensive liberal arts college.
Candidates will contribute in the collaboration and teaching of information
literacy in the Wartburg Plan of Essential Education and in the academic
majors, and will support the mission of the College. This full-time,
ten-month administrative staff position falls under the direct supervision
of the Library Director. It includes full benefits and begins August 2010.

Principal Duties and Responsibilities: Provide liaison duties for the
Mathematics, Computer Science, Physics, Biology, Chemistry, Engineering
Science and Physical Education disciplines including, teaching information
literacy both individually and in group settings, providing subject area
collection development, and general reference services (including regular
evening and weekend hours). Assist students with quantitative reasoning and
the use of data analysis software. Work collaboratively with information
literacy librarians and departmental faculty to further develop and improve
Information Literacy Across the Curriculum. Other duties may be assigned as
required.

Minimum Qualifications:
Required:
• ALA-accredited MLS or equivalent.
• Evidence of strong teaching skills.
• The demonstrated ability to work both independently and as a part of
a collaborative team with strong service orientation.
• Excellent interpersonal skills.
• Outstanding oral and written communication skills.
• Proficiency in quantitative skills and reasoning.
Preferred:
• Advanced degree appropriate to liaison responsibilities.
• Academic library experience, including reference and teaching
experience.
• Proficiency in web design.
• Experience working with diverse populations.

For more information about the College, see the website:
http://www.wartburg.edu
Review of applications begins immediately and continues until the position
is filled. In order to ensure the safety of students, faculty and staff,
Wartburg College requires the review of current criminal backgrounds for job
finalists.

Chris Schafer, MLIS
College Librarian & Director of the Vogel Library
Wartburg College
100 Wartburg Blvd
PO Box 1003
Waverly IA 50677-0903
319-352-8462
Fax 319-352-8312
Cell 319-504-9497

*LIBRARY DIRECTOR
WILLIAM JEANES MEMORIAL LIBRARY, LAFAYETTE HILL, PA*

Are you a developing library leader looking for the excitement and growth
potential of your next challenge? If so, the William Jeanes Memorial
Library <http://wjl.mclinc.org/> of Whitemarsh Township (PA), may have what
you want—an opportunity to serve as its next Library Director. The Board is
looking for a dynamic professional who, in addition to managing overall
library operations, will work closely with the seven-member Board of
Directors to open the renovated and expanded library to be completed early
in 2011.
The *William Jeanes Memorial Library*, a nonprofit corporation, serves the
17,000 residents of Whitemarsh Township (Montgomery County). Guided by a
seven-member appointed Board, the Library staff (currently 10FTE), with an
annual budget of $600,000, operates a single, 11,000-square-foot 1971
facility circulating 100,000 items per year. A substantial portion of the
library’s budget is funded by the Township, with additional contributions
from the Friends of the Library, individual gifts, grants and an annual
allocation of Commonwealth Library funds. Whitemarsh Township (14.53 square
miles) is home to excellent public and private schools, preserved open
space, historic sites, and beautiful public recreation facilities including
the Schuylkill River. It is immediately adjacent to Philadelphia and linked
by a network of roads and public transit routes.

*The successful candidate* must have excellent communication skills that
inspire, motivate and engage the community, Board, staff, elected officials
and potential donors in developing and implementing a shared vision for
enhanced library service. Desired skills and experience will include:
strategic planning, budget preparation, facilities and space planning,
library technology, fundraising and grant writing, and working with library
staff and volunteers. Additional information on the William Jeanes Memorial
Library and the community is available at William Jeanes Memorial Library
Links. <http://www.gossagesager.com/WJMLinks.htm>

*Minimum qualifications* for the position include an MLS or MLIS from an
ALA-accredited school, a minimum of five years of progressively responsible
public library experience including a least three years supervising a public
library department or directing a smaller public library, and a strong
knowledge of library administration with financial experience, knowledge of
library technologies, and significant staff development and management
experience desired.

*Compensation*: Hiring salary range $60,000-$70,000 with a competitive
benefits package.

