Another semester of teaching at San Jose State’s SLIS program has ended. Many of my students are graduating and others are starting to think about applying for jobs so they’ll have one when they do graduate. For so many of them, the job search is going to be a struggle. It wasn’t an easy job market when I was applying more than five years ago (took me 9 months of looking to get my first job), and it’s only gotten worse in the past couple of years. I was blown away last year by the sheer number of applications we had for the distance learning librarian position we were hiring for; it was significantly more than we’d received for the same position just a year earlier.
In a tight market like this, having a good cover letter and resume can mean the difference between getting a phone interview and ending up in the round file. I have served on four search committees in my five years at Norwich and chaired two of them. I learned so much from being on the other side of the job search experience that I wish I’d known when I was looking for a job. I made so many rookie mistakes when I was looking for my first professional position; mistakes that I’ve seen made time and time again when looking through other people’s cover letters and resumes. I’m writing out these tips in the hopes that others can avoid those mistakes when they’re applying for jobs. Keep in mind that these tips are just from my point of view and others may disagree with them, but they were definitely things that made me and my fellow committee members more or less likely to give the applicant further consideration.
Also, for those looking for information on professional online networking and using social media for career advancement, I’ve written three columns on the topic for American Libraries Magazine: “Your Virtual Brand”, “Finding Your Voice”, and “Dipping into the Stream.”
DO’s
- This first one can’t be stresesed enough — tailor your cover letter to the job you’re applying for. Most importantly, address the specific requirements in the job ad. You may be particularly proud of how you designed your library’s intranet, but if the job you’re applying for has nothing to do with any of the skills you exhibited during that project, it’s not worth detailing in the cover letter. In all of the committees I was on, we’d go through each cover letter and resume with a list of required and preferred qualifications and would see which ones the applicant addressed. If they didn’t show evidence of one of the required qualifications, they’d be out of the running. Period.
- Tailor your resume to some extent to the job you’re applying for. Highlight things that you’ve done or skills that you have that are on the list of required’s and preferred’s for that job.
- Tell me why you want to work here and why you want this job. When I see a cover letter from someone who clearly wants the job they’re applying for (as opposed to wanting a job), I am much more likely to want to interview them. When we were hiring for a distance learning librarian, I gave the most weight to people whose letters made it seem like they really wanted to be a distance learning librarian.
- Learn about the organization. This is important early on, but is especially important when you get to the interview. I remember having a candidate who asked me what my job was at the library and then talked about how we should do IM reference with a Meebo widget when we had one right on the front page of our website. I figure if they are too lazy to research the library and the search committee members, they are going to apply themselves similarly to their day-to-day work.
- Include experience outside of libraries that might be relevant (school, other jobs, etc.). I always made an effort to describe how the skills I’d developed as a psychotherapist were relevant to reference and instruction work. If you’re applying for a library job where you’re working with the public, retail experience is a great asset.
- Include any extra-curricular professional activities you’ve engaged in, such as speaking gigs, committee memberships, articles written, etc. Personally, I am jazzed when I see a new grad or soon-to-be-grad who has published, presented or otherwise contributed to the profession beyond their library schoolwork. It tells me that they have a passion for going above and beyond and that they’ll probably do that in this job as well. I want to hire someone who sees this as more than just a job; passion is a real asset in an employee.
- Express enthusiasm and confidence. Write your cover letter as if you know you’re the right person for the job (though don’t be full of yourself either!).
- Read the application requirements carefully. We once required that applicants send us a link to at least one example of a website they created. Many people didn’t send us anything, which meant we wouldn’t consider them no matter how great they sounded otherwise, since web design skills were a required qualification. It’s never a bad idea to take screenshots of web design work you’ve done, just in case it gets replaced in the future.
- Unless the reason is particularly sensitive, do explain gaps in your resume. Whatever the search committee will imagine is probably worse than your actual reason.
- If you have job hopped a lot, explain why, and for the same reason as above.
