Revitalizing Library and Information Science: A Collaborative Approach to Attraction and Advocacy
How a New Perspective on Hiring Can Transform LIS Professionals’ Approach to Advocacy and Attraction
In a recent collaborative effort, a team of Library and Information Science (LIS) professionals tackled a critical issue facing their field: the challenge of making the LIS profession more appealing and demonstrating the global importance of information science. This initiative aimed to address the broader question of how LIS professionals and students can effectively advocate for their field and their skills, emphasizing their significance worldwide. The team’s deliberations led to a refined problem statement focusing on enhancing the field’s attractiveness.
How might we help make the library science field more attractive.
Recognizing the diverse audience that includes students, existing professionals, and job seekers in the LIS field, the team proposed an innovative solution to this problem. The cornerstone of their strategy involves reevaluating the hiring process within LIS institutions, a concept initiated by one team member at her university, which has shown promising results. The approach centers on a “Search Advocate Program,” where an individual outside the hiring institution plays a pivotal role in the hiring process. This advocate’s primary function is to bring an external lens to the recruitment process, challenging any norms or un-stated assumptions. By challenging these norms, the program aims to uncover the essential skills and competencies truly needed for the job, potentially opening doors to a broader range of candidates.
This team member’s explanation of the program highlights its success in her larger university context, where questioning the “whys” behind job requirements has led to a more inclusive and flexible approach to hiring. This methodology not only makes the positions more accessible to a diverse applicant pool but also helps in aligning job descriptions with the actual needs of the library. The team believes that adopting this mindset and training hiring personnel to apply this questioning approach universally could significantly enhance the appeal of the LIS profession.
Moreover, the team suggests a long-term strategy to support smaller institutions or those without the resources to implement a formal Search Advocate Program. This involves making training materials and expertise available online, allowing these organizations to benefit from the program’s insights and methodologies.
This holistic approach to rethinking LIS hiring practices is a step towards making LIS appealing to a broader group of potential employees. By focusing on what is genuinely needed for a job rather than sticking to traditional, possibly outdated requirements, the LIS profession can open itself up to innovative perspectives and skills, enriching the field and ensuring its relevance in the modern information landscape.
The team’s proposal presents a clear, actionable solution to the challenge of advocating for and enhancing the attractiveness of the Library and Information Science field. Through collaborative effort and a willingness to challenge the status quo, LIS professionals can invigorate their field, ensuring its growth and sustainability in the years to come.
Team 1 Members
Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.
- Kate Kargozari
- Laura Kathryn
- Nicole Jones
- Beth FilarWilliams
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Implementation Roadmap
To initiate the implementation of this proposal, consider the following steps:
- Assess Current Hiring Practices: Conduct a thorough review of existing hiring processes within your institution to identify potential biases or outdated requirements that may limit the diversity and appeal of candidates.
- Develop the Search Advocate Role: Define the responsibilities and qualifications for the search advocate position. This individual should be external to the hiring institution and equipped to question established norms and assumptions during the recruitment process.
- Pilot the Program: Implement the search advocate role in a limited capacity, such as within a single department or for a specific hiring cycle, to evaluate its effectiveness and gather insights.
- Create Training Materials: Develop comprehensive training resources for search advocates and hiring personnel. These materials should focus on recognizing and addressing implicit biases, understanding the evolving competencies required in the LIS field, and promoting inclusive hiring practices.
- Leverage Existing Resources: Utilize available online training materials and expertise to support institutions with limited resources. This approach ensures that smaller organizations can also benefit from the search advocate program without significant financial investment.
- Evaluate and Iterate: After the pilot phase, assess the outcomes in terms of candidate diversity, hiring efficiency, and overall satisfaction with the process. Use this feedback to refine the program before broader implementation.
- Promote the Program: Share the success stories and benefits of the search advocate program within the LIS community to encourage wider adoption and to collectively enhance the profession’s appeal.
By systematically implementing these steps, institutions can transform their hiring practices to be more inclusive and aligned with the dynamic needs of the LIS field, thereby attracting a broader and more diverse range of professionals.
Summary
To implement the Search Advocate Program proposed by Team 1 of DATALIS, institutions should first assess current hiring practices to identify biases and outdated requirements. A structured pilot program can introduce external search advocates who challenge norms and broaden the candidate pool. Training materials should support both advocates and hiring personnel in fostering inclusive hiring practices. By leveraging existing resources, evaluating pilot outcomes, and iterating based on feedback, organizations can refine and scale the program. Sharing success stories will further promote adoption, ultimately making LIS careers more accessible and appealing.