*For further information*: Contact Jobeth Bradbury at
[log in to unmask] This opportunity will close *May 31, 2010
*. To apply, please send a cover letter and current resume as Word
attachments via email to: [log in to unmask]
Jobeth Bradbury
Gossage Sager Associates
4545 Wornall Rd., Ste. 805
Kansas City, MO 64111
816.803.7087
www.gossagesager.com
Follow me on Twitter! GossageSager <http://www.twitter.com/gossagesager>
----------------------------------------
The National Library of New Zealand has a vacancy for a Digital Preservation
Analyst.

Reporting to the National Digital Heritage Archive (NDHA) Manager you
will be responsible for developing and implementing digital preservation
solutions for the digital material held within the NDHA. The goal is to
prevent and/or mitigate risk to ensure that the Library's digital
collections remain accessible over time and available for researchers,
students and other users in the future.
You will undertake risk management of the National Digital Heritage
Archive (NDHA) and research, test and implement appropriate solutions for
preservation strategies and actions in line with accepted best practice and
international standards.
You should possess a demonstrated commitment to the long-term archiving
and preservation of digital objects and be able to show vision and skill in
developing strategies to achieve permanent accessibility. You will undertake
regular surveys of the digital preservation environment and emerging
technologies as well as impact analysis and cost/benefit analysis to
determine the best strategies for any given preservation activity.
You will have demonstrable experience in digital preservation including
ingest, validation tools, format libraries etc and be able to work with a
range of people involved in the digital preservation process including
creators, appraisal, ingest, technical analysis etc staff.
It is expected that you have a Masters or Doctorate in a relevant
discipline and have an advanced understanding of computer technology and
research methodologies. Academic qualifications in another discipline with
demonstrable experience and knowledge of the digital preservation
environment, may also be considered.

For more information about this position see -
http://www.natlib.govt.nz/about-us/working-here/current-job-opportunities/digital-preservation-analyst
Applications close 5pm Friday 7 May 2010.
For more information about the Digital Preservation programme at the Library
contact:
Steve Knight, Programme Director Preservation, Research & Consultancy,
[log in to unmask]
Lynn Benson, Manager of the National Digital Heritage Archive,
[log in to unmask]

Regards,
Steve Knight
Programme Director
Preservation Research & Consultancy
National Library of New Zealand
ph. +64-4-474-3142
Mobile +64 (0) 21 490 503
email [log in to unmask]

---------------------------------------

*Visiting Special Collections Cataloger*

The University of Miami Libraries seeks a Visiting Special Collections
Cataloger to provide original and complex copy cataloging, retrospective
conversion, and authority work for materials in the library’s Special
Collections Division and the Cuban Heritage Collection, and to coordinate
the special collections cataloging activity of staff within Cataloging
&Metadata Services following prescribed national standards. Incumbent also
serves as the primary Spanish/Latin American cataloger for the general
collections. This is a temporary (1-year), full-time position with the
possibility of renewal.

*UNIVERSITY: *The University of Miami is one of the nation’s leading
research universities in a community of extraordinary diversity and
international vitality. The University is privately supported, non-sectarian
institution, located in Coral Gables, Florida, on a 260-acre subtropical
campus. The University comprises 11 degree granting schools and colleges,
including Architecture, Arts and Sciences, Business Administration,
Communication, Education, Engineering, Law, Medicine, Music, Nursing, and
Marine and Atmospheric Science (www.miami.edu).

*THE LIBRARY: *The University of Miami Libraries (www.library.miami.edu)
rank among the top 50 research libraries in North America with a collection
of over 3 million volumes, 74,000 current serials, and over 64,000 E-journal
titles. The Otto G. Richter Library lies in the heart of the Coral Gables
campus and serves as the central library for the University. Other
University of Miami libraries include the Paul Buisson Architecture Library,
the Judi Prokop Newman Business Information Resource Center, and the Marta &
Austin Weeks Music Library, and the Marine and Atmospheric Science Library.
The campus also has independent medical and law libraries. The Libraries
provide support and services for approximately 10,100 undergraduates, 5,100
graduate students, and 10,000 full and part time faculty and staff. The
Libraries have a staff of 37 Librarians and 86 support staff and are a
member of ARL, ASERL, CLIR, NERL, RLG, and Lyrasis.

