Potential Fit to the Department Outweighs Professional Criteria in the Hiring Process in Academic Libraries
Notice bibliographique
Résumé
Objective – To identify key factors affecting the probability of obtaining an interview and being hired for an academic library position.
 
 Design – An online survey was distributed via the following electronic mail lists: ACRL, LITA, COLLIB, METRO, ACQNET, COLLDV, ULS, EQUILIBR, and ALF. The questionnaire was posted via StudentVoice, an assessment survey provider.
 
 Setting – Academic libraries in the United States.
 
 Subjects – The 242 academic library search committees that 
 responded to the online survey.
 
 Methods – The authors reviewed the literature on the hiring process in academic libraries. A questionnaire for an online survey was developed. The instrument contained closed questions with the option to add comments. The survey was available for completion June 3 to June 15, 2008.
 
 Main Results – Skills and performance of job requirements were rated as the most important criteria by 90% of the 242 academic library search committees that responded to the survey. Previous academic library experience was rated as essential by 38%. The findings also showed that committees are positive towards hiring recent graduates, and over 90% check references. In addition, 75% of the respondents emphasized the importance of skills in bibliographic instruction (BI), particularly when choosing staff for public services. Furthermore, of the 242 respondents, 47.52%, answering the corresponding question indicated that a relevant cover letter, correct spelling, and declaration of the candidate’s activities over all time periods are crucial aspects.
 
 Those in favour of using a weighted scoring system, 37% of 218 respondents, felt that it served as a tool to level the playing field for gathering accurate information, and it also helped to improve the efficiency as well as speed of the hiring process. However, 62.84% of the respondents commented that a weighted scoring system is too prescribed, and some universities did not allow the use of this method. Of 218 respondents, 65% employed evaluation forms after an interview, 38% reported that they would go beyond the applicant’s given references, and 61% felt that the applicant’s potential to fit into the department was important. The “potential fit” criteria scored the highest of these criteria: demonstrated performance of job requirements; cover letter; and knowledge of trends in latest developments in library science (p. 74). Of 211 respondents, 47.39% reported that the average length of the search process was 4 to 6 months. Most respondents perceived the search process as slow.
 
 Conclusion – In general, the survey offered an overview of current practices of academic library search committees, which can aid those on the hiring side as well as those who are seeking a job. Based on the results, the authors state that, in addition to all of the job requirements, it is vital to consider the potential fit of the applicant within the department. The hiring of candidates with less experience emphasizes the significance of fitting into the department and can be weighed against selection of individuals with more experience. This conclusion is encouraging for those who have recently graduated from library school.
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Comment cette classification a été obtenuedéplier
Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,002 | 0,002 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,001 |
| Études des sciences et des technologies | 0,001 | 0,000 |
| Communication savante | 0,001 | 0,540 |
| Science ouverte | 0,001 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,001 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; les deux têtes enseignantes s’accordent sur ce qui est montré ici.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».