- If you currently work in a different library type (or have only taken coursework towards working in a different area) address why you are now applying for this job. We got a lot of applications for a distance learning librarian position from folks who were catalogers, were members of the Society of American Archivists, etc. Had they said “I’m really interested in getting more experience in online instruction” or something similar we would have given them greater consideration. Otherwise, it just looks like they don’t really want to work in that area and will bolt the minute something comes available that they do want.
- If there’s a reason why you want the job beyond the position itself (like you want to relocate to the area, you have ties to the area, etc.) do state that. It can let people know that you’re seriously interested in relocating. Just make sure it doesn’t sound like it’s your only reason for applying.
- Read over your cover letter and imagine what impression the search committee would get of you if that’s all they read. It should tell them without looking at your resume how you are qualified for the job.
DON’Ts
- Apply for a job you know you wouldn’t want (whether because of location, duties, hours, etc.) You’re not only wasting your time, but you’re wasting the time of the people who are reading your resume and interviewing you). And definitely make sure you are really interested in a job before you go for an in-person interview (especially if it requires travel funding). You don’t want to make enemies early in your career by wasting the search committee’s time (and the library’s money… especially during these lean years). There’s nothing wrong with realizing after interviewing that a place isn’t a good fit, but if you’re interviewing in a big city you’d never want to live in or for a job you’d never want, you’re wasting people’s time.
- Send a generic cover letter. Passing off a generic cover letter makes you look like you don’t want the job that much. And usually, it’s pretty darn obvious that a cover letter is the same one you’ve used to apply for 10 other jobs.
- Just list everything you’ve done in your cover letter. Specifically address what the search committee cares about — the required and preferred qualifications.
- If you’re applying for a job that requires technical skills, be honest about your level of skill. A small stretching of the truth is ok, but if it’s a big stretch, it’s likely that you’ll be found out. I remember one candidate talking about their amazing web programming skills, and one look at the websites they’d designed told me that they were grossly overstating their skills.
- Talk about your personal hobbies. I can’t tell you how many resumes I’ve seen that talk about people’s interests in gardening and genealogy, their involvement in the Boy Scouts, or their passion for yoga. All very nice, but unless these somehow relate to the job requirements, they don’t belong in a professional resume.
- Have a generic “objective” on your resume I personally never put an objective on my resume, but if you’re going to, make it meaningful or leave it off. I love ones that say things like to obtain a position where I can apply my knowledge, experience and education in the field of librarianship. How is this useful???
- Write well, but don’t use lots of big words to impress. Usually it’s pretty obvious and many applicants actually use those words incorrectly. I have seen this happen way too many times and it makes the candidate look dumber than if they’d just used terms they’re really familiar with.
- Apply for a job that requires an MLIS if you don’t have one or aren’t close to getting one. A few months away is usually ok, but if you’re just starting an MLIS program, don’t bother.
- Maybe it’s just me, but I hate when people write things like “My background and accomplishments seem to be a good match for your needs”. I’m not just looking for someone who has the qualifications I need; I’m looking for someone who really wants the job.
- Just list the positions you’ve had in your resume – also describe your duties and (in the cover letter) the skills that you gained in those jobs that will benefit you in the position(s) you now want.
- Unless the job requires specific subject expertise, I don’t want to see a list of the databases you’ve used. If you have general reference experience in an academic library, I’ll assume that you are competent at searching most databases and can learn the ones you’re not familiar with.
- List your GPA unless something in the job description asks you to address academic achievement.
- Make your cover letter over 1 1/3 pages and under 1/2 page. Personally, I prefer a cover letter that is exactly one page long.
- Just tell us generic things like you’re “detail oriented” or “innovative” — illustrate it in some way with things you’ve done.
Any tips you’d offer to folks looking for a position in libraries? Any egregious mistakes you’ve seen (or have made) along the way that you’d like to share?
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DO: Have friendly professionals look over your application materials. Early and often, by preference. I wish I understood why more library-school students don’t take advantage of school- or conference-sponsored resume-review events.
If you’re not confident enough in your application materials to show them to a disinterested third party, how can you be confident enough to send them to a real live search committee?
