Dinner and a few drinks with SALIN

Well,
I’m settling into the SA library scene. I say that, but I may be exaggerating a little all I have really done is to attend my first SALIN get together. A nice enough get together with a nice group of librarians. I did find out that one of the people there is going to be a speaker at the ALIA conference in September (and I even remembered her abstract) However someone did let slip that she hadn’t finished the paper (which is due soon). As you can imagine I was subtle in my approach to her on the subject, um OK perhaps I wasn’t but I had fun casually mentioning I was a member of the committee and I was waiting for her paper.

I also got the chance to talk to a couple of people who hadn’t employed me. I did get some congratulations on the job I now have, included in the conversation was an opinion that I was better suited for a management role. I took this as a dreadful insult at first, then I remembered the person saying this was herself a manager and as such she probably meant the word manager in its non-insulting way (I know it is an archaic use of the term).

I also got the chance to put forward my hypothesis that the resume/interview system in Australian government is broken. And no, this wasn’t a dig at people not employing me. In fact the point I made was that I do well in interview situations, but that doesn’t prove I will be better at the job than someone who gets so nervous in an interview that they loose the ability to speak. Sure, I might be the better person to be your front of house or the do the introductions for speakers at your big library event, but does it make me the best cataloguer.

It was interesting that a couple of people agreed that there was some problem in this area but felt that in the Adelaide library world this was lessened somewhat by the library world being a bit incestuous. Therefore (unless you are me, the new boy in town) people know your reputation and know a bit about what you can do and how well you can do it. I like this idea, but it does fly in the face of the playbook which tells us we are only allowed to judge people based on what they tell us in the interview. That is to say, if in an interview for a cataloguing roll and I forget to mention I can use Libraries Australia then officially no one should be taking into account that they know I can.

There was also a spinoff conversation in which a coupe of stories were recounted of people who had been given glowing references by their employers because it is an easier way to get rid of someone than to go through the process to fire someone. What does that mean for the interview process? I have no idea, other than the fact that it is more evidence that the system is flawed.

It's a gig for me, it's professional development for you

Yes gentle reader,
in September of this year the Australian Library and Information Association will be holding a conference in Alice Springs. A wonderful little city all on its own in the middle of the emptyness that is Australia, so if you're wondering what to do for your professional development this year you should add this to your diary.

Still, it seems like a long way away, doesn’t it. I mean Australia probably seems remote to many of you and Alice Springs seems remote even to most Australians. Yet there are some very good reasons to come along. Most notably amongst those is that your ADHD Librarian will be the MC throughout the conference. Yes, my brand of irreverence for our profession will be being broadcast from the roving mike unedited and unapologetic. I have no idea what I will be saying, but in amongst the introductions, directions and general housekeeping messages I plan on a decent sideline of sarcasm, social satire, stream of consciousness monologuing and possibly ad lib interviews with random people walking the halls.

Other reasons to visit include a very nice program of speakers, interesting library tours, a fantastic social program and a wonderful setting. Speaking of which, the conference is the week before the Henley on Todd Regatta so that is one reason to extend your visit to include a holiday or you could take a nice walk to see Uluru (it’s only 500km from the venue) well then perhaps a bus trip?

Whatever reason you need to give your manager to convince them you should be there, let me know and I’ll tell them we’re doing it. Just make sure you come along.

Who ever thought Librarians weren't cool?

My librarian readers no doubt already know Andrew Finegan of Librarian Idol fame. I can however say “I knew him before he was famous” or words to that effect. So while I wouldn’t usually be spruiking the competition (library based comedians aren’t exactly highly called for) none the less I loved this piece in The Age about his Melbourne shows.

Sure it is ostensibly about his cabaret style performance, but as someone who has recently moved out of the Public Library system (but still feels passionately about its raison d'etra) his quotes really ring true and it is very nice to know that Andrew has managed to get these thoughts to a wider audience.

There's a big difference between academia and the real world. In theory, you're the repository of all this important professional knowledge, and a major aspect of librarianship is information literacy. Then you get into a library and realise that people just want to argue about their fines and internet access.

Also, libraries attract a lot of people who can't read. It's actually a credit to public libraries that even the homeless and loonies feel comfortable. They aren't moved on but it makes you question your existence sometimes.

Lets see if my move away from public libraries puts me in contact with a few more patrons who want more than bandwidth and a warm place to spend the day. And for those of you still in the public system, keep up the good fight.

Why with all of the sexing?

This little piece has just popped into my email (for the third or fourth time courtesy of my being subscribed to multiple ALIA email lists).

