Welcome, conference season

The conference season, everywhere has now begun and we're hunting wabbits. I use wabbits as an obvious reference to the Fudd but also as a nice description of the elusive something that we are all looking for at conferences: ideas, jobs, connections, swag. We each have a different wabbit that we are on the lookout for.

A good conference should really have all of these things for librarians: you should go to sessions that stimulate your mind and make you take lots of meaningful notes; pass out your business card to become a book reviewer; land a coveted ARC or six; and get a job interview.

To get the last one, you have to actually go to the career fair. I know, I know, you just saw Fired and those career fairs look vile. They can be: they can be wickedly uncomfortable, filled with awkward people, stilted, slightly desperate conversation and filled swag hunters jiving from table to table snatching up bendy rulers and decals while bobble-heading to their iPod. But you can have your own little bubble of calm by having a plan (and only accepting a bendy ruler when offered):

• Look at who is going to be there and make a list of who you want to visit. According to ALA, job seekers should register on Job List and employers should provide postings to the list prior to the placement event. Not all career fairs are so well managed--usually it is just a room with a battered binder where you are welcome to leave your resume--but knowing who will be there and what you are looking for will help you with step two
• Is your resume ready to go? If not, it should be. If you have been sending it out for a few weeks or months and not gotten a bite, you need to have someone--preferably a career advisor--look over it and see if there are any errors in the text. I know, I know, you spell checked it. It isn't enough: look for confusables and awkward phrases or speech that you missed. A good editor and a good proofreader can help with these.
• Mock an interview. Prior to my first career fair interviews, I mock interviewed with two different friends and 101 Great Answers to the Toughest Job Interview Questions. The practice was hugely, enormously beneficial for my presentation skills and poise. If you have no one who feels confident enough to help you, go to your career services office and ask to have a mock interview. If you have no grad services officers, ask if you can have a general mock interview with BDI questions about teamwork and supervisory skills. This is good general preparation and you may get some cool handouts to keep practicing.
• No flip flops while on the career fair floor. I know: it's Anaheim. Carry them in your bag, but dress like a professional while you are looking for work. First, you stand out from all the flip flop wearers and you look like you took the job search seriously--and the time of the recruiters who are at the fair.
  
• Talk nicely to and about people no matter where you are. People can hear you and you may not know what library everyone belongs to. Knocking the efforts of human resource people at the breakfast table, slagging a library while in a conference room: you are busted. You'll be lucky if they don't twitter about your rude mouth and everyone in their stream can read about you later. No one wants to hire an indiscreet blabbermouth: all libraries are political and live in communities where shouting your mouth off can have unintended, disastrous consequences.
• Have fun. No, really, you can. And the more fun you are, the more people you will meet and who will talk with and about you. Try to have sober, dressed fun, not, Girls Gone Wild "fun".

I've just gotten back from a conference and I am about to plunge into another. I'm going to keep beefing up the collection of interview questions with the exception of this post.

I don't do nuthin' without authorization

Describe the level of responsibility you have in your current position.

Expect this question if you are interviewing for a position where you have to supervise anyone, make schedules, provide evaluations and, possibly, fire or hire. The interviewers also want to know if you can approve projects or release information that will directly impact the public and that you have the final say in when a project is finished. Not realistic for a student position, but you can explain the training wheels.

For example: As an intern, I was responsible for developing the instruction program that taught students how to use RefWorks. I created all of the class notes and exercises, as well as the evaluation form that was used to assess this new program. I did present the notes to my supervisor, and he accepted the program for presentation, indicating that unless the students felt it was too complex, that he would feel confident reusing the module that I had created. Additionally, I also spent half of my time, approximately 12 hours each week, answering questions in person at the Reference Desk or via chat, usually in the evening or weekends with little or no supervision. I also participated in two interviews to hire student library clerks and provided feedback, as all of the reference librarians did, about the punctuality, attention to detail and speed at completing assigned tasks of the student staff.

Project, evaluation, delivery, little supervision.

Every position has some level of responsibility, so try to explain how you delivered within organizational constraints.

The questions this week came from Interview like a Top MBA by Dr. Shel Leanne. Passages from the book are available from Google Books if you are interested.

Fun and games

What is your favourite extracurricular activity?

At the public library where I had my student job, my boss always moaned about the fact she never asked at an interview if someone sewed or fixed cars as a hobby. It was her first draft pick: someone with a hobby that would unwrap the mysteries of those sections to patrons who needed more help than a vague Dewey Decimal Number and bon voyage wave to the stacks.

