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Working Knowledge
A Monthly Column about Life on the Job
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By Elisa F. Topper
American Libraries Columnist
Elisa F. Topper is director of the Dundee Township (Ill.) Public Library District and a career consultant. Contact her at working@ala.org.
Column for August 2004
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Manners Matter for Employers and Applicants
I have a year to go before I receive my MLS, but I'm doing what I can now to prepare for the inevitable job-search process. Lately, I've read some real horror stories in online discussion lists about the sort of treatment job seekers have met—like being stuck in an interview for four hours without a break or being verbally promised a job by the director, only to find out the library board has final say (and they chose someone else). Is this common? I know I could use a refresher course on proper interview etiquette, but maybe you could also address how employers should conduct themselves.
Minding Our P's and Q's
Although much of the advice out there focuses on behavior of job applicants, etiquette is a two-way street, and I'm sorry to say that this is an area employers often don't take as seriously as they should. Even when the market is flooded with MLS graduates, applicants should be treated with respect throughout the process.
Below are what I consider some basic guidelines for both parties. When you are hunting for a job, pay attention not only to your own manners, but those of the hiring organization as well: Was everything handled efficiently? Was the recruiter prepared for your interview? Did the process move at a reasonable rate, and were you informed when there were delays? The answers to these questions can be a valuable indicator of how a potential employer conducts business.
For employers:
- Keep in mind that the recruitment process is a key part of your organization's public relations.
- Acknowledge receipt of résumés, and be sure to inform applicants in a timely manner when a position has been filled.
- Ask each candidate the same questions and document the answers.
- Do not call an applicant's references unless the person is a serious candidate—you may put the person in an awkward position if they do not get the job.
- Be considerate of how you treat candidates who must travel a long distance to the interview. Reimburse whatever expenses you can; at the very least, take candidates to lunch and give them an idea what the timeline for the selection will be.
- Never interview numbers of people merely to fill a quota; it wastes staff time and is unfair to those who are viewed merely as a statistic.
- If you ask candidates to give presentations, be sure all necessary equipment is working and computers are loaded with the proper software—candidates are nervous enough without having to deal with technical difficulties.
For job seekers:
- Contact the employer to confirm your application materials were received, and be sure to show enthusiasm and interest in the organization when you do so. I know of one candidate whose materials were never received by the employer; when the applicant called to check, she was able to sell herself enough to secure an interview and, ultimately, land the job.
- Always ask permission before listing people as references, and provide them with copies of the job description and your current résumé. Be sure to thank them and keep them apprised of your job-search progress.
- Be prepared and on time for interviews, and demonstrate interest by having at least two questions to ask the interviewer.
- Remember to send typed thank-you letters promptly to anyone who interviewed you.
- Be courteous to everyone you meet, from the receptionist to the hiring director. If you're not sure how to address a person, ask.
- Never talk benefits as part of preliminary interviews.
- Always acknowledge correspondence from potential employers-including e-mails and phone calls-and only accept or reject a job offer in writing.
- Once you accept an offer—but only after you have a written contract or hiring letter—inform your current employer and any other organizations you have interviewed with as a finalist.
(c) Copyright 2004 American Library Association
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