Congratulations to Suzanne Parker, from the University of Queensland, for providing the ALIA Information Literacy Forum with its new name – ALIA PATHWAYS!

Now I don’t know Suzanne (unless we met at a conference in which case I apologise, terrible with names but I’m sure I’d recall your face if we met again. I blame the ADHD – it’s easier than doing something about it)
Anyway, I don’t know Suzanne but I’m sure it’s not her fault there was a competition. Nor would it be her fault she won. So I'm trying to say this post isn't about her at all but I'm using this as an example of ‘sexing up’ something that doesn’t need the sexing. Which seems to keep happening in library land, is no one is happy to be a librarian anymore?

ALIA Information Literacy Forum is a perfect name. I read it and I know what it is. It is an information literacy forum. And if I am associated with the library world then chances are I know what ALIA is too, but even if I don’t there is enough information in the name for me to make sense of the group and to make educated guesses at some of what it does.
ALIA Pathways however is a complete mystery to me, in fact if you were to ask me in six months what ALIA Pathways did. Chances are that despite my having written this post I will be unable to tell you.

Why must we try and make everything seem so much more exciting than it is. Do we need to fool people into coming along to find out about these new ‘pathways’ and if we do aren’t they going to be disappointed when they find out it is just information literacy.
Meanwhile those with an interest in information literacy are staying at home because they don’t care about pathways. They just keep checking the calendar and wondering when ALIA is going to do something about information literacy.

That said, if you are interested in Information Literacy they are looking for new committee members, so if you don't mind having to explain Pathways in every job interview you get from here on in you might like to visit their website for some details.

Past Job Hunting

On previous occasions I have tried different methods to get jobs, with (for the most part) a lot of success. As an unqualified library assistant, ALT or stackie I had a great run. For a while I was sitting at close to a 100% success record of being offered every job I made interview for.
So, how did I manage this? Well I was a young man in a field where there weren’t a lot of young me. I think that helped me stand out in the minds of the panels, plus I manage to be reasonably relaxed and conversational in an interview situation (I have recently learned this is called assuming rapport – but I knew how to do it before I knew there was a name for it).
More than that I came across as a bright person, with age the ‘bright young thing’ has faded because the older you get the more is expected of you, but especially as a young man this helped. That was phase one of the career, which saw me move from temping for the State Library of NSW to a contract role with the University of Western Sydney Library and then into permanent work for Penrith City Council.

Job hunting phase two happened when it was getting time for me to move on from Penrith. They had been fantastic about supporting my study, but the staff there were all settled in their jobs and no one was going to retire to give me a librarian's role. So with about six months to go before I got my ALIA seal of Librarianness ™ I started leveraging my new found intellectual capital and signed up with an agency. Agency job hunting really does make so much of the process easier, I found myself in interviews for jobs I had no business being interviewed for. The trouble there is that this can soon lead to a feeling of complete disenchantment, because as someone completely unsuited to the role I was not going to get the job. My success rate during this period slumped to 0%. Therefore after my graduation I started two things, I started writing my own resumes again and I started casting a wider net. I had interviews in Dubbo and Orange, I drove from Western Sydney to Tamworth and back in a day just for a half hour interview and I had a phone interview for a Job in Alice Springs. Well, long term readers will know that the Alice job was a go and indeed most of this blog so far has been about that job. I was also successful in Dubbo but only after their first choice ‘didn’t work out’ by which time I was en route to Central Australia and the best five years a Newgrad Librarian could ask for. Librarians in Orange and in Tamworth weep for your lack of foresight!

Phase the third has been an interesting one, in order to calm readers of a nervous disposition, let me be clear. I have found my new job and am poised to begin. This phase however has been a strange one. I have had several interviews and have been given positive feedback even from the ones I didn’t get (no silver medals in the jobs race). But what has taken me aback more than anything else is the jobs I haven’t made interview for. It seems a most unsatisfactory system when I can apply for practically identical jobs in two similar sized organisations and be interviewed for one but not another. Likewise I have made interview for positions paying $20,000 a year more than jobs I haven’t made interview for. The process I can say (having been on both sides) is broken and needs more than a facelift if we are going to find the best people for our libraries.