When I served on a panel about interviewing, I mentioned this story to the attendees and the head of the local public library sitting next to me shook her head with an emphatic no. She cared nothing for the hobbies of the people who worked for her and was convinced that extracurriculars brought nothing to the reference desk. (Which explains why no one can give me a better book about fuel injection than Cars for Idiots or the Chilton's).

Anyway, if an interviewer asks this question, I don't think it's a probe for how much internet porn you surf, nor even an examination of your libertarian political affiliation. I think they are honestly trying to find out more about the whole person who may be an expert in a subject that their clients want more information about: buying stocks online, teaching seniors how to Facebook, or Korean blockbusters.

Think about the extracurricular activities you have that can inform your patrons. Yes, beyond I read a lot. Competitive swimming, Pilates, knitting, World of Warcraft, converting cars to biodiesel: what's your poison? If you are into them, so are our clients.

And by favourite, they mean, mostest, so stick to just one.

The questions this week came from Interview like a Top MBA by Dr. Shel Leanne. Passages from the book are available from Google Books if you are interested.

What did you do the day before yesterday?

Describe the last job you had before your present one.

This question wants career path information:

• What does your career path look like?
• Have you been progressing or promoted from job to job?
• Were your moves lateral ones, using new skills or are you just hopping to the next attractive contract?
• Did it relate to libraries?
• Can you recall what you did?

Obviously, for a person who moved from waiting tables to libraries, the match isn't obvious but you could describe your customer service, handling cash, dealing with difficult people, variable hours, punctuality and, if you were employed there for a long time, longevity in the position. It is a good idea to describe this position, even if it is not related to libraries, if the supervisor for that position is one of your references. You don't have to gloss: you had a student job to survive as a student and the position has given you some applicable skills and a good reference.

If your previous position was in libraries, it is a bit easier to explain its relation to the position you are interviewing for: you are moving up or laterally after attaining your degree. If you have had a series of contract positions, and--in this era of cutbacks--there should be no stigma attached to a contract that was not renewed. Try to show you made a good leap to the next position and believe you can do the same with this one.

The questions this week came from Interview like a Top MBA by Dr. Shel Leanne. Passages from the book are available from Google Books if you are interested.

An adjective is...?

Name three adjectives that describe you.

Truthful, diligent, punctual. No: I was lying. Calm, kind and friendly. [Mops brow]. I'd like: Fun, friendly and firm for five hundred, Alex. No, firm sounds like I moonlight as a dominatrix...not that I work as a dominatrix...not that there is anything wrong with domination...Can we start over?

Why do people make this question so hard? You should pick three qualities that are reflective of the work you have done in the past and what the position asks you to do. You should give a brief example of each attribute and how you have demonstrated it, preferably while indicating those points on your resume. For example:

I am detail-oriented, as you can see from my previous work on the series fiction cataloguing project. I am collaborative because I like to work with others and have worked on several successful partnership projects. I am creative and look for opportunities, like my capping project on using handhelds in the school library, where I can do something innovative.

You have even snuck in some extra adjectives--successful and innovative--but still answered the question briefly.

Sometimes people shoot themselves in the foot by getting their adjective-gun stuck in their holster. Don't be a maverick or a loner if you are working with a team. Don't possess lovely, sounds so good to be you qualities; use actual attributes that you have demonstrated in the past. Why? Because the next question will probably be: how would your colleagues/supervisor describe you? If that answer sounds very different from your adjectives, this means that you just gave them a BS answer or you are not self-aware. Both are not the impression you would like to make.

There is also one last little persnickety point you should keep in mind: answer with adjectives not nouns. Many librarians are writers and editors and not knowing the correct part of speech could get you a lower mark.

The questions this week came from Interview like a Top MBA by Dr. Shel Leanne. Passages from the book are available from Google Books if you are interested.

I have a plan?

What early experiences led you on your current career track?

The best answer will indicate how the position you are interviewing for fits on your career plan. This is a variation of Tell me about yourself by examining your professional experience.

Why are you a librarian? Why are you X-type librarian?

If you have worked in libraries and realized that management was out without a graduate degree, your answer is that you decided to become a librarian to progress in your career and have greater responsibilities. Indicate how previous experiences led you to this decision or how they have helped you narrow your choices within the field of librarianship.