*POSITION: *Reporting to the Head of Cataloging & Metadata Services, the
Visiting Special Collections Cataloging provides original and complex copy
cataloging of published materials in the Special Collections Division and
the Cuban Heritage Collections, including rare books, artists’ books,
serials, and audiovisual materials in multiple languages and formats, and
from a variety of time periods, according to national & local standards for
rare book description; provides training and guidance to cataloging staff
performing special collections cataloging and retrospective conversion; May
supervise special collections cataloging project teams and/or student
assistants ; works with the Head of CMS and collection curators to establish
cataloging priorities for special collections material and to set priorities
for processing collections in the backlog, including determining appropriate
levels of treatment for groups of materials; Serves as liaison between CMS,
Special Collections, and the Cuban Heritage Collection for problem solving,
changes in policies and procedures and other cataloging and metadata
issues; actively participates in the development and implementation of
metadata standards in the Libraries as they apply to the processing,
description, and cataloging of manuscripts and special collections materials
and serves on the Metadata Working Group; reviews EAD-encoded finding aids
prepared by special collections staff as needed for the purpose of assigning
name, subject, form/genre, and title headings, and may assign headings to
finding aids and related catalog records ; provides original and complex
copy cataloging of Spanish language materials for the general collections;
maintains awareness of special collections and general cataloging issues and
standards, metadata standards, and librarianship; serves on/participates in
Libraries and University organizations, committees, task forces, and teams
as appropriate.

*QUALIFICATIONS: Required: *Master’s degree from an ALA accredited library
science program or foreign equivalent; Two years cataloging experience,
including archival and/or special collections materials; Knowledge of
DCRM(B), AACR2, LCSH, LC Classification, and MARC21 Familiarity with AAPM ,
DACS, EAD, and Dublin Core; Fluent knowledge of Spanish; Experience working
with integrated library systems (Innovative Interfaces preferred);
Understanding of the scholarly research environment; Demonstrated project
management, organizational, analytical, and problem solving skills; Ability
to work independently, collaboratively, and in teams within the Library and
University; Demonstrated effective oral, written, and interpersonal
communication skills; Demonstrated commitment to user-centered library
service and the ability to work flexibly and creatively in a changing and
fast-paced environment with a culturally diverse population; Evidence of
continued professional development, involvement, and contribution.

*SALARY AND BENEFITS: *Compensation will be competitive and commensurate
with experience and qualifications. This is a visiting one-year non-tenure
track twelve-month faculty appointment at the Librarian Assistant rank. The
position offers a comprehensive benefits package including: TIAA-CREF;
medical and dental insurance; life, disability, and long-term care insurance
available; tuition remission; 13 paid holidays; and 22 days annual vacation.
Additional employment benefits available include credit union; Employee
Assistance Program; bookstore, and sporting event discounts; optional
fee-based membership in a state-of-the-art wellness center, and no state or
local income taxes. More information on benefits can be found at:
http://www.miami.edu/benefits/pdf/bensum-faculty06.pdf.

*APPLICATIONS AND NOMINATIONS: *Review of applications will begin
immediately and continue until the position is filled. Applications and
nominations will be accepted until a suitable candidate is selected.
Applications should be submitted electronically and must include a letter of
interest, curriculum vitae and the names of three references. The references
will not be contacted before the appropriate time. Send nominations and
applications to:

Marylen Exposito, Human Resources Manager
Otto G. Richter Library
University of Miami
P.O. Box 248214
Coral Gables, FL 33124-0320
e-mail: [log in to unmask]
fax: 305-284-3913

*The University of Miami is an Equal Opportunity Affirmative Action
Employer. The University has a strong commitment to diversity and encourages
applications from candidates of diverse cultural backgrounds. *

-------------------------------------------------------------
Dear Professionals,

A Vacancy for the post of Assistant Librarian @ Sardar Patel University,
Vallabh Vidyanagar, Gujarat.
http://www.spuvvn.edu/adv_3_4_2010.pdf

Regards,

Dr Mayank Trivedi
PhD
University Librarian & Publication Officer,
Bhaikaka Library - Knowledge Resource Centre,
Sardar Patel University,
Vallabh Vidyanagar-388120
Gujarat-India
Phone (O)- +91-2692-226874
Cellular - +91-9426952224
http://www.library.spuvvn.edu
<[log in to unmask]>
--------------------------------
Subject: [MLA-L] Answers to my questions about recruiting and hiring of new
library employees Date: Mon, 5 Apr 2010 14:41:12 -0500 From: Michael Duffy
<[log in to unmask]> <[log in to unmask]>

Greetings, MLA-L colleagues.

