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

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

3

Human Resources makes sure process complies with legalities; policies &

procedures; may review legal issues with search committee

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

5

The search committee may decide to call references (either before or after

phone interviews). If so, a list of phone questions is prepared

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?

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)

8

Part 2 of a sample Matrix (Preferred qualifications) with sample comments

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!

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

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

12

Art librarianship is a small field: chances are an ARLIS/NA member knows

something about the job you are applying for. Ask around!