Streamlining the hiring process

Nofsinger, Mary M.; Galbraith, Betty

doi:10.5860/crln.61.6.499

Cited by 2 publications

(1 citation statement)

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“…It is not uncommon these days for many of the top candidates in an academic search pool to receive employment offers from competing employers before the traditional recruitment process can be completed." 14 Why has this ongoing problem gone largely unresolved by the larger academic library community? The answer lies partially in a reliance on traditional search processes, partially on entrenched aspects of the academic culture, partially in institutional bureaucracy, and partially in our inability to recognize and to adapt techniques from other segments of society.…”

Section: Problemsmentioning

confidence: 99%

Hiring and Recruitment Practices in Academic Libraries: Problems and Solutions

Raschke¹

2003

pla

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Academic libraries need to change their recruiting and hiring procedures to stay competitive in today's changing marketplace. By taking too long to find and to hire talented professionals in a tight labor market, academic libraries are losing out on top candidates and limiting their ability to become innovative and dynamic organizations. Traditional, deliberate, and riskaverse hiring models lead to positions remaining open for long periods, opportunities lost as top prospects find other positions, and a reduction in the overall talent level of the organization. To be more competitive and effective in their recruitment and hiring processes, academic libraries must foster manageable internal solutions, look to other professions for effective hiring techniques and models, and employ innovative concepts from modern personnel management literature. T he ability to attract, recruit, and hire top candidates is the hallmark of a success ful academic library. As Terrence Mech writes, "Personnel are the critical re source in any professional activity because the quality of work depends on the qualities of those hired." 1 While hiring decisions are difficult to reverse and mistakes prove costly in terms of time, resources, and service quality, the key to effective hiring on the macro-organizational level in academic libraries has shifted. The major hurdle in finding the right people has moved away from patiently sifting through dozens of resumes and slowly narrowing in on the right candidate through a deliberate process, to creating efficient and effective models to identify, to recruit, and to hire top candidates. Rather than solely worrying about making the wrong decision, academic libraries have to take a more risk-accepting hiring approach and focus on hiring the best people without losing the most viable candidates to other institutions.While the challenges inherent in the search for academic librarians have shifted, the general purpose of the search and recruitment process remains finding as good a

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Section: Problemsmentioning

confidence: 99%