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• W1574303614 abstract "A Review of:&#x0D; Engel, Debra, and Sarah Robbins. Telephone Interviewing Practices within Academic Libraries. Journal of Academic Librarianship 35.2 (2009): 143-51.&#x0D; &#x0D; Objective – To investigate the use of telephone interviews in academic libraries and identify best practices when conducting telephone interviews.&#x0D; &#x0D; Design – Survey and open-ended questions.&#x0D; &#x0D; Setting – Academic libraries in the United States.&#x0D; &#x0D; Subjects – Academic institutional members of the Association of Research Libraries.&#x0D; &#x0D; Methods – A fifteen-item survey (Appendix A, 150) concerning telephone interviewing practice was sent to 112 institutional members of the Association of Research Libraries (ARL). The survey contained multiple choice-type questions as well as open-ended questions.&#x0D; &#x0D; Main Results – The response rate was 66% (74 of 112 research libraries; 56 public institutions and 17 private). Of the respondents, 90% used telephone interviews to screen applicants for professional positions (ranging from occasionally to always) and only 10% never used telephone interviews. The main reason for holding telephone interviews was to “screen candidates in order to narrow the pool of applicants who will be invited for in-person interviews” (146). Other reasons given included minimizing expenses involved in interviewing out-of-town candidates (39% respondents), shortening the length of time to complete the search process (27%) and meeting library or campus hiring requirements (3%).&#x0D; &#x0D; On average, the majority of libraries (51%) hired between 2-4 professional positions each year. For each open professional position, the number of candidates telephone-interviewed varied from less than 3 to 9 depending on library and position.&#x0D; &#x0D; Interviews typically lasted between 16 and 45 minutes (77% respondents) with all the search committee members (staff involved in the recruitment process) being present (75%) and taking turns to ask questions to the candidates (90%). Questions were most often the same for all candidates applying for a particular position (91%) and candidates were nearly always allowed in return to ask questions of the committee (96%).&#x0D; &#x0D; In answer to the open-ended question, “In your opinion, what best creates a collegial and effective environment for conducting telephone interviews?”, the dominating responses included: all search committee members being present and participating actively, using a script and taking notes, introducing all interview participants, and giving candidates adequate notification and documentation.&#x0D; &#x0D; The majority of respondents “would not change anything about their institution’s current (telephone interview) practice” (147). Some thought that “training and/or a need for consistency in procedure for all interviews conducted” (147) would be relevant changes in practice. &#x0D; &#x0D; The results of the survey were compared to the findings in the library, personnel management and human resources literature.&#x0D; &#x0D; Conclusion – From the survey and responses to open-ended questions, a number of best practices when conducting telephone interviews emerged (148–150):&#x0D; 1. Properly train the search committee (e.g., in knowing about the position, organization and protocols for conducting interviews properly)&#x0D; 2. Involve the search committee throughout the recruitment process&#x0D; 3. Help the interviewee be prepared (e.g., by sending institutional information packages)&#x0D; 4. Maintain and use suitable technology (e.g., by choosing suitable conferencing facilities with the interviewee situation in mind)&#x0D; 5. Put the candidate at ease (e.g., by explaining who will be present, how long the interview will last and how many questions there will be)&#x0D; 6. Provide introductions (e.g., both in the beginning of the interview and even before individual questions)&#x0D; 7. Listen and take notes during the interview&#x0D; 8. Discuss the interviews immediately afterwards&#x0D; &#x0D; Engel and Robbins suggest that further research could include looking into job candidate and search committee experiences of the telephone interviewing procedure." @default.
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• W1574303614 title "A List of Best Practices That May Improve the Use of Telephone Interviews During the Recruitment Process" @default.
• W1574303614 doi "https://doi.org/10.18438/b85w3d" @default.
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