Human Resources

Sample Assignment

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This is a recruitment and selection assignment from another student and your plan may be

different based on the type of position being recruited. It has some good ideas and some

areas that need improvement.

Recruitment Plans

To recruit individuals for the librarian position, the following requirements are needed to

address the recruitment requirements.

Job Description

Based on a survey of libraries in the area, the head librarian has the most knowledge

about the position requirements and therefore, drafts the job description. About a third of the

libraries solicit input from staff, and one librarian requested input from a search committee and

the human resources department to provide input on the content. Language is generally adapted

from previous job descriptions for similar positions and to align with the format typically used

by the organization. About a half of the libraries look to other librarian postings at College

libraries, other public libraries, or similar positions at other College libraries to identify key

requirements.

EEO language is provided by EEOC and the LHRD (Library Human Resources

Department.

Job description content is organized into required and preferred qualifications.

Minimum job requirements relate to the basic skills and education needed to carry out

the job effectively, generally including a Master’s degree in Library Science and ranging

from proficiency in a specific language to experience processing archival materials.

Desired qualifications vary and are not integral to performing the job. They generally

include skills and relevant experience that contribute to a candidate’s expertise within a

subject area or a library/archives specialty. Examples of desired qualifications include

web and other computer skills, teaching experience, digitization project experience,

other advanced degrees or certifications, and project/grant management.

After being drafted by the head librarian, the job description may be submitted for

review and comments to a variety of people, organizations and departments, depending

on whether the posting is from the Library or an affiliated library, and the specific

reporting structure of the hiring department. The draft review process is similar to the

Sample Assignment

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approval for posting process, with the two often combined into a single review of the job

description. Draft review and posting approval comes from one or more of the following

entities: Academic Personnel Office; Associate College Librarian; department; Library

Administration; Library Human Resources Department or other human resources

department; Office for Faculty Equity; College Office of the President (for multi-campus

libraries); Vice Chancellor of Research (for exceptions to a hiring freeze); and faculty,

library staff, or colleagues. CAPA (Corrective and Preventive Action) receives all job

descriptions for review, but have generally made only grammatical corrections to language and

edited factual descriptions of the libraries. Changes to the job description go back to the

department for review in about half of the surveyed libraries.

Posting the Job Description

The Library Human Resources Department (LHRD) will post the job description on the

organization’s website, professional and association job boards and websites, and local job

posting boards. The library will also use word-of-mouth recruiting and post openings at local

universities with degree programs in library studies. The head librarian has the ability to request

any additional recruiting sources provided the recruiting budget is not exceeded. LHRD does

maintain a standard list of websites and list serves for posting, which is available by request to

Affiliated Library heads. Typically, internal hires are not applicable for these positions because

employees from other departments do not have the requisite qualifications. The job posting lists

a deadline for applications, which is usually two to four weeks. All applicants must complete a

company application in addition to providing a current resume

Selecting Candidates

Applications are received by LHRD for units within the Library and the College Office of

the Human Resources department for multi-campus libraries. Affiliated libraries receive

applications by the company website, mail, fax, and/or email. Applications are given a

preliminary review by the HR department to ensure the candidates meet the basic qualifications.

Due to the low volume of applications expected because of the nature of the position,

applications are not pre-screened or pre-selected by the human resources departments.

Sample Assignment

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Pre-employment Testing

There will be pre-employment testing in the form of an essay to create a work simulation.

The essay helps to assess the candidate’s attention to detail, resourcefulness, and ability to think

quickly when it comes to being very detailed and specific in major information. These skills are

important for librarians.

Search Committee

Once received, applications are distributed to and reviewed by the search committee or

head librarian, as appropriate. At one of the surveyed libraries, applications are reviewed and

screened by the head librarian before the search committee reviews them. Applications that do

not meet the required qualifications are generally rejected immediately, while the remainder of

the applications are sorted and ranked according to job skills and experience. Three-quarters of

the surveyed libraries rank applications in order to select candidates (generally three) for

interviews.

Search committees have two distinct roles for the Library and the Affiliated Libraries. In

the Library, these committees interview candidates and provide written reports or

recommendations to the person in charge of hiring for the position, which may be the

Head Librarian, Associate College Librarian, or a combination of the two. In the

Affiliated Libraries, these committees have more power over the selection of which

candidate to hire. The questions asked for this report were specific to search

committees, regardless of decision-making authority.

Search committees are most often formed when drafting a job description or after the

description has been finalized, and are comprised of three to six members chosen by

the head librarian. One or more librarians from the hiring department consistently sit on

the committee, as well as one or more librarians from outside of the hiring department.

Frequently a faculty member from the department and occasionally a member of the

library staff will also sit on the committee.