DO: In the course of your research into the library you’ll be interviewing at, come up with some relatively non-obvious questions related to the duties of the position. You look much more interested (and interesting!) if you’re prepared with something when they ask you “Do you have any questions for us?”
Absolutely, Dorothea! It wasn’t until Paul Pival tore my resume and cover letter to shreds and helped me build them up again that I started getting all sorts of interview offers. It’s good to have another pair of eyes on your stuff, and not just a spouse or friend who isn’t in the profession.
And I completely agree with your second tip as well. I find it so frustrating when applicants have no questions or really generic ones like “what will my specific job duties be” or “will I have to work nights or weekends?”. When you have good questions, it tells the search committee that you’re really interested in the job and the organization. When someone asks me nothing about the organization, I get very suspicious.
I think there’s a fine balance when writing about a desire to relocate. I agree that it can be a point in one’s favor, but I’ve also read letters written in such a way that I felt the desire to relocate to the area was the primary reason certain people applied. I think it really goes back to your (excellent) point about expressing enthusiasm and interest in the position itself!
As you indicated, there are certain things that should be illustrated, not stated – in my mind, “excellent written and oral communication skills” are the classics. The cover letter and resume are the tools with which you show you have excellent written communication skills; the interview allows you to demonstrate excellent oral communication skills.
(Can we make a little brochure with this blog entry and Dorothea’s ‘Your Best Self’ and send it off to library schools? Please?)
I would add not to use jargon that is specific to your employer. “Librarian IV” may be your correct position title, but that has no meaning in my world. If Librarian IV is the senior supervisory librarian of a branch you want the reader to know that.
If they say 5 years experience required and you only have one, but that one year was doing EXACTLY the same job as they’re hiring for AND you have more education then they are asking for, is it OK to apply? Do you have any chance of getting the job?
These are excellent suggestions, and I really like Dorothea’s suggestions as well. When we did our group post on this subject for In the Library with the Lead Pipe last year, I concentrated on the areas you discuss in this this post–resumes and cover letters. What impressed me was how many suggestions my fellow Lead Pipers had about interview preparation, phone interviews, and in-person interviews.
It was drilled into my head early on that cover letters and resumes have exactly one purpose: to get you an interview. The idea is to do everything within your power to make sure the person or people making the hiring decision want to talk to you directly about the job you’re after. For the most part, the rules are pretty simple and once you learn them–by reading posts like this one–your focus should be on building your resume by doing good work, getting to know people in the field, and following the guidelines.
But the interviews themselves are so varied it can be hard to feel prepared. Maybe that could be a follow-up post? I’d love to read more about your experiences as a final candidate, and also as one of the people making a hiring decision.
I’m curious, do you ever think so many years of library experience substitutes for an MLIS job requirement?
@Experience – I think it would depend on the library. In most cases, no. If five years’ experience is required, then the search committee will be bound to finding someone with that qualification. The amount of experience and knowledge you get in five years versus one year at a job is enormous. It’s not necessarily just a formality — there’s a reason for asking for experience for some positions.
@Agent – only if it states that in the ad. I just saw one recently that asked for an MLS or equivalent experience. In most cases, if a position requires an MLS, the search committee’s hands are tied. We could not interview anyone who did not at least meet all of our required qualifications. Most libraries are bound by the job description.
Great tips and each one is just important as the others! On interviews, I like to bring along a small sample of my best work that relates to the position (programs/projects/newsletters/collaborative work). Then if a moment (one moment; not twenty times!) occurs where a piece of this might be germane, whammo, its out and in the hands of the interviewers. I love it when I am the interviewer and get that opportunity to see someone’s sample(s). It tells me a bundle.
I agree on your point about an Objectives section in the resume. What are your thoughts on a “Profile” or “Summary” section at the beginning of the resume, though?
I tend to add a section that is a quick introduction – no more than three sentences long. I think it acts like an elevator speech and is useful to committee members who put more weight into the resume/CV than those who prefer the cover letter. Some have suggested that this repeats information found in the cover letter, though, and is therefore a waste of space.
Any thoughts on the subject, or is it just a case of splitting hairs at this point?
Definitely utilize free librarian resume review services.