This is a hard question if you have no library experience though experience in cultural industries, education and non-profits can help. Think: why are you a librarian? Was it kids, books, computers? What have you done to put yourself on this path--reformed teacher, a summer in the archives, bookish techie--that you can now apply to this experience in libraries? If something attracted you to the position--working with seniors, training, supervision--explain that this is a fresh or repeatable experience for you and that you felt you could put your skills to work in this position.

The questions this week came from Interview like a Top MBA by Dr. Shel Leanne. Passages from the book are available from Google Books if you are interested.

You're going to make mistakes

A few days ago, a friend of mine called me, almost in tears, about what she felt was an unfair charge from a service provider. Unfortunately, since the service was irreplaceable and she felt that the person may bad mouth their company, making it more difficult to get help in the future, so she felt like she had to pay it. She also felt like she had no support from her managers and that she was going to be taken out to the woodshed over the cost.

I had bad news: suck it up. My next suggestion: how would you make sure this never happens again? Actually write out a plan that explains how you would get this service in the future and what choices you would have to deliver the service. When she goes to the meeting, yes, she has to mea maxima culpa, but she also has a plan on how to prevent the issue. Since the service was well-received and they would like to do it again, dealing with this issue is imperative.

I give you this little tip--try to fix the issue or come up with a plan to maintain the program--since this will happen to you during your first few years on the job or while you are the intern taking on your special summer project. You're going to try to make it spectacular, but to be really seen and shared, you need to make a record. Describe what you learned and what you would improve on. I wish I had done that on my internships: I did a few projects that I was really proud of, but do I have a record? Nope. Some of them could be really useful in my portfolio, but I have to make do with what I have now, not the progression in my career, no demonstration--except in my head--of how I got better by making mistakes.

What am I going to be doing?

Tell me about your ideal work environment.

There are a few points in the interview where the interviewer is going to probe to make sure you understand the duties of the job and the work environment. This is one of them. So it measures your research skills, but it also measures your fit. For example, if you respond that you have enjoyed working with children and that you like the daily interaction with clients and you like to have close relationships with your colleagues, if you are about to be consigned to a lonely outpost with limited interaction beyond phone or chat, you are not going to be a good fit for the position.

It is, however, a BDI question, so they are looking for an actual work environment that you have experienced that you felt brought out the best in you. Try to find a work environment that seems closest to the one you are currently interviewing for, with a similar managerial structure. I hope to Hades that this does match with what you are looking for...I'm not going to ask, if this position doesn't match with your ideal, why are you interviewing for it? I'm guessing you need grocery money.

If school was your ideal work environment, think about it: what made it so good? Structure, intellectual challenge, clear deadlines, interaction with knowledgeable supervisors and working with peers. You can also suggest that the ability to assume responsibility for tasks and complete them on time was also exciting and vital to your daily happiness. (There is one problem with using school as your ideal work environment: it's over. Don't look like you will run back to academia with open arms. So be careful how you phrase this.)

This question can also be used as a measure of your ability to mesh with management. If you have seen their org chart or if this is part of a series of questions that asks about management style or structure, you can reiterate some of the points about management style in this answer. But, be brief: you have already had a shot at those questions.

Come and get me: Using a headhunter

Headhunter, search firm, recruiter, temporary agency-- they are not really synonymous, but they do describe a similar purpose: they receive an assignment from an employer with a job opening and they try to fill it. Some work from their available candidate pools, filling relatively low-skilled positions, to others who have rolodexes of extremely versatile and talented execs who they may be able to finesse into the position. Their services vary based on the needs of the company and many of these firms specialize by industry or salary range. Some may offer additional HR services, such as payroll or reference checking, to organizations that have a hiring relationship with them.

Are there librarian headhunters?

Sort-of. Correctly, there are firms that work to fill a variety of positions in the library: clerk, administrative assistant, for example. There are other firms that fill senior level positions, such as branch manager, when a personal touch may be needed to encourage a candidate to apply. A library may have decided to use a recruitment firm because it is hard to fill positions--don't scoff, rural libraries or libraries in less desirable locations or even libraries that have outsourced their HR may have a hard time staffing positions and need to use a recruitment firm. So, yes, you as a librarian can use a recruitment firm.