The other interesting part of phase three as opposed to phase two is the differing cities. In Sydney I knew people and while I wasn’t exactly the name on everyone’s lips the people I was talking to knew the same people I did. An interview which started with “so you work with Peter Goodfellow” was always going to go well. They already had a high opinion of me based on who I worked with. Plus I knew people from a couple of public library networking groups. Sure this was the days before the ALIA newgrads group (or so I believe, certainly I didn’t know of it if it did exist) but it was a small enough pool of people that you felt some sort of familiarity. Adelaide has been a different matter, I haven’t been spruiking myself as the ADHD Librarian but I have been able to drop into resumes and interviews that I am on the committee for the ALIA Biennial. Plus I’m sure it doesn’t hurt to mention I have presented a couple of conference papers.
Correction, actually it can hurt. I was turned down for one job because (if I can remember the wording) I was going to be bored with it and find myself something better in a fortnight. So I should warn people it is possible to oversell yourself sometimes.
Perhaps that is the reason I didn’t get interviews for some of the positions I thought I was a shoe in for?

35 essentials and desirables in one job description

OK, we're on to my experiences now. So this one is a good starting point as I've already alluded to the fact that I had to write War and Peace for one job application. In fact there were two jobs at this organisation, luckily for me they were word for word identical (despite the fact that the jobs weren't). This is clinically insane and is no way to run a business. Can you imagine having to read ten or twenty, twenty page resumes in order to work out which five people you'll interview?
Plus, how many people will decide they aren't going to waste their time. Perhaps they'll focus on the other jobs advertised that week.

So, why do they think that this is a good idea? I guess you’d need to talk to their HR department, I could see their hands all over this job description in the (multiple) OH&S style questions but there was more stupidity than that.
There were questions which were repeats, so while in skills you might have “ability to read” then under the heading experience you get “experience with the written word” and a little later on in Job Specific Skills you get “ability to read stories to kiddies”
I think I’m making the point here, that I found this a stupid way of finding out about job applicants. I had to repeat myself in several places, trying to reword things so it wasn’t word for word what I’d written in an identical (but slightly differently worded) question.

As a job seeker I’d say that this is clinically insane and points out to me that this is the sort of organisation which is horribly rule bound and whose bureaucracy has gone mad. Now, I was a new boy in town just moved from interstate. As such I was applying for everything and as I had already resigned from my old job I had lots of time to apply for jobs. However, this sort of application process might well put off people who are just looking for a change or a move up the career ladder. And in some cases these people may be the best applicants, not in this case because I was the best applicant in this case obviously (although in this case they didn’t realise it).

How many essential and desirable points do I think should be in a job description? Ten would be too many, but if you have to put in a couple of standard OH&S questions then that's only 8 left for job specific ones. But make sure they are specific to the job and that there is no overlap between the questions, that's just a waste of everyone's time.

Top Ten Questions To Ask Every New Employee.

This is a straight off ripoff from Library Garden. I bookmarked this post earlier in the year and thought I'd point it out to you as it fits in with my current theme. Visit the original post for the full story.
As the new manager of a library I will be asking myself these questions during my first week in the new job.

1. What was your first impression when you walked into the library?
2. What are your impressions of the aesthetic environment inside the building?
   
3. What are your impressions of the aesthetic environment outside the building?
   
4. What are we doing that strikes you as wasteful?
5. What services are you surprised to learn that we are offering?
6. What services are you surprised to learn that we are NOT offering?
7. Are there any policies that you don't understand the rationale for?
   
8. What are your impressions of our website?
9. What was your experience like when you called the library?
   
10. What are your impressions of our customer service orientation?
11. How friendly did the staff seem when you first walked in the door?
12. What are we doing that strikes you as straight-up bat shit crazy?

Don't bring me problems, bring me solutions

So, last rant I waxed lyrical about the stupidity of the process of selecting the best person for your vacancy from a pool of people who are all lying to you about how great they are (except the internal applicants who can’t get away with it), using a process which relies on three people (one who is a stooge from HR) to decide on things which tell you very little about who will fit into your organisation.

And me being me, I was critical without offering any alternatives. Well, what alternatives could I offer?
Firstly, despite the fashion of late (especially in public libraries) to think that everything is all about customer service, I would still be putting library experience higher up the scale than any other experience. I don’t care if you have glowing reference from dusk, lush or some other John Stanley friendly workplace. Library experience matters.

Next, I’d be saying that the resume and the referees are the best thing we have for assessing job experience. If there resume says they can catalogue and they have their library manager as a referee asking cataloguing questions in the interview is pointless. Case in point, in one of my recent interview I was given a sheet of paper with mark numbers on in and a book and told to get busy.
What does that prove? Well it showed that can’t remember the numbers that well. But if I got the job I wouldn’t be cataloguing on paper, I’d be using a computer system (probably with a help function) and I have plenty of experience cataloguing so I know that I can do the job. My referees could tell them I catalogue well. That said they had even told me previously that there is almost no original cataloguing involved, it’s all copy cataloguing and I did that when I was a 20 year old ALT (using microfiche records and transcribing them into the computer system).