Human resources departments do not discuss issues pertaining to diversity with the

committee. One of the librarians interviewed gives a general introduction to diversity

issues, and an Affiliated Library Head noted that the value of a diverse library staff was

discussed with each search committee.

Sample Assignment

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Interview questions may be derived from questions used in previous job searches, the

search committee may discuss and determine questions based on the position, or the

head librarian may give a list of questions for the search committee to choose from.

Each candidate is asked the same questions to increase validity. One interviewed librarian

distributes to the committee a four-page document listing questions that are illegal to ask during

the interview process.

Interview schedules vary widely depending on the library and status of position (e.g.

temporary versus career). Candidate interviews generally include an interview with the

search committee, a tour of the facility, and an interview with CAPA. They may also

include a meeting with LAUC, a presentation by the candidate, dinner with one or more

senior librarians, and interviews with other staff, librarians.

The search committee discusses each candidate after interviews are completed and, in

cases where the search committee is a decision-making body, will determine which

candidate to hire. In cases where the search committee is not a decision-making body,

the committee will write a report or letter to the head librarian or department head with

either a recommendation of which candidate to hire, including an explanation of why the

group arrived at the decision, or an objective analysis of the candidate’s qualifications

and responses. Other interview groups, including CAPA, may also write letters or

reports concerning candidate recommendations. To document reasons for hiring or

rejecting candidates, the search committee or head librarian completes forms for each

applicant based on notes from the search committee.

If no candidate is determined qualified for the position after interviews are completed,

the search may be reopened. The chair of the search committee, the department chair

or director, the search committee as a whole, the head librarian will decide when it is appropriate

to reopen the search. Diversity has not yet been a significant factor in decisions to reopen

searches conducted by any of the interviewees.

Background Checks

The selected candidate will be offered the position subject to successful background

checking. Credit and criminal background checks are conducted. The head librarian also contacts

references to confirm employment, history, job title, etc.

Sample Assignment

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Corrective and Preventive Action Results (CAPA)

The CAPA reviews all job descriptions for appointments to the Librarian series,

including part-time and temporary appointments. CAPA meets all candidates interviewing for

appointment to the Librarian series to evaluate their potential for obtaining career status

at the College and to share information related to the Librarian review process. Anyone

planning to hire in the Librarian series should send their draft job description to the Chair

of CAPA for review and comment as soon as possible.

CAPA has a strongly delineated involvement in the hiring process, limited to review of

the job description, and meeting with candidates during the interview process.

The CAPA review of draft job descriptions seeks to ensure that the job described is

suitable for a professional and that there is a good fit between the classification and

rank and the desired qualifications. CAPA members also edit the job description for

clarity, grammar and consistency with other job descriptions. Any suggested changes

made by CAPA may or may not be taken into consideration by the search committee;

there is no follow-up by CAPA to see if their suggestions are implemented. The

development of templates (which would include boilerplate affirmative action

statements) has been discussed but currently there is no central control over job

description content.

CAPA is not involved in the selection of candidates to be interviewed. Two members of

CAPA meet with all interviewees. Of those two, one member attends all the interviews,

the second CAPA member may change. One CAPA member, generally a second-term

member, is responsible for scheduling the interviews for the entire year. The interview

coordinator makes sure that each interview has CAPA members appointed to it.

The CAPA interview focuses on providing the candidate with information about the College and

describing the step system, and evaluating the candidate's potential for career

advancement. A standard set of questions are used for all candidates. After the

interviews, the CAPA representative who attended all the interviews writes a summary

memo for each candidate; this memo is submitted to the head of the search committee.

Sample Assignment

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In the memo, CAPA members comment on the general qualifications of candidates and

potential for career advancement; generally, candidates are evaluated as either

satisfactory or unsatisfactory. This is usually the end of CAPA’s involvement in the

selection process; it has no part in making offers of employment to candidates.

LHRD Results

The Library Human Resources Department (LHRD) does not typically draft job

descriptions for any department on campus. However, LHRD does have a few standard

paragraphs that must be included whenever a hiring department writes a job

description. These include general statements containing information about the Library,

that the American Federation of Teachers represents College Librarians as a bargaining

agent, and a sentence concerning the Library’s commitment to diversity:

“The Library at the College is committed to the support and encouragement of a multicultural

environment and seeks candidates who can make positive and imaginative contributions in a

context of ethnic and cultural diversity.”

After the hiring department gives the draft of the job description to LHRD and any

editorial changes are made to it, it is sent to CAPA for approval or changes and then

back to LHRD. If CAPA’s revisions are content related, LHRD will send the job

description back to the department for review and approval. The job description is then

sent to the Academic Personnel Office for approval, of which the Faculty Equity Officer

is a part, and is then sent back to LHRD. LHRD’s job is to post the job description,

making sure that it is posted on a standard list of websites. Other than

the places on the list, there are no specific requirements about where the job may or

may not be posted. LHRD keeps track of where the job has been posted by individual

librarians or departments.

