Reviewing Resumes: Ranking and Selecting Candidates in an Academic Setting,
Perspective from UC Berkeley; UT Austin; UCLA (large public academic
Look at resumes from the perspective of an academic institution doing the
Help you understand process, understand how your resume & application
letters might be reviewed
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
Human Resources makes sure process complies with legalities; policies &
procedures; may review legal issues with search committee
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
The search committee may decide to call references (either before or after
phone interviews). If so, a list of phone questions is prepared
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?
Part 1 of a sample Matrix (Required qualifications) with sample comments and
Top two-four scorers are recommended to be brought in for interviews (in this
case: recommend 3)
Part 2 of a sample Matrix (Preferred qualifications) with sample comments
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
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
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
Art librarianship is a small field: chances are an ARLIS/NA member knows
something about the job you are applying for. Ask around!