Don’t apply for positions for which you have no relevant course work or experience.
These are great tips! One other important thing to think about is the people that you choose to be your references. Just like tailoring the cover letter to the job, applicants should pick references that can talk positively about their work and can talk about how the applicant is qualified for that position. Applicants should expect the search committee to ask the references specific questions relating to the job experience. (For example: This position will involve teaching, can you tell us about this candidate’s experience teaching?)
One of the most frustrating things I have experienced many times has happened with internal applicants. I find that they often assume that the interviewer knows all about them and fail to elaborate about their abilities and accomplishments. Internal applicants should act as if they are external applicants and we know nothing about them.
Any tips for the applicant who has been in a position for a long time and is interested in a change?
Oh. And – Re. references: Get their permission to use them; and try to be reasonably sure they will be reachable at the e-mail address and/or phone number given. E-mail addresses are frequently preferred these days, as an e-mailed reference will result in a piece of paper for the HR file. (Some references prefer to give information by phone; one has no control over that.)
Emily makes an excellent point about your references. Don’t just find people who know your work; ask people who are generally positive people. People who sound negative in general are going to sound that way during a reference call, no matter how much they adore you.
Meredith, you said, Don’t “Just tell us generic things like you’re ‘detail oriented’ or ‘innovative’ — illustrate it in some way with things you’ve done.” The only reason someone might do this is to echo the wording from the job qualifications. I often have a paragraph that attempts to cover those important but vague qualifications like “must be comfortable working in a diverse environment” or “commitment to excellence in service.” I try to illustrate, but it can feel like a stretch.
Here’s a snippet from my most recent cover letter (for the job I now have):
“In all of these roles, I have worked independently and collaboratively with people from diverse backgrounds, and, in addition to outstanding service skills, I gained excellent oral and written communication, interpersonal, and organizational skills.”
I don’t have the job description in front of me, but I’m going to guess those lines are pretty close to the official wording.
Finally, I’d also suggest job hunters, and especially newer folks who are job hunting, ask people to share their successful cover letters and resumes. It’s so helpful to read through a bunch of examples.
Great post, Meredith!
Please keep your cover letter brief and your resume on point; make them visually clean and readable at a glance. We’ve got scores of resumes to go through and don’t have time to read every single word.
Please include the dates of your degrees, even if they happened a while back.
Applicants stand out when they tell us how they’ll be able to contribute to the institution in specific terms. Just having the relevant skills and training is not usually enough these days.
Lastly, Brett is absolutely on point. Your application should whet our appetite to find out more about you.
I think all these great tips need an over-arching, guiding tip, which is to tailor everything above to the type of library you’re applying to work in. I may be wrong, but for instance it’s my perception that the business of relocation / desire to live in the area being a factor may go down better in a public library than for example in a law firm, where people don’t care about people…
Similarly the whole ‘don’t apply if you don’t have the degree yet’ thing – for a huge company that’ll have loads of applications that is worth following, but if you think the field will be narrow it’s worth taking a chance on applying anyway, even if you’re year off completing. There is chance you could make enemies by wasting peoples’ time, yes, but there’s also a chance that you can get a job way better than you thought you could! I know lots of people who’ve applied for jobs which should have been beyond them, but then got them anyway for one reason or another. (That may be a UK thing, I don’t know.)
I second the observation about paying attention to library type. It’s partially assumed under tailoring the application to the specific organization, but if you want to move from public libraries into academic, or from academic to corporate, you’ll need to demonstrate your awareness of the difference(s) in service models, expectations, and relationships with various constituent groups.
Regarding the hiring timeline, US academic libraries can take a full semester or longer to make a hire for a professional position; six weeks from application to initial contact for a phone interview is not uncommonly slow. If you’re looking for a job nine months away, it’s not too early–especially if the job makes your heart beat a little faster. And if you turn out to be the standout candidate, the employer may have no problem waiting for you to start.
The challenge lies in knowing when a stretch is viable and when it really isn’t. Careful and thoughtful background research on the organization should give some decent clues; for instance, highly accomplished staff, low turnover, reputation of the institution the library supports (if relevant), and the like. Each of those particular factors does have its potential down side, but generally speaking, more information paints a clearer picture about the likely fit overall, which helps inform the decision on whether the reach is reasonable.
