Internal Candidate Interviews

Eva —  March 16, 2015 — 1 Comment

Like most public libraries who are coming out of the recession, we’ve begun hiring again. Several public libraries in my region invite other library directors in to help conduct interviews, so in addition to doing a lot of interviewing at my library, I’ve also taken part in some civil service exam interviews for my neighboring libraries. Library directors talk–as you know–and one conversation I’ve had several times is about internal candidate interviews.

The interview is the audition, the time for that candidate to dazzle us. Being an internal candidate gives you an edge over external candidates, but you still have to demonstrate that you are the right fit for that particular job, and the way you demonstrate that is by giving an excellent interview. To borrow the attitude of Debbie Allen in Fame, my take is “You want this promotion? You want this permanent position? Well, right here is where you start earning it–with a great interview.”

My library is small enough that I know who you are and have an awareness of what your work is like, but large enough that our interactions are usually limited to a smile, a nod, and perhaps small talk at the Staff Day coffee station. The interview allows me to get to know internal candidates better and get a personal sense of how often they raise their heads above the day-to-day and look around to get the big picture of where our library is headed. So it disappoints me when an internal candidate violates the best practices of a good interview.

A weak handshake, poor eye contact, lackluster or pat responses, too-casual dress, not knowing our strategic plan, and the inability to answer questions taken straight from the About Us section of our website are mistakes that interviewees should avoid. When an internal candidate commits any of these no-nos, I think it’s worse than when it happens with an external candidate because internal candidates should know better. I cringe when internal candidates take themselves out of the running by giving answers such as “I am interested in the position because I need more hours/I need benefits,” “I actually can’t name any of the library’s strategic plan goals,” “I don’t have an answer to that question,” or the kiss of death: Wandering sentences stringing together random thoughts that don’t actually answer the question we asked.

Internal candidates should be slam-dunk hires. They have had the advantage of our training, professional development, and mentoring. You know their work habits, their attitudes, how they serve the public, and how they interact with other staff. The candidates know how the library operates, know what the work atmosphere is like, have demonstrated on a daily basis their commitment to the work, and are familiar with the expectations and personalities.

Don’t get me wrong; many fantastic staff are also fantastic interviewees who have the right balance of passion without being psychotic, demonstrate their knowledge of the library without being nitpicky or arrogant, and are diplomatic in their responses without lying to themselves or to us. I’m being earnest when I say that I don’t understand why some internal candidates don’t seem appropriately prepared for the interview, and I’d like to hear from you, library leaders, about what your expectations are of internal candidates. Do I expect too much?

Eva

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Eva Davis is the Director of the Canton Public Library in Canton, Michigan--not Canton, Ohio, or Canton, Massachusetts, or Canton, Mississippi. (It is an easy mistake to make.) Eva honed her supervisory and management skills working in customer service, research, and publishing before heading to graduate school at the University of Michigan School of Information. She became a librarian in 1998. She was an intern and then the teen services librarian at the Plymouth (MI) District Library before moving to the Ann Arbor (MI) District Library, where she was Head of the Youth Department at the Downtown library, Head of Youth Services for the system, Head of Branch Services, and finally Associate Director for Public Services. Eva has held her dream job as the Director of the award-winning Canton Public Library since 2008. She received the Michigan Library Association's Frances H. Pletz Award for Excellence in Teen Services in 2003, and is a graduate of both Leadership Ann Arbor and Leadership Canton, where she learned that she is moderately Affiliative according to MAFF, her color is "Green" on the Four Color Personality Test, and her Myers-Briggs Type is INTJ (although she has worked diligently and consistently on improving her Sensing, so she now leans ISTJ). Follow @CantonLibrary and @EvaDavisCPL on Twitter. (Photo credit: Susan Kennedy)

One response to Internal Candidate Interviews

  1. 

    It has sometimes been my experience that internal candidates might feel they don’t have to try as hard because they’re already there doing the job, not understanding it’s still a competitive job market.

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