Last month, during the Career Development & Services Committee session
entitled "Putting Your Best Foot Forward" at the
2010 MLA meeting, I said that I would post the answers to the
questions I asked on MLA-L on 2/9/2010 regarding recruiting

and hiring new library employees. Only answers from those who have
agreed to my sharing their comments on MLA-L
are included. Names and institutions of those who responded have been removed.

Thanks again, to all who took the time to respond!

Michael Duffy
Music Librarian/Head of Branch Libraries
Northern Illinois University

Question 1: Have you ever actively recruited a particular individual
for a job in your institution?

*If you mean, have I myself encouraged someone to apply for a
particular position, rather than waiting for people to apply

and then considering that list of candidates, then no. I do know that
this often happens, though, of course.
*No.
*Yes
*NO
*Yes, but only if a person currently doesn't have a job (fresh out of
school or unemployed). I think it's really bad form

to recruit someone who is already holding a position.
*I have *suggested* with the idea that our Dean has final say, and
that I wouldn't want to promise a job and have the person
go through search process and then not be offered.

*No.
*I don't think so. We have had people apply and go through the process
who were interim in the job or who were internal
candidates. At times, that person has gotten the job and at times they
have not. They still have to compete against a

national pool.
*Yes.

Question 2: If so, how effective was this strategy in helping you
secure the best person for the job?*Not applicable.

*N/A, but I feel it can be useful.
*Excellent, largely because we often recruited former student staff
into support staff positions and so knew their work

and personalities.
*[no response]
*Very effective. I frequently call music librarian mentors/internship
hosts to see if they have had a recent intern or
student that would fit the qualifications for my open position. If
they don't end up applying for my open position, I will

contact them via e-mail to see if they are interested and to explain
more about the position. If there is an upcoming MLA
meeting, I may try to talk with them about the position.
*Honestly, there are always individuals out there one didn't know
before the interview process who turned out to be perfect,

so soliciting only goes so far.
*[no response]
*See above. When the person competes against a national pool and still
gets the job then you know you had the right person
all along.
*It improved the applicant pool.

Question 3: Do you have any expectations from people you invite to
apply? If so, what are your expectations?

*I've never done this.
*This is a broad question--not sure what you mean exactly. I expect
that the cover letter will specifically address all of the
qualifications

listed in the job ad and that the cover letter and CV will be error-free.
*The same as for any other candidate: Provide a current, accurate,
typo-free resume. Show up on time and properly dressed for a
profesisonal

interview. Have a few relevant questions of their own to ask.
However, if they decide not to apply, I would expect them to respond
promptly,
hopefully (though not of course required) about why. For example,
"salary too low" would be a very useful response.

*[no response]
*No, just the same expectations I would have for all the candidates.
*That they won't embarrass me. Actually, one person I didn't know
personally found out from something I said at an MLA session that we
were hiring,

so applied with news that he met me at MLA, etc. (with assumption
that I had blessed his application), was hired, and turned out to be a
horrible fit. -- He was not applying for a music library job, and was
not a member of MLA, I might add.

*[no response]
*See above. We even have internal candidates participate in telephone
interviews. We do not give them any special treatment.
*I expect them to let me know if they decide to not apply.

Question 4: Do you feel on-site candidates have an obligation to write
thank-you notes after an interview? If so, to whom do you feel these

notes should be sent?

*I absolutely do NOT think they have an obligation to do so, no.
Again, though, I've noticed that it's often done over here.
*Yes, to the search committee.
* I think it is a good idea to write a thank you these days, at least
via the chair of the committee, though I know some have sent notes

to everyone on the committee.
*Yes -- to the interviewer
*No, there is really no obligation. I do have to say that it shows
that the candidate cares about the position and really demonstrates
interest.
I think it's a good idea in general. Thank you notes should go to
people on the search committee since they have spent the most amount
of time

with the candidate. E-mail thank you notes are not as effective IMO. I
think it's really about effort and demonstrating interest.
*I do not feel this is an obligation. It does show some social
acumen, however. We have had notes sent to the arranging secretary,
who is very

pleased to forward them on to committee members. I would suggest that
the Chair of the Search Committee be the one addressed. If secretary,
that's OK, too, but not as cognizant of who is actually recommending
hire (Chair and committee).

