Migrating to public librarianship: depart on time to ensure a smooth flight

EMPLOYMENT PROCESS

Obtaining employment in public libraries is distinctly different from applying for a job in the academic arena. The normal rule of thumb regarding the application process for academic library positions is fairly straightforward. A second master's degree, subject expertise, a significant amount of experience in computer technology, excellent presentation skills, library instruction experience, and knowledge in providing reference service in an electronic environment are standard. In addition to a formal application, transcripts, and letters of reference, academic library positions often require an extensive curriculum vitae outlining an applicant's list of publications, presentations, previous committee involvement, and possible teaching experience.

When applying for public library positions, the application process is considerably different. A formal application, letters of reference, and transcripts may be required as they are for academic positions, but other credentials--such as a resume reflecting scholarly or service activities--are not usually required. Less importance is placed on publications, presentations, and service or committee involvement. Public library positions often reflect the need for individuals who are generalists and not subject specialists. In many cases, applicants possessing expertise in certain areas are overlooked because of the generalist mentality that exists in the public sector. Whether done intentionally or not, public library advertisements often require public library experience as a condition of employment, thereby restricting the potential pool of excellent candidates who may have been employed, up to this point, in academic libraries.

Public library jobs usually fall under civil service guidelines. Certification requirements often vary from state to state so it is difficult to project which requirements might exist. These civil service regulations on a local, county, or state level can add additional steps to the overall job search. Written and possible oral examinations may be required as part of the application process. Because candidates are usually placed on a candidate list as a result of these examinations, and thereby ranked accordingly, applicants may not be able to accurately determine how long the search process will take. The written examination fulfills its duty by initially screening a potentially lengthy list of applicants, but it also results in one major disadvantage because of the nature and content of the testing process. Examinations are very often not updated for years at a time, and in many cases, do not examine areas relevant to the position applied for. Candidates who may have expertise in areas such as computer programming, management skills, human resource issues, Web development techniques, or matters related to diversity are not properly screened because examinations lack appropriate questions that could reveal these attributes. Consequently, this strict ranking system based on numerical test scores results in an ineffective process of evaluation. The bottom line is that all too frequently examinations administered by municipalities do not reflect current trends in librarianship.