But you need to do your research first:

• Find a recruitment firm that specializes in libraries. There are a few out there. Check the job postings and start looking at the websites of recruitment firms that are listed. Are there positions available that you can apply for? Do they attend any career fairs where you could meet with them in person and ask them about tailoring an application package?
• You need to pick a recruitment firm that matches with your position. If you are trying to get in with a Fortune 500 company that has a library, look for a recruitment firm that assists Fortune 500 companies; if you want one that deals with academic libraries, look for those firms. Be specific.
• Know what you want to do. I know that seems silly--you want to be a librarian. What kind? Where? Who for? With what duties? Can you do those things or do they seem like something you want to do? You need chemistry with the recruiter, but you should be able to make a bond with the position.
• It takes time. Surprise: there is no time saving when working with a recruiter unless they have called you directly to match with a position. And that only happens if you are on their radar, which means, research, interview and submit application materials.
  
• They aren't working for you. The recruiters work for the company that hired them to fill a position. You are important to the equation, yes, but if you have a bad attitude or unrealistic expectations, they can move to the next candidate on the list.

Using a recruitment firm or headhunter is not a time saver, but it can be an important part of your career management--especially if you see yourself moving up the management chain. Think about your strategy for approaching a recruiter and use some of the advice in Joe Borer's article How To Judge A Headhunter, to find the right one.

Similarities between job and house seeking

On the Jobacle blog today, a post compares house hunting with job seeking. The writer identifies certain qualities that the house/job would have--neighbours are to co-workers, price are to co-workers--and shows you how you can create your own "cost" (to employment) comparison. This metaphor might work for some job seekers--and, if you have to move to find work, be conducted as a simultaneous search--but try to keep your mind form drifting to sub-primes and foreclosures as you conduct your searches.

Should I get a co-presenter?

If you really want to present but aren't sure if you are ready to carry the burden alone, or believe that the reputation of your potential co-presenter may help you get on the roster, should you look for a co-presenter? Maybe. There are pros and cons for a co-presenter:

Pro:

• Reputation of the co-presenter may help you get a conference slot
• Provided that your co-presenter is more experienced, you can get some mentorship
• Is this truly a partnership? Have you worked on this thesis together? If so, you should share
  

Con:

• Is this a co-presenter topic or is it all yours? If it is all yours, you should do your best to become the evangelist for your own ideas
• Speaking as a practiced blowhard, the more experience you have, sometimes the more right you feel to dominate. I mean: will your more experienced co-presenter steal the show and make you look like a Rosencrantz to his Hamlet? I also may not be able to help it: with my co-presenter whining about how terrified she is, it just makes me all momma-bear maternal and junk.
  

I would, however, not decide to get a co-presenter as a way to bolster your own courage. If you think the lions are going to eat you, you need to figure out how to transform them into lambs. You do not want to be perceived as the weak link in your presentation, since this will make it difficult to capitalize on the triumph of the presentation. If courage is the issue, there are other ways to get some...and I don't mean Dutch courage. That could lead to a whole 'nother issue.

ACRL posted a call for proposals

With lots of lead time and a request for "edgy" proposals, if you have any research or "crystal ball gazing" topics, I think you should consider applying.

Submit a proposal for 2009 ACRL National Conference

The ACRL National Conference Executive Committee invites proposal submissions for its 14th National Conference to be held in Seattle, March 12-15, 2009. The ACRL 14th National Conference offers a forum for an exciting and energizing exchange of ideas on research, practices, developments, and visions in the field of academic and research librarianship. The conference theme, "Pushing the Edge: Explore, Engage, Extend," reflects the promise and the challenge of the Northwest. The ACRL National Conference Executive Committee invites submitters to send their edgiest, most "out-there" proposals, to help make ACRL 2009 a truly groundbreaking conference!

Proposals are sought for a variety of formats including contributed papers, panel sessions, preconferences, workshops, poster sessions, and roundtable discussions. Deadlines for proposal submissions are as
follows:

• May 12, 2008 - Contributed papers, panel sessions, preconferences, and workshops
• October 20, 2008 - Poster sessions
• November 23, 2008 - Roundtable discussions

Full text of the Call for Participation is available online at www.acrl.org/seattle (Click "Proposals"). Complete details about the conference are online at www.acrl.org/seattle.

ACRL is a division of the American Library Association (ALA), representing more than 13,000 academic and research librarians and interested individuals. ACRL is the only individual membership organization in North America that develops programs, products and services to meet the unique needs of academic and research librarians. Its initiatives enable the higher education community to understand the role that academic libraries play in the teaching, learning and research environments.