It is the responsibility of LHRD to receive all applications and hold them until the closing

date. LHRD then gives all of the applications to the hiring department. LHRD does not

take any part in the hiring process until asked to contact the selected candidate to offer

the position. LHRD plays no part in the following procedures: forming a search

committee, determining interview questions, selecting candidates for interviews, or

reopening or extending a job search.

Sample Assignment

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Sample Assignment

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Sample Library Reference Position

Description

The Volusia County Public Library seeks a learner-centered Reference Librarian

(position #2369130) who will also be the Coordinator of the Information Literacy and Library

Instruction Program and subject liaison to many of the University's science departments.

This librarian is responsible for:

 Providing reference and research assistance to library patrons through multiple modes of

delivery, including scheduled shifts at the Reference Desk

As the Reference liaison for assigned disciplines, responsibilities will include:

 Providing group and individual library instruction and/or Information Literacy instruction

and activities

 Serving as a subject specialist and faculty liaison

 Providing individual research consultations

 Coordinating, promoting, and assessing the library's Information Literacy Program,

including assistance and support for all UWF library faculty participating in UWF

information literacy collaborations

 Coordinating, promoting, and assessing the Library Instruction Program, including

English Composition, Basic Communications Skills, and Academic Foundations classes

 Coordinating, promoting, and assessing instructional activities related to First-Year

Experience, retention, and student orientation programs

 Coordinating the Personal Librarian Program

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 Maintaining records and statistical data about the Library Instruction Program and other

Reference Service related activities

 Selection, acquisition, management, weeding, and development of library materials, in all

formats, for assigned subject areas

 Completing other duties as assigned

The successful candidate must be able to thrive in a collaborative and innovative

environment, enthusiastically participate in projects involving new and emerging technologies;

and possess excellent patron service, communication, writing, and organizational skills. Regular

work schedule during the fall and spring academic sessions is Tuesday through Saturday.

Required:

Master's degree from an accredited institution in library science and appropriate

experience as a professional librarian consistent with university guidelines.

Preferred:

 ALA-accredited MLS or MLIS

 Experience in reference service and/or collection development

 Background in science (e.g., Chemistry, Physics, Math, Computer Science, Engineering)

 Experience teaching library instruction classes

 Professional, academic library experience

Program Overview/Environment:

The Reference Department consists of the Head of the Department and five librarians

who are responsible for providing reference service, teaching library instruction sessions,

collecting materials for the monographic collection, and selecting serials and databases. The

Reference Librarians each have a coordinating function (e.g., interlibrary loans, serials and

Sample Assignment

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database selection, information literacy, and reference collection development) and assigned

disciplines. This position will function as a reference librarian and library instruction

coordinator.

The Volusia County Public Libraries have 13 library faculty and 24 support staff in three

facilities - the Volusia County Public Library on the Daytona Beach branch library on the City

Island, Daytona Beach. VCPL is one of twelve libraries in Volusia County, Florida. For more

information, see the website: https://secure.uwf.edu/library/.

The Volusia County Public Libraries is located in City Island, Daytona Beach, the crown

jewel of Florida's beautiful Coast, known worldwide for its pristine white-sand beaches. Famous

for its pleasant climate and location on the Daytona International Speedway/NASCAR, Daytona

Beach also enjoys a comparatively low cost of living. The library is situated on a small island of

nature preserve where thousands receive the benefits of small classes and personal attention from

the community supporters.

Position:

The salary range is $42,000 - $44,000. This is a full time twelve-month non-tenure

earning position with rank and status. Position reports to the Head of the Reference Department.

Anticipated start date is February 1, 2017. Submit application online by December 16, 2016, to

the Volusia County Public Libraries employment at the main library on City Island in Daytona

Beach, FL. Include a cover letter, resume, and the names and email addresses of at least three

references.

The Volusia County Public Libraries Florida is an Equal Opportunity/Access/Affirmative

Action employer. Any individual requiring special accommodations to apply is requested to

advise Volusia County Public Libraries by contacting ADA Compliance at 1-850-474-2059

(voice) or 1 850 857 6114 (TTY). A criminal background check is required for successful

candidates. E-Verify requirements may apply for employment in certain positions. All

applications for employment at the University are subject to Florida public records law.

Sample Assignment

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Job Information Location:

Daytona Beach, Florida, 32114, United States

Job ID: 31258871

Posted: November 12, 2016

Position Title: Reference Librarian

Company Name: Volusia County Public Libraries

Library Type: Academic/Research (Public Library)

Job Category: Reference

Entry Level: No

Job Type: Full-Time

Min Experience: 3-5 Years