Practical Work Samples for Hiring Top-Tier Librarians: Evaluating Skills Beyond the Resume

In today's information-rich world, libraries have evolved from mere book repositories to dynamic community hubs that provide access to diverse resources, technologies, and programs. The modern librarian plays a pivotal role in this transformation, serving as an information specialist, community connector, and lifelong learning advocate.

When hiring for a librarian position, traditional interviews often fail to reveal a candidate's true capabilities in these multifaceted areas. While resumes and behavioral questions provide valuable insights, they cannot fully demonstrate how candidates will perform in real-world library scenarios that require quick thinking, adaptability, and practical knowledge application.

Work samples and role-playing exercises offer a window into a candidate's actual abilities by simulating authentic library situations. These practical assessments allow hiring managers to observe candidates' problem-solving approaches, customer service skills, and technical knowledge in action—providing a more accurate prediction of on-the-job performance than interviews alone.

The following four activities are designed to evaluate the essential competencies required for successful librarians: customer service orientation, attention to detail, adaptability, collaboration, and commitment to lifelong learning. By incorporating these exercises into your hiring process, you'll be better equipped to identify candidates who not only possess the necessary qualifications but can also effectively apply their skills in real-world library settings.

Activity #1: Reference Interview Simulation

This activity simulates one of the most fundamental responsibilities of a librarian: helping patrons find the information they need. The reference interview requires active listening, analytical thinking, and the ability to translate vague requests into specific information needs—skills that are difficult to assess through traditional interview questions.

Directions for the Company:

• Prepare 2-3 scenarios of patrons with information needs that range from straightforward to complex. For example:

1. A high school student researching for a history project on local civil rights movements
2. An elderly patron wanting to learn how to use e-books but expressing technology anxiety
3. A community member seeking resources on starting a small business

• Assign a staff member to play the role of the patron for each scenario.
• Provide the candidate with access to a computer that can search your library catalog or a sample catalog if needed.
• Allow 10-15 minutes per scenario.
• Observe how the candidate builds rapport, asks clarifying questions, and navigates resources.

Directions for the Candidate:

• You will participate in a reference interview simulation where a staff member will play the role of a patron seeking information.
• Listen carefully to the patron's initial request and conduct a reference interview to clarify their information needs.
• Ask appropriate follow-up questions to understand the scope, purpose, and depth of information required.
• Demonstrate how you would locate relevant resources using the available catalog or databases.
• Explain to the patron how to access and use the recommended resources.
• Your goal is to ensure the patron leaves with the information they need and the skills to use it effectively.

Feedback Mechanism:

• After each scenario, provide immediate feedback on one aspect the candidate handled exceptionally well (e.g., "Your clarifying questions helped identify what the patron really needed") and one area for improvement (e.g., "Consider explaining technical terms more simply for patrons unfamiliar with library jargon").
• Give the candidate an opportunity to respond to a similar but slightly different patron request, incorporating the feedback provided.
• Note how receptive the candidate is to feedback and how effectively they implement suggestions.

Activity #2: Collection Development Exercise

This exercise evaluates a candidate's ability to make strategic decisions about library collections, balancing budget constraints, community needs, and space limitations—a critical skill for maintaining relevant and accessible library resources.

Directions for the Company:

• Create a scenario with the following components:

1. A specific section of the library collection that needs evaluation and updating (e.g., young adult fiction, business resources, or digital media)
2. A limited budget (provide specific amount)
3. Basic demographic information about your library's community
4. Current circulation statistics for the section
5. A list of 15-20 potential items for acquisition, including titles, costs, reviews, and relevance to community interests

• Provide this information in a document that candidates can review for 20-30 minutes before presenting their recommendations.
• Include information about weeding criteria for the library.

Directions for the Candidate:

• Review the provided materials about a section of the library collection that needs updating.
• Based on the given budget, community demographics, and circulation data, develop recommendations for:

1. Which items from the provided list you would purchase and why
2. Which existing items you might consider removing from the collection (weeding) and your criteria for these decisions
3. How you would organize or promote these materials to increase circulation

• Prepare to explain your decision-making process, including how you balanced various factors like community needs, budget constraints, and collection diversity.
• Your goal is to demonstrate thoughtful collection development that maximizes value for library patrons within given constraints.

Feedback Mechanism:

• After the candidate presents their recommendations, provide feedback on one strength (e.g., "Your selections showed excellent awareness of diverse community needs") and one area for improvement (e.g., "Consider how digital alternatives might complement physical materials").
• Ask the candidate to revise one aspect of their plan based on the feedback, such as reallocating a portion of the budget or reconsidering certain weeding decisions.
• Evaluate how the candidate incorporates the feedback and whether they can justify their revised approach.

Activity #3: Community Program Planning

This activity assesses the candidate's creativity, planning abilities, and understanding of community engagement—essential skills for developing the vibrant programming that modern libraries provide to diverse audiences.

Directions for the Company:

• Create a program planning scenario that includes:

1. A specific audience to target (e.g., teens, seniors, new parents, job seekers)
2. Program goals (e.g., increase digital literacy, promote reading, build community connections)
3. Budget and resource constraints
4. Timeline for implementation
5. Information about past program successes and challenges

• Provide these materials to the candidate 24 hours before the interview if possible, or allow 30 minutes of preparation time during the interview.
• Have a whiteboard or large paper available for the candidate to sketch out their program plan.

