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Library Search Firms
By Gwyneth Mibeck
What are library search firms? From watching the hit TV competition Star Search in childhood years, I gained a general understanding of search firms as businesses or agencies dedicated to scouting out new performers. Even though Star Search has long since left the screens, replaced by the popular American Idol, I discovered an interesting parallel: both TV competitions and library search firms aim to fill positions in specific professions.
Today, more than twenty search firms assist library and information science candidate selection needs. Contrary to popular assumption that firms are only geared toward executive and director searches, many library search firms fill temporary or entry-level positions. Library search firms, or placement firms, assist in locating qualified candidates, assessing compatibility, and organizing each candidate's information into one format in which all candidates can be compared.
How Library Search Firms Work
Let's face it: no matter how many search strategies we may know as library workers, finding the right individual for the position, or finding the right position, can be difficult and time consuming. Typically, representatives from the library approach the search firm with a need, and the search firm clarifies information about the job description, and researches potential fits, and follows up with potential candidates. Many search firms, such as Library Associates (www.libraryassociates.com) provide job-position lists and databases in which individuals can apply by either registering on the site, or submitting a resume and cover letter via e-mail.
Library consultant John Keister (www.johnkeister.com/Search.html) provides a detailed description of what the business entails: "Professional executive search involves taking the time to ascertain the criteria for a new staff member (Library Director is the most common) by working with the board and staff. This is very different than a job description. A professional search consultant then works to identify the most appropriate person. I find that the best people are happily employed and not seeking a new role. However, once I contact them and discuss the opportunity, this generates interest."
Therefore, the databases provided on search firm sites may be important, but networking is crucial, and the more connected that search firm staff (and candidates!) are, the better. At times, search firms will seek professionals who have not applied for the position, but are adequately equipped to take on the responsibilities.
What Library Search Firms Are Not
Search firms and library job sites handle postings differently, but depending on the situation, one may benefit the search more than another. For example, the library search firm, C. Berger Group, researches and organizes candidate information for libraries. Slightly different in mission, but incredibly resourceful resources like Rachel Singer Gordon's LISJOBS.com, provide an open space for posting resumes and job descriptions. The greatest difference is for-profit vs. non-profit, and what happens to the information once a resume is received. Staff at library search firms are looking for select people to fill specific positions and oversee the whole selection process. Job lists and boards aggregate job descriptions for libraries that handle hiring internally. The resumes posted to these sites are generally for public use. If you're confused about what type of site you are looking at (I know I was at first), one indicator is in the job description, which may read: " search firm is currently recruiting for library."
How Search Firms Benefit Libraries
For a case study into how using an executive search firm proved advantageous for an academic library's search, Marcia Stockham, Ron Ratliff, and Jean Darbyshire describe the experience at Kansas State University Libraries in "Using an Executive Search Firm to Fill Faculty Library Positions: One Library's Story.”1 One of the greatest benefits observed was better use of time and faster results. In an environment where committees and meetings are mandatory, it was better to hire the search firm rather than risk losing a good candidate who accepts another position while the university takes time to plan and organize information.
How Search Firms Don't Benefit Libraries
Search firms can be pricey. Even to post an ad, libraries can be expected to pay a fee. Other firms charge more money per hour of researching on-site than in-house. Libraries may not feel they are receiving enough services for the bill: "This is work for which a couple of temporary clerks could be hired, at a much lower cost."2 Elisa Topper, director of the Dundee Township Public Library District, provides an interesting perspective on cost: "Granted, hiring an executive search firm can be expensive, but so are the costs of hiring the wrong person."3 The benefits may outweigh the cost.
The last issue your library must face when choosing a search firm is how other workers will react. When hiring a search firm, library workers may feel their opinion no longer matters, or assume decisions are being made behind their backs. John N. Berry III's article, "ALA Doesn't Need A Headhunter," addresses different reactions to the American Library Association's decision to use an executive search firm. He cites an ALA Councilor who believed, "We librarians are in the best position to know and choose the .most able executive ... without 'handholding' by someone in a business suit."
Conclusion
As a committee, hiring a library search firm can assist in the organizing data on future candidates. As a librarian looking for another position, posting a resume on a search firm’s website can increase the chances of being found. In any position, these special search firms understand who libraries need! The following list provides an overview of resources available.
References
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Marcia Stockham, Ron Ratliff, and Jean Darbyshire, "Using an Executive Search Firm to Fill Faculty Library Positions: One Library's Story,." College & Research Libraries News 64, no. 8 (Sept. 2003): 523–25.
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John Berry, "ALA Doesn't Need a Headhunter," Library Journal 126, no. 19 (Nov. 15, 2001): 6.
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Elisa Topper, "The Great Director Search," American Libraries 36, no. 1 (Jan. 2005). www.ala.org/ala/education/empopps/careerleadsb/workingknowledge/workingknowledge0105.htm (accessed March 6, 2006).
Resources
Search Firm Lists:
Search Firms:
Job Sites:
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Copyright 2004–2008 ALA-APA. Contact Jenifer Grady, 50 E. Huron, Chicago, IL 60611, 312-280-2424, jgrady@ala.org for more information.
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