*A thank you note or email is always a nice touch. I'd expect it to be
sent to the chair of the committee. A lot of times the other members
are introduced but the candidate has no written record of their names,
and there can be quite a few people. I did a presentation for my

last interview, and sent the electronic copy with a thank-you email to
the University Librarian, and asked her to please forward it on to the
other members of the committee.

*Yes, I do. Often the committee needs to make a decision before a

handwritten note would make it, so email (to the whole committee or to
the
chair) is fine. We had one candidate who made her own envelopes out of

pages from a magazine. I have to admit, they looked weird and I thought

it was a solicitation postcard and almost threw it away. Don't be
quirky!

*It doesn't hurt. They should be sent to the search committee chair.

Question 5: Has there ever been a situation when a candidate’s

consideration status has been changed because of a thank-you note that
was (or was not) sent?

*Absolutely not. Such a small thing would not change my view of a
candidate, if I'd already decided to accept or reject them. After all,

we have Library HR procedures -- interviews, presentations, etc. -- that
are meant to give us a rounded view of the candidate. It would be a bit
insulting to the rest of the search committee for a particular position

if I suddenly decided to hire/not hire based on a small thing like a
"thank you" postcard.

*No.

*I think the note either added to or detracted from whatever the
consideration status already was, but never made a

significant difference. Perhaps this means that good people
write notes.

*no

*No, but I've heard search committee members affirm that the person
must be interested in the position since they went to the trouble of

sending print thank you notes.

*No, actually. Like I said, it's a nicety and mightily appreciated,
but if based on resume and interview, you're a good fit, whether or not
you wrote a thank-you note is inconsequential. However, *should* there

be a dead heat (sometimes happens), the person going that extra courtesy
step could very well win out. Shows follow up, communication,
collegiality, all those good things. Let's put it this way, no one has

ever *lost* a job because of writing a thank-you note.

*Yes, one person also took it as a chance to emphasize her
qualifications
and skills, and mentioned a couple of things that were not
completely covered in the questions we asked. We were trying to choose

between her and another person who was equally qualified, but this
tipped the
balance in her favour.

*Probably not. We did think that the thing above was odd, but she got
the
job.

*No.

Question 6: In your experience, have candidates’ post-interview actions
(such as thank you notes, e-mails, phone calls, etc.) been helpful,
harmful, or inconsequential to their chances of being offered the
position? Why?

*Completely inconsequential, for the reasons I've given above. In my
view, it gives no one candidate any sort of advantage over any other if
they send, or don't send, me a "thank you". After all, what are they

thanking me for? For making them prepare a presentation, have some
harrowing interviews, and travel often hundreds of miles? :-)

*Mostly inconsequential--but it's nice to see when people do remember
the

standards of writing thank yous and correctly formatting letters and
CVs. It makes me think they'd pay attention to these details in their
work too.

*Same as answer to 6. I think a short simple thank you note is

appropriate but I wouldn't make a big fuss about it.

*Post-interview actions generally have reinforced positive impressions
of
candidates

*This is a hard one to answer, it largely depends on the candidate's

approach. I would not advise bugging the chair of the search committee
for constant updates on the search process. Once or twice would be OK.
There is fine line between demonstrating continued interest in the
position and really bothering someone. I think employers assume that how

someone acts during the interview process is a good indicator of how
they would act on the job. My pet peeve is pre-interview actions or
actions by people who don't get interviews and feel they are entitled to

an interview for one reason or the other. Lately, I've had parents call
me about their child's reasons for not getting interviewed or
considered. IMO, this is a really bad thing. If you are applying for a

librarian position, you should be old enough to advocate or speak for
yourself. Besides, potential employers cannot share this information
with parents, only the candidate. This seems to be a new development and

I've heard it from other libraries/employers. I would always eliminate a
candidate from the pool if their parent(s) contacted me about an open
position or the search process.

*I think the only time when it has been harmful has been when we have

been harassed for a decision too soon. Sometimes things take longer
than a few weeks, or campus protocols and procedures (outside of our
hands) take longer. I would suggest against phone calls. That just
puts the person in on the other end unprepared and on the spot. If need

to follow up, e-mails are best.