What else makes an employee? If I don’t want you to ask me questions what do I think you should do? Well, ask questions I didn’t already answer in the resume. If you’re interviewing me it is because you already know I meet the essentials and desirable of the job (35 essentials and desirables in one I applied for recently. I had to write War and Peace before they’d interview me – but more on that in a future post). Well, what is your culture. Who will fit in with your staff, what personalities are you missing what non-core skills would it be nice to have.
I’ll say it again, everyone you are interviewing should be able to do the job. If they haven’t proven that in the resume then don’t interview them (they’ll learn).

I’m still telling you what not to do though, well lets see if I can give you an alternative. Anything else. That’s my basic advice, at the moment most of us are aware that the process is fundamentally flawed but we are hanging on to it because no one has a decent alternative written out in easy to follow dot points for you to pop into the procedures manual. It is time for us to admit that we don’t know and time to be experimental in how we do things.

• Interview very few people. Be harsh in how you cull, then take the top five out for a coffee.

• Make sure the ALT they will supervise is on the panel.

• Do the interview while high on LSD (caution I have been reading Fear and Loathing in Las Vegas so this may not be a good idea – but who will know until we try it?) Or perhaps do the interview while they are high on LSD, see how they cope with being interviewed by a giant mutant llama, if they can cope with that then they may be OK on the service desk.

Back to reality (briefly, I don’t like to be sane too often)

• Don’t interview, take each candidate on a tour of the library. Introduce them to the staff and see how they communicate. Try and make it a natural conversation, let them ask the questions and you’ll find out from that what they think is important.

• Ask them to show you their blog. What library employee worth their salt isn’t a blogger these days. That is a psych evaluation in itself. I’m stunned no one has asked me about that. I would happily point any prospective employer to the blog, don’t know that it would help my case but if someone employs me after reading it they’d have a better idea of who they are getting and what my passions are.

You get my drift? Be creative don’t make people answer the same old OH&S questions. Who cares if they know OH&S, if they don’t (what have they been living on Rygon 7?) then send them on a course. Know what they need to know, what bits of that can be taught when they get the job and what nice extras each one brings to the organisation.

All that said, management is a different animal, my advice has been about employing library staff be they Technicians, Assistants or Librarians. I might talk more on how to employ a manager at some later point.

/"Don't bring me problems, bring me solutions" is the sort of managementspeak crap that should resultin whoever says it being beaten with a sock full of $2 coins.
//while I (slightly) bagged John Stanley above I still think the guy is worth listening to, unlike some however I don't believe he is the messiah.

How to employ a librarian

Well, inspired again by the writing of Hunter S Thompson it is time for some Gonzo Librarianing. Not that I need much inspiration to write stream of consciousness rants about whatever pops into my oversized brain.

So today’s rant is the introduction to a few posts about the interesting life of a librarian between jobs.
It is a strange thing to be on the opposite side of the job process after having spent five years as the one with the power.
I’ve been writing job ads, rewriting job descriptions, sitting on and chairing panels, calling referees and mostly arguing with the morons who populate HR about who is best for the job and why people in HR should sometimes shut up and stay out of the way.

I’m now in a position where I have given more rejections than I am ever likely to get. I know from experience that the best person for the job probably didn’t apply and if they did then the chances of the interview process showing us which person it is, is slim to none. Furthermore I know what it is like to sit back and say “well any one of the people we spoke to could do the job, what are we going to tell ourselves is the reason we chose this applicant to get a yes?”
Sometimes it is something obvious, like one applicant annoyed me in someway I can’t define. Or one panel member has a strong opinion while the others couldn’t be bothered arguing. Other times there is so much arguing you would not believe it, those are the times when you need to be either one of two things.

The first (and best) option is to be the chair and roll on over the top of everyone else while saying “It’s good to be the King”.

The second option is to be detached, to be the person on the panel whose job isn’t going to be made complete crap by the stupid decision that the chair is trying to steam roller you into making.

If you are stuck as the poor bunny who is going to have to teach the moron that someone else is demanding you employ their job. You may well be stuck in a position where you are as helpless as all those poor applicants, just a victim of the process. You when you have to work with a moron and the moron who is probably a nice person but who is about to get dropped into a world where they know nothing and are going to have to rely on an angry co-worker to teach them what they lied and said they knew.

So that is the process which I have recently entered into from the other side, more adventures in job applications to come…

I am Dr Gonzo

It is amazing how quickly things go out of date,
after writing my last post I have read about 3/4 of Fear and Lothing in Las Vegas. So it should now be in orange and who knows it may be updated to red by the end of the day.