Meredith, this post should be required reading for every new library job-seeker. After serving on several search committees recently, I have seen all of the don’ts you’ve listed and not as many of the do’s as you’d think. I also agree with the additional comments above. A few of my suggestions: use clean, clear formatting, standard fonts (and font sizes), and white or light cream paper. Large, extra small, or unusual fonts and gray or marbled paper (all of which I’ve seen), make the resume and cover letter hard to read and/or scan. Search committees sometimes receive pdf copies of application packets, so gray or marbled paper make the scans hard to read. Extra large and non-standard fonts don’t look professional. Spell check your resume and cover letter and then proofread it with your own eyes. Finally, ask someone else to proofread your packet. I’ve seen too many resumes and cover letters with spelling and/or grammar errors. Don’t use informal language or too much punctuation!!!! You may be excited about the position, but you’ll annoy the search committee (and it’s not professional)!!! Send your references a copy of your resume and the position advertisement. That will help them to prepare to give you a good reference and will jog their memory about your accomplishments.
From the employer side of the process, I second everything Meredith and commenters have said. The cover letter is a crucial opportunity; don’t waste it! If you don’t have the REQUIRED qualifications, don’t apply. For instance, if you’re just starting your MLS and the MLS is required, we cannot hire you without opening ourselves up to the possibility of getting sued by every applicant who has an MLS. Desired or preferred qualifications are different and worth taking a chance on, but required are just that.
Do: Conduct a literature review and see if there have been recent articles published about the library you’re applying to or by librarians working in that library. It can provide you with knowledge about the inner workings of the library and show your interest in the job.
Do: If the job listing asks you submit your materials electronically, convert them to PDF before submitting them. When you send them as Word documents, every proper name is underlined as a misspelling and it’s not nearly as professional looking as it would be printed out.
Do: If you must submit your application materials as Word documents, make sure the track changes option has been turned off!! (we actually had a recent applicant who made this mistake)
True story (technically a don’t, but I can’t imagine this situation being replicated):
I’m currently serving on a search committee and one of the candidates accidentally e-mailed me after I posted the job ad to several listservs. In the e-mail (obviously intended for the person who had forwarded him my listserv e-mail) he detailed which jobs he was applying for, which ones were his favorites, and what skills he lacked for those jobs.
We had an extremely large pool and did not even consider him because of that e-mail. When he received the rejection letter, he sent the chair a rather depressing letter asking why we weren’t interested and sharing his frustrations that he had received a lot of rejections letters recently. It seems he had never realized he sent that e-mail in error.
Do include all of the supplementary materials as requested in the job. Once I forgot to include a writing sample with my application which was requested in the job ad. Dumb move on my part and I did not get called for an interview.
DON’T: Right-justify your résumé. Because “paragraphs” in a résumé are short, you’ll end up with grotesquely wide gaps between words and a page that’s almost painful to scan.
Right-justifying your cover letter is a judgment call; it may be okay, it may not. But the actual résumé should be ragged-right.
(Yep. Saw this. Wish I hadn’t. Ow.)
I’ve been on many search committees, and I’ve noticed that many people who have been in staff positions and are now looking for their first post-MLS job often struggle with the shift to a career outlook. You need to show the search comm. you can see the bigger picture of librarianship and that you have ideas about where the library could go. DON’T:
*Say in your phone interview that you applied for the job “because I have my degree so it’s time I got a librarian position” (and think that’s a complete answer)
*Only ask questions related to benefits
*Only ask questions related to local churches or school districts
*Downplay projects you headed, even if it was unofficial
*Mention how close to retirement you are
*Be afraid to ‘sell’ yourself
(All, sadly, true stories)
I finished my MLS in August and have been searching for a professional position for about a year now. I’ve read all of the tips, and they are very helpful. What I’m having a hard time with is finding positions that I meet all of the requirements for. Is it ok to apply for a position that I meet say, three out of four requirements? Or for example to apply for a job that requires a bachelor’s degree and three years experience when I have a master’s and two years experience?