*Mostly inconsequential, except for the one person I mentioned above. I

haven't had a lot of people calling or emailing me after their
interviews to ask questions, but that's because I have worked in

environments where the decision-making process was relatively fast.
I think that it's appropriate to call and see how the competition is
going, especially if you have been given a timeline and expect to
have been contacted by a certain date. If we've had a delay in making a

decision I always try to contact the candidates and let
them know what's happening, but sometimes that is difficult. I have
only had one person show up in person to harrass me about why
she didn't get an interview, but we wouldn't have considered her

anyways....she had lied on her resume and didn't realize how easy it
was for me to figure that out.

*I think if someone continues to contact the committee, it's not
particularly useful. When you have more candidates or you can't meet

for a
few days, there isn't anything you can do to make a decision more
quickly.
As long as you've been clear about your timeline, the candidate should
be
patient.

*Inconsequential. I have not experienced any post-interview actions

that
influence the decision one way or the other.

Question 7: Do you think it is appropriate for a candidate who has not
been offered a position at your institution to contact you to find out
why he/she was not selected or to ask what he/she could do to improve

his/her chances of being offered a job in the future?

*I personally don't think it's appropriate, and I'd never give such
information (I mean, I'd reply to the candidate, but just say that we

don't get involved in this sort of thing). You're laying yourself open
for a grievance. For example, if we say "you didn't demonstrate x..."
they might then say "well, you didn't give me a chance to...". Or if we

say "your presentation was weak", then it will be "well, *how* exactly
was it weak?", etc. etc. And, frankly, it's very time-consuming to
supply this kind of feedback. You're too busy dealing with the candidate

who *has* been successful -- writing search narratives, etc. -- to get
into long correspondence with all the candidates who *weren't*
successful.

*I think so, if they are not too pushy. Usually we can't say too much,

but depending on whether I knew the person individually (or if they
were
fresh out of school and clueless) I might try to give some guidance
within reason.

* This can be awkward and perhaps not helpful, and employers have to be

very careful
about what they say these days for legal reasons. I think
if it is an in-house candidate the chair of the committee
might want to offer some sort of explanation to maintain
good staff relations.

*I always discuss the reasons with the candidate

*Yes, it's appropriate but only if they really, truly do want to hear
the answers. It's not advisable to make contact to complain about the
process or the search committee or anything else really. I think the

candidate should be sincere and indicate that the purpose of making
contact is because they want to sharpen their interviewing skills or do
a better job of interviewing. I would certainly be open to giving a
gentle critique of their interviewing skills. Sometimes the reason for

not offering the person a position has nothing at all to do with their
interviewing skills. Some of that I can share and sometimes it's
confidential.

* I don't see a problem with that at all. We are, really, a collegial

profession, and anything we can do to help a person in their career is
good for everyone. That being said, sometimes the reason for a non-hire
is something as simple as time-line (someone is able to start earlier).

I would suggest *not* following up on a non-hiring decision as an
opportunity to argue or defend or to lambast the institution for not
hiring them. Just close your mouth and listen and take away whatever
info. you can gain in order to do better the next time.

*Sometimes I wish that they would, although it can be difficult to know

what to say. Many times I've wanted to tell someone to dress more
appropriately, not to be too familiar even if you know people on the

panel, and make sure that you can answer the basic questions that you
are
sure to be asked. One thing that really helps is if the chair of the
committee phones the unsuccessful
candidates and tells them why the person who got the job was

successful.
An email or brief call from an HR person is so
cold that I've always been too intimidated to call anyone else to ask
why I didn't get the position. It's not easy to make those calls, but

the institution and the candidates have put a lot of time and effort
into the process, so it just seems like good practice to take a
few minutes to talk about it and offer some advice and encouragement if

that seems like it's needed.

*I think it's okay. Sometimes it's hard to quantify - if two candidates
are
fairly equal and it was really about fit, then that's harder to
discuss.
But if they didn't make the first cut, there are usually concrete

reasons
why they didn't. A candidate who was active on MLA-L once contacted me
to
find out why he didn't get even a phone interview. I explained to him
that
we *required* knowledge of at least one foreign language and he had not

addressed that in any way in his materials. If you don't address a
requirement, you'll get dropped.

