Reviewing Resumes: Ranking and Selecting Candidates in an Academic Setting,
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Reviewing Resumes: Ranking and Selecting Candidates in an Academic Setting,

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Presented as part of the "Creating Effective Resumes, Cover Letters and Job Searching Skills" workshop at the 2009 ARLIS/NA conference in Indianapolis

Presented as part of the "Creating Effective Resumes, Cover Letters and Job Searching Skills" workshop at the 2009 ARLIS/NA conference in Indianapolis

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Reviewing Resumes: Ranking and Selecting Candidates in an Academic Setting, Document Transcript

  • 1. Perspective from UC Berkeley; UT Austin; UCLA (large public academic institutions) Look at resumes from the perspective of an academic institution doing the hiring Help you understand process, understand how your resume & application letters might be reviewed 1
  • 2. Some parts of job description or job posting are standard at each institution (may be determined by contract or state law) Job may stay open if pool is not considered diverse enough or if not enough qualified candidates apply Search committee chair may be selected by Assistant Library Director/Assist. University Librarian or unit head; committee chair may select committee members 2
  • 3. Human Resources makes sure process complies with legalities; policies & procedures; may review legal issues with search committee 3
  • 4. No need to look at ‘preferreds’ for those that don’t meet the ‘requireds’ Letter & resume are important ways for us to evaluate communication skills: style & content issues: is everything clear & easy to locate? Correct grammar, spelling, consistent use of tenses? If we can’t tell if a requirement is met from what the candidate supplied: counts as a not met 4
  • 5. The search committee may decide to call references (either before or after phone interviews). If so, a list of phone questions is prepared 5
  • 6. We’re listening not only for what is said, but also how (communication style as well as substance). Is the candidate thoughtful? Enthusiastic? Have they done their research about our institution? Are they prepared with questions for us? 6
  • 7. Part 1 of a sample Matrix (Required qualifications) with sample comments and scoring system Top two-four scorers are recommended to be brought in for interviews (in this case: recommend 3) 7
  • 8. Part 2 of a sample Matrix (Preferred qualifications) with sample comments 8
  • 9. Remember, if you’ve made it to the in-person interview, you qualify for the job. This is when candidates have a chance to find out whether the job is a good fit for them and for the committee to determine if the candidate is a good fit for the particular job. The institutions is trying to sell themselves to the candidates as much as the other way around. The search committee is trying to determine whether the candidates have a chance at succeeding in their work environment & in the particular position. So be yourself: you want us to want you! 9
  • 10. The committee submits its recommendation, but individuals (including committee members) can also submit comments (to Human Resources); no anonymous comments accepted; Human Resources compiles comments & forwards to Director/AUL 10
  • 11. Your references should see your resume, letter & job announcement. You may want to send them a note about why you’re interested in the job in case the question comes up when we call them 11
  • 12. Art librarianship is a small field: chances are an ARLIS/NA member knows something about the job you are applying for. Ask around! 12