My problem is twofold. I got my degree in eight years ago and have worked mainly in technical services/cataloging since then because that is the work that I could find near where I lived. I’m now in a position where I can move to find a job in reference work, which is what I’ve really wanted to do all along, but I’m having a difficult time making the transition. I don’t know if I’m being pigeonholed as a cataloger, if there is subtle ageism working against me (I’m 52), or if I need to work on my resume. I see ads out there that advertise for “recent grads”. How is that legitimate? If you have the requisite degree and qualifications, how can an employer disqualify you if you HAVE experience?
Hi Cathy,
In general, I don’t think “recent grad” means that the employers are disqualifying people with experience, it’s more of an indication of the salary offering. “Recent grad” is code for “bottom of the pay scale”. Places advertising for recent grads will take experienced applicants, they just probably aren’t in a position to pay for that experience.
Thanks, Academic Librarian, that makes sense. It does give the impression that they only want new, young blood though somehow. I can’t be the only person out here who feels that way, but maybe it’s the frustration of the whole situation. I’m going to continue to try to convince potential employers that someone who’s been cataloging for seven years can be a perfectly fine reference/instruction librarian. It hasn’t been easy so far.
This is very helpful information and is well written. Thanks Meredith!
A late response to Cathy, and without dismissing others’ explanations, a story: At a conference [to remain unnamed] several years ago, I overheard a librarian from an institution where I had recently applied say, “We’re not even looking at anyone who got their degree more than three years ago–they don’t have the technical skills.” Beyond being appalled at the lack of professionalism, I concluded that my future applications needed to establish clearly my “technical skills,” which (at least for that particular institution) meant facility with Web 2.0 and current IL pedagogy. The assumption that more experienced librarians are out of date is ridiculous, but it’s a reality. Counter it by showing in your cover letter how you’re up to date on reference and instruction tools and methods.
Hi Meredith,
I appreciate what you are trying to do here, but this particular point irks me to no end:
“# Express enthusiasm and confidence. Write your cover letter as if you know you’re the right person for the job (though don’t be full of yourself either!).”
This is not helpful advice. One person’s enthusiasm can very very easily come across as obnoxious. It’s a fine line, and it’s difficult to recognize the line.
This next one especially gets stuck in my, uh, craw:
# Unless the reason is particularly sensitive, do explain gaps in your resume. Whatever the search committee will imagine is probably worse than your actual reason.
I have been unemployed for two years. After the first year of unemployment (where I was volunteering steadily), my brother-in-law killed himself, and the effects of that single act have been devastating for my family. Because of the fragile mental state of my sister, my husband and I moved across the country from a relatively decent city to live in, to one of North America’s most expensive cities.
But this probably classifies as a “sensitive situation” and shouldn’t be mentioned in a cover letter, right? Dead brother-in-law, out-of-her-mind-with-grief sister who became suicidal herself, not to mention in grave physical danger due to not eating, family members refusing to go for counselling and telling lies about how he died… More of a novel than a cover letter, right? Which is why I don’t mention it. And in interviews, I say “death in the family” when I am inevitably asked why on earth I would move from my former home to this expensive place.
But now I’m wondering what those search committees were thinking that could be worse than someone I love killing himself. Hmm.
You are writing these tips from a place of privilege — as are many of the people leaving comments here. I have no doubt that you recognize that. You have a job. You hire people. Perhaps you’ve never known the fear and desperation that comes with an extended period of unemployment. I have been steadily volunteering, attending conferences, workshops & industry events, and upgrading my professional skills, having my interview skills critiqued, keeping my interview suits pressed and ready to go… and nothing.
Being told to stay positive and keep on applying gets harder and harder and harder. I have horrible student loans, have run through all my savings, and I’m getting bloody desperate — and that desperation probably shows. That’s the major thing that none of these “helpful” job-hunting tips actually cover — they all say to “keep busy, stay active, stay positive”. Sometimes, it is extremely difficult to “stay positive”, especially when you are doing all the “right things”. I often view my decision to go to grad school as the most stupid decision I ever could have made: at least I wouldn’t have these student loan payments hanging over my head.
