I have recently reviewed application after application that have been submitted for two open positions at the library. Having a ranking system helps. Ours is one we developed on our own and has served us well over the past decade or so. When we initially review applications, they are ranked into one of three categories:
3's. These applications are either not complete, not signed, or were submitted without all supporting and required documents. Part of our ranking system is based on how well the applicant has followed instructions. If the job ad states that a library application and resume must be submitted to be considered, then an application alone would be incomplete. I have seen what could have been interesting candidates disqualified because they did not read and follow basic instructions. By signing the application, the candidate is acknowledging that they have read that they will be "at-will" employees, that the information they have submitted is truthful, etc. Applications unsigned are not considered.
2's. These applications are complete and included all supporting materials. The application is signed. There may be unexplained gaps in work history or job hopping. The presentation of information may not be grammatically correct, or sloppy. There may, however, be some special skills, talents and/or experience that could be transferable to the open experience. "Twos" will be considered for interview only if the "Ones" do not work out.
1's. "Ones" are applications that are completed, neat and include all supporting materials. These candidates may have past experience that dovetails into the skills needed for library service. They have strong customer service experience, are creative, organized and inventive. They also show confidence, computer knowledge and an enthusiasm to learn new skills. These candidates are called for an interview.
By ranking the applications, the human resource team (or the library director for a small library) is able to identify the best candidates to consider for the library team. The procedure is sensible and logical. Interviews are conducted by the supervisor of the department and the director. In special circumstances, the assistant director and head of adult services may also be a part of the interview process.
Pre-determined interview questions serve as a guideline for the interview and are used to identify strengths, weaknesses and the special skills and talents of the candidates. Taking notes ensures that during the final review, the interviewers will be able to remember each interviewee.
Having a plan provides for a professional approach to the selection of interviewed candidates and the entire interview process. It is exciting and energizing to meeting quality persons who want to be a part of the library team. We just wish we could hire them all!
Happy Reading!
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This reminds me of how appalling some applications are. I have received "cover letters" that were hand-written notes on flowery note paper. I often wonder if anyone is taught how to write a proper business letter. (My name may be John Richmond, but one does not offer the salutation, "Dear John Richmond.") Commas, colons, and semi-colons seem to be interchangeable--emphasis on "seem." And, indeed, as with those whose rating is a 3, well...following basic directions would not seem to be all that difficult. But I guess it is.
ReplyDeleteMakes me want to teach a short course on how to write business letters, et al. But I'm not sure who my audience would be, or where I would teach it, so mostly I just moan privately whenever I am in hiring mode, and am exposed to everything I've commented on. Pardon me: "on which I have commented." Ahem.
John Richmond
Alpha Park PLD
Bartonville, IL