*It is appropriate for them to ask once, but not to keep asking after
they
receive an answer.

Question 8: What are your thoughts on candidates negotiating salary or
benefits? Is it appropriate? How should such negotiations be handled?
Are they ever not appropriate?

*I think it's fine. I don't have a problem with it. The candidate has a

right to try to get as much salary/benefits as he/she can, and the
institution has a right to try to keep to its original offer. It's a
negotiation. No problem. Negotiations need to be handled by the person
who is responsible for making the original offer. I wouldn't expect the

rest of a search committee to have to be involved. Once they have chosen
the candidate, their work is done.

*This is such a hard one--I never feel prepared for this part of it.
Part
of me thinks you (the candidate) should ask for what you want as

politely as possible and all they can do is say no. But, the logistics

are complicated. I think one should try to read the
situation/institution as carefully as possible (...don't ask for $20K
from a school that's announced huge budget deficits, etc.).

*I think this is appropriate but needs to be done carefully.
Usually these negotations take place at a higher level than
the search committee (e.g., the hiring official, which may
be the director or even HR). The candidate needs to have a

solid case for negotiating and know in advance what he/she
will and will not accept. And he/she should never burn
their bridges because you never know how things may change
at the institution, with the person you're negotiating with,

or when a future position becomes available.

*Because there is little wiggle room with salaries
at my institution and they are comparatively on the low side, I always
communicated the salary range before the interview. If the candidate

is
not able to live with that salary, there's no sense wasting either
parties time with an interview.

*Good question but hard to answer. Most candidates are not good at
negotiating salary. I think this is the most uncomfortable part of the

process. Benefits are hard to negotiate since they are almost always
pre-determined, there is just not that much flexibility (at least at my
institution). It helps to do some research on average salaries for the

position in the geographical area. It helps to share previous salary
figures so I know what to expect. This may in some cases, disqualify you
from the pool though if your salary requirements are way out of the
salary range for the open position. Negotiations should be handled

directly with the person that has the authority to make these decisions
at the time of the job offer. I think negotiating is always appropriate.
Candidates often fail to ask about raises in future years and how

promotions would impact salary.

*Most certainly appropriate, if necessary. We have our Admin. Services
director talk in detail to each candidate about benefits and so forth.
I would suggest asking at that time, what wiggle room there may be.

Some things are bound due to fairness practices. Be aware of a prickly
situation called salary compression. If you go into an institution
asking for the moon, when good folks who have been there for years, been

promoted, etc., aren't making that high, you might be asking for
trouble. Many state institutions (ours included) have salaries
publically available (usually in print form). Find out salary range
where you're going before making assumptions. However, negotiating a

salary or start time OK, if not seeming arbitrary (what are your
reasons?). If benefits explained well enough, should make it clear that
some things are not negotiable due to campus faculty Rule and
Regulations or union. Ask if salary and benefits are negotiable, *then*

if feel strongly, negotiate. Don't start making demands if we are
powerless to do something about it.

*I think that they can always be negotiated, especially salary.
Benefits
can be trickier because they are often

more standard. I can't think of a time when it would be appropriate to

just accept what is offered, and if the candidate
can't get the salary he/she expects maybe there are moving costs, a
research grant, etc. that could be thrown in.

*I do think it's appropriate to negotiate salary. In most cases, there
are
equity issues with benefits and they are non-negotiable. In our case,
those negotiations take place with the dean.

*It is appropriate if those are negotiable aspects of the position.

Question 9: When you offer a job to a candidate, do you consider it to
be an ethical obligation of the candidate to inform you if they are
being considered by another employer?

*No, not particularly. I'll usually ask them at the end of the

interview process "are you still interested in this position?", and "do
you have any other job interviews lined up at the moment?". After all,
if we really, really want a particular candidate, then we might be

prepared to make a higher offer just so that they *don't* go to these
other interviews.

*If it impacts the timeline of their decision making.

*No. That might be assumed, just as the institution is likely

interviewing other candidates.

*I always ask.

*No, but this could help in salary negotiations especially if the
candidate has already been offered a position and a salary has been
established for that position.

*Ethically, yes, I do. Obviously not required. We would very much
like to have our pick confirm one way or another within the week,
otherwise, we very much need to go with our second choice. We have
needs, too, and to reopen a search is very expensive and time-consuming.