Directions for the Candidate:

• Review the program planning scenario provided.
• Develop a comprehensive plan for a library program that addresses the specified audience and goals.
• Your plan should include:

1. Program concept and title
2. Marketing strategy to reach the target audience
3. Required resources (staff, materials, technology, space)
4. Timeline for preparation and implementation
5. Methods for evaluating program success
6. Potential community partners or collaborators

• Be prepared to present your plan and explain how it aligns with library goals and community needs.
• Your goal is to demonstrate your ability to create engaging, practical, and impactful library programming.

Feedback Mechanism:

• After the presentation, provide feedback on one strength (e.g., "Your marketing strategy shows excellent understanding of how to reach the target demographic") and one area for improvement (e.g., "Consider how you might make the program more accessible to participants with disabilities").
• Ask the candidate to revise or expand on one element of their program based on the feedback.
• Observe how the candidate incorporates the feedback and whether they demonstrate flexibility and creativity in their revised approach.

Activity #4: Technology Troubleshooting and Patron Assistance

This exercise evaluates the candidate's technical proficiency, problem-solving abilities, and patron service skills when dealing with technology issues—increasingly important as libraries serve as technology access points for their communities.

Directions for the Company:

• Prepare 2-3 common technology scenarios that librarians might encounter, such as:

1. A patron struggling to download an e-book to their device
2. A senior citizen needing help with basic computer functions for job applications
3. A student having trouble accessing research databases

• For each scenario, create a brief role-play script for the staff member playing the patron, including specific questions and expressions of frustration or confusion.
• Set up the necessary technology (computer, tablet, e-reader) with intentional but realistic issues for the candidate to troubleshoot.
• Allow 10-15 minutes per scenario.

Directions for the Candidate:

• You will assist a "patron" (played by a staff member) who is experiencing technology difficulties in the library.
• Listen carefully to understand their needs and frustrations.
• Walk them through troubleshooting steps in a clear, patient manner appropriate to their technology comfort level.
• Explain processes in non-technical language that the patron can understand.
• If you cannot resolve the issue immediately, explain what steps you would take next (e.g., consulting with IT, referring to a resource, scheduling a follow-up session).
• Your goal is to help the patron feel supported and more confident with technology, even if the issue cannot be completely resolved during the interaction.

Feedback Mechanism:

• After each scenario, provide feedback on one strength (e.g., "You explained complex concepts in very accessible language") and one area for improvement (e.g., "Consider showing rather than telling when demonstrating mouse movements").
• Give the candidate an opportunity to assist with a similar technology issue, incorporating the feedback provided.
• Note how the candidate balances technical problem-solving with customer service and whether they adjust their approach based on the patron's needs and comfort level.

Frequently Asked Questions

How long should we allocate for these work sample activities?

Each activity typically requires 20-30 minutes, including time for instructions, the activity itself, feedback, and the opportunity to incorporate that feedback. Plan for approximately 2 hours total if implementing all four activities, or select the 2-3 most relevant to your specific library environment.

Should we conduct these activities with all candidates or only finalists?

Due to the time investment required, these activities are best used with shortlisted candidates who have successfully passed initial screening and first-round interviews. This approach respects everyone's time while ensuring thorough evaluation of serious contenders.

How should we weight these practical exercises compared to traditional interviews?

Work samples often provide the most predictive information about job performance, so consider giving them significant weight (30-50%) in your overall evaluation. However, they should complement rather than replace traditional interviews that assess cultural fit, career motivation, and other important factors.

Can these activities be adapted for virtual interviews?

Yes, all four activities can be modified for remote hiring. For reference interviews and technology troubleshooting, use video conferencing with screen sharing. For collection development and program planning, provide materials electronically and have candidates present via video. The key is ensuring candidates have access to necessary resources and clear instructions.

How do we ensure fairness when evaluating candidates with different library backgrounds?

Focus evaluation on the process and approach rather than specific knowledge that might vary by library type. Provide sufficient context about your library's systems and community, and consider the candidate's ability to ask clarifying questions and adapt their existing knowledge to new situations.

Should we share these activities with candidates in advance?

For activities requiring significant preparation (like program planning), providing information 24 hours in advance allows candidates to showcase their best work. For activities testing spontaneous problem-solving (like reference interviews), giving only basic information preserves the assessment value. Be consistent with all candidates for fairness.

The modern library requires librarians who can seamlessly blend traditional information science expertise with technological proficiency, community engagement skills, and adaptable problem-solving. By incorporating these practical work samples into your hiring process, you'll gain valuable insights into how candidates perform in realistic scenarios—insights that traditional interviews simply cannot provide.

Ready to take your library's hiring process to the next level? Yardstick offers AI-powered tools to help you create comprehensive job descriptions, generate targeted interview questions, and design complete interview guides tailored to your library's specific needs. Visit our website to explore our AI Job Description Generator, AI Interview Question Generator, and AI Interview Guide Generator. For more information about hiring librarians, check out our detailed Librarian Job Description.

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