Now I’m off to submit more customized, tailored cover letters & resumes, all the while wondering what the search committee is going to be imagining about my 2 year gap as they delete my keyword-rich cover letter……
Hi desparately,
What I was thinking about in terms of “sensitive” would be drug rehab, being in a mental hospital or something that might make you look less than stable. I would definitely address your situation in the cover letter, though you don’t need to go into great personal detail. You could say something like “after taking time off to care for a family member, I am excited to return to the work I love” or something like that.
I might be writing this from a “place of privilege” (though I’d like to think I earned my position) but I’m also writing it as someone who spent 9 months looking for work, applying for around 100 jobs and spending most of that time feeling demoralized (take a look at some of the older posts in my blog’s Job Search category). I know how hard it is to stay positive, but the alternative is even worse. Being in the position I’m in now, I can see a lot of the mistakes I made in my own cover letters that likely resulted in my not getting a second look from many search committees. If you want to discount my advice because you see me as some privileged person in an ivory tower, go ahead. But I’d strongly recommend getting your resume and a sample cover letter critiqued by the NMRT Resume Review service http://nmrtrrs.wikispaces.com/ or someone else with a good sense of what library employers are looking for. You may think that you’re creating a flawless cover letter, but you’d be surprised what someone else will notice that you can’t since you have tunnel vision by now. I was lucky enough to have a mentor tear my resume to shreds and help me rebuild it and I’ve paid-it-forward with many other librarians.
I wish you the best with your job hunt.
Hi, desperately,
I am very sorry for the situation you’re in. It must be awful.
One way to think about how to present yourself that may be helpful to you is “fake it ’til you make it.” Everything you’re feeling is completely understandable and reasonable — but showing it will still hurt you, unfortunately.
For what it’s worth, “fake it ’til you make it” is a highly useful career skill, though it won’t show up on CVs. I’ve been working on it for years, and still haven’t mastered it entirely. Still, if you can learn to present a calm, positive persona despite your current internal turmoil, I can’t imagine anything in the workplace that will faze you much!
I endorse Meredith’s suggestion for how to deal with your work gap in your cover letters. That’s a reason nobody will argue with, and it has the added virtue of being true.
On the flip side of this, as a job seeker, I have to say that employment ads which don’t give you any idea who might be on the search committee, library websites without much staff/contact information, or vague descriptions of the duties/qualifications required are red flags. I recently had an two interviews with an academic institution and was told by the second person who interviewed me “you do realize this is a night position, it’s stated in the ad that this is a night time position” when in fact there was absolutely no mention of the working hours anywhere in the ad, which was a huge warning sign for me, so I think honesty and transparency is a two-way street. No salary range given in the ad or on the institution’s HR website? Pass. No idea who the supervisor of the department might be? Pass.
As an addendum, if the writer of the job description has not put forth much effort to point out how the job or the institution is exciting or unique, he or she should not be terribly surprised or disappointed to get a lot of “generic cover letters” in response. As another commentator pointed out, the language in the response frequently flows directly from that in the original ad. Garbage in, garbage out.
If you have to give a presentation,
DO: practice your presentation at least once, in front of a live audience, before you head out to your interview. If you are prone to stage fright, do it several times. I was much more confident with mine when I gave it as a result of having practiced in front of my peers. Nervousness is understandable, and charitable people will make allowances for it, but it also doesn’t help you any.
@Cathy – I understand that you feel that you’ve been pigeon-holed. Maybe you could volunteer or find part-time work in reference for awhile? That would show that you could do it!
If you want a professor to be a reference ask them soon after your course is completed and try to be as specific as possible to the type of position that you are looking for. If a professor is asked for a reference three or four years after the fact, your professor is going to be hard pressed to remember any highlights of your performance in class. Also, if the course is a core or required class, only ask for a reference if you were a stand-out.
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Thanks for retweeting this post. It was chock full of practical advice. I’m just starting this journey and I might actually be employable one day!
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