However, sometimes unforeseen circumstances come up (our choice then
counter-offered with much higher salary at own institution - which was a
surprise to her). Everyone be fair to each other. Think how you would

feel? I did have a director suggest all of us go out and interview for
other jobs to show our "marketability" to then come back with our higher
salary suggestions - somehow documenting our worth (too horrid to

contemplate), but I could absolutely not do that to my friends in the
music library community. That's an old-fashioned "corporate" technique,
I think, to go out and get a better offer in order to raise your

salary/benefits at your own job. BTW, that director is no longer at our
library. That’s the thing, our music library (and even wider library)
community is pretty much a close-knit group. I would never want to poop

on my friends.

*Yes, it's part of being honest. If you are involved in two
competitions
that came up at the same time, that's ok...
but I want to know about it. If the candidate doesn't tell me and I

find
out about it, I feel like the person has been
dishonest even if it was another motive that caused him/her not to say

anything.

*I guess it's the polite thing to do. If they ask for more time, and

say
they have another interview in a few days, then you'd be more
understanding than if they left you hanging. You might also offer to
answer any concerns or questions they have.

*Not an ethical obligation, but a courtesy, especially if it delays

their
decision.

Question 10: Do you think that a candidate is ethically bound to begin
a job if
they have accepted an offer of employment, or conversely, is it
unethical to withdraw from a position after it has been accepted if the

candidate has been offered a more attractive position by another
employer?

*Ethically I'd say that once an offer has been accepted, the candidate
should turn up for work on the agreed starting date. *However*, no-one

wants an unhappy employee. So if this happened I'd be disappointed, but
it's all in the game, and we'd have to re-consider our second choice
candidate. Subconsciously I'd probably think carefully about considering

the successful (first) candidate for a position in the future, but I
hope I'm professional enough that I could put these concerns aside if I
found myself interviewing that candidate for another position in the

future. accept a job elsewhere. It's not good practice, though!

*I guess it depends on whether the contract has been signed yet.
Personally I'd feel really uncomfortable withdrawing after accepting a

position, but if there were extenuating circumstances (like spousal
jobs, etc) I could see doing it. This is why I think the candidate
needs
to let the institution know if they are waiting to hear about other

offers, etc in a best effort to get all offers on the table before
making a decision,

*Likely unethical (and perhaps illegal if a contract has been
signed?). Still, if this happens fairly early on after

accepting a position it is understandable, but not if more
than a week or so goes by. Still it would be awkward
(burning bridges and all that) and the institution might
already have turned down the other candidates, who now know

they weren't the first choice. After all, the candidate
could call the other institution and explain that they've
had a job offer but are very interested in this other
position, and do they know when they will be able to make a

hiring decision. That would also show this second employer
that the candidate has ethical standards. And it could
allow the candidate to ask the first employer for more money
or at least for a couple of weeks to decide.

*As long as my institution has not invested any money in
training or moving a candidate, I do not see any ethical issue if a
candidate withdraws from a position.

*Yes, this is a horrible situation for an employer and has the

potential to follow a candidate around for a long time. Our profession
is really pretty small and word would get around. "Everybody kinda knows
everybody" I would advise not accepting a job until you are completely

sure that you want the job and have turned down other offers or have
heard from all other potential employers.

*Yep. Searches are long and expensive. You will leave a bad taste in
the mouth (and word-of-mouth) if you have committed then pulled out

later without a good reason. We all know where you'll end up and will
hear why.

*Yes, but if someone really wants to go somewhere else it's probably
best
to let them go. Otherwise they'll

probably be unhappy and go looking for another position anyways.
Someone
did this to me recently and
it left me feeling that I had been taken advantage of...the person was

playing us off against each other. I'm

not going to think very favourably of that person in the future. If the

other position is a better fit (for example,
ours is part-time or temporary and the other is a permanent or
tenure-track position) I would understand.

*That would be pretty bad, in my estimation. Once you accept the job,
you
should take it. On the other hand, if you've accepted a job and regret
it,
then it's better to withdraw than be miserable. It's expensive to bring

in
and train a new person. Don't waste everyone's time if you won't stay.

*Yes, absolutely.