Appendix A
April 3, 2001
Compiled by Library Analyst Jennifer Sweeney
Content edited by George Bynon
LITERATURE REVIEW FOR POSITION PAPER ON RECRUITMENT AND RETENTION ISSUES IN ACADEMIC LIBRARIES 2001
This document reviews recent literature on professional recruitment strategies in academic libraries as background to a future position paper on that topic. The list of truly new or innovative ideas to increase the effectiveness of recruitment and retention as documented in the literature is short but rich in potential. This review does not cover exhaustively the repeated calls for more and better public relations efforts, more action on the part of professional associations, and opening the professional ranks to credentials other than the MLS. In addition, trends are only briefly noted with references to well-known surveys on retirements, salaries, MLS/LIS graduates, position types, and changes in jobs in library organizations.
There are two new themes in the recruitment arena. First, the most visible and practical development is the burgeoning online recruiting industry, which presents significant opportunity for increasing the visibility of librarianship and the size of the professional applicant pool.
The second significant theme which affects strategies for developing new approaches to recruitment concerns the changing roles of library professionals and paraprofessionals in public services and technology positions. Similar to the shift in technical services staffing roles which began more than a decade ago, public services and technology tasks continue to shift from professional to support staff, including activities such as reference service, conducting instruction sessions, building web pages (and contributing to content), maintaining computer networks, etc.
Effects of these shifting roles have begun to be reflected in recruitment and retention efforts. Some libraries have sent their paraprofessionals to library school. One health sciences library has instituted a new job family of “health information analysts” whose career ladder spans positions from entry-level paraprofessional to post-MLS library science internships.
REVIEW OF THE LITERATURE:
Where are all the MLS’s?
Several issues surround the declining ability of academic libraries to successfully recruit professional librarians. Essentially, ballooning librarian retirement rates expected through 2010, coupled with a continuing low graduation population from MLS granting degree programs, and non-competitive salaries has thinned the applicant pool of professional librarians in all types of libraries, including academic libraries (St. Lifer).[1]
Despite the arrival of the information age, the explosion in information resources and services, and the transformation of user needs and behaviors, fewer individuals are choosing librarianship as a profession. This is frequently attributed to low salaries, librarians’ inability to articulate their value to institutional stakeholders, and the public perception of the value of librarians. One researcher states that salary is “the key motivator” in attracting people to the field. However, even though salary gains are currently outpacing inflation, the actual earning power is lower than it was in 1970 (Matarazzo).[2]
Library Journal and ARL salary surveys document steady growth in technology positions, overall salary gains across the profession, and other gradual but positive trends for women and minorities. Respondents to the Library Journal surveys average only about fifty percent of MLS/LIS graduates. A high percentage of those respondents indicate they are working in libraries.[3]
It is suspected that a growing number of MLS/LIS graduate are obtaining employment in other faster growing sectors of the information economy instead of libraries. Recent positive news coverage has focused on the high desirability of librarian-type competencies in finding and organizing content, understanding copyright law and licensing issues, and interpreting client needs—all of which are skills especially valued by businesses seeking to build their web presence (Quint, Ainsbury).[4]
The image of the traditional librarian may be changing for the better as well. The popular press (Boston Globe, Chicago Sun Times, Atlanta Constitution, USA Today, CNN.com, etc.) note that public and college librarians are “needed now more than ever” to help users find what they need on the Internet.[5]
While enrollment in library schools, information studies programs, or other MLS “equivalent” programs appears to be on the upswing after close to twenty years in decline, the impetus is likely coming from the information-rich growth areas in business services, engineering and management services, and social services—not libraries in the academic sector. It is critical to note that projected job growth for libraries in the education sector—which includes academic libraries, school libraries, and public libraries—is essentially nil for the next decade (Crosby).[6] It is also significant that academic and public libraries account for 62 percent of librarian employment—the same sector where the bulk of the decade’s retirements are going to occur.
The most comprehensive list of employment sources in print remains the Bowker Annual Guide to Employment Sources in Library and Information Science, which shows a continuing steady growth in the number of job hotlines and job boards, as well as listservs and other announcement services maintained by associations, school organizations, government agencies, and others. The number of websites and listservs with job announcements as a measure of online presence is growing quickly as would be expected (Moore).[7]
A 1997 survey of Internet recruitment methods indicated that all types of libraries are successfully using the Internet in some manner, with academic libraries the most frequent user. The most common method is posting job announcements on electronic mail lists and library web sites. At the same time libraries did not as a rule solicit electronic resumes, or use Internet based job boards or other on-line tools as of 1997 (Nesbeitt).[8]
A recent Public Library Association report on recruitment issues and strategies suggested hiring marketing professionals to improve the image of the profession through an aggressive national public relations campaign, as well as establishing the library as a quality employer, with a flexible and family-friendly work environment. The PLA report also introduced several more forward-thinking concepts such as defining career paths within the library at all levels, selecting and training mentors, and creating a “new planning process… to confront stagnant mentalities”. The report also highlighted partnerships with MLS/LIS programs and support for MLS training for in-house staff (PLA).[9]
Although this paper is primarily concerned with professional employment, efforts to attract individuals to MLS-type degree programs are also critical to the long-term goal. The last formal survey on library school recruitment methods and strategies was published in 1986 (Spivack).[10]
Librarians need to work harder to impart the changing nature of the profession—to call attention to its more “socially active,” exciting, challenging aspects in order to attract more high caliber students to MLS/LIS programs (Bosseau and Martin).[11] Academic librarians tend to come into the profession “by accident” suggesting that information about the profession needs to be aimed at students much earlier, perhaps as far back as middle school, using conduits such as “Future Information Professionals of America” types of organizations.
Looking outside the library literature, online recruiting is the venue of choice for new professionals especially in web industries, and business literature is giving it a high priority. The growth of Internet recruiting and employment resources and tools has changed the way employees find jobs, and the way employers find hires. The shortness of the hiring cycle is the most visible change. The sheer size of the total applicant pool suggests opportunity for libraries: for instance close to 18 million employee profiles or resumes are available on Monster.com, in addition to an uncounted number on some 5,000 other smaller job boards. About four million people used the Monster.com site to look for work on a “recent” Monday, presumably in the fall of 2000. There are pitfalls of course in this area, among them screening mechanisms that could eliminate adverse numbers of minority applicants on non-skill-based criteria. Future enhancements in this industry include more standardized coding for skills and credentials, and more off-the-shelf skills and personality tests (Cappelli).[12]
ARL Newsletter 208/209 summarized many of the key issues surrounding staffing changes in research libraries gleaned from analysis of years of salary and other survey data. The number of redesigned positions and institutional reorganizations in recent years is direct evidence that the profession is in the midst of “watershed change”. Non-MLS “functional specialists” are increasingly employed in business services, personnel, systems, and other administrative areas. Shifts in hiring priorities to meet needs for new skill sets and competencies are resulting in movement from “traditional” library preparation and MLS/LIS education in general (Wilder).[13]
Descriptions in the Occupational Outlook Handbook and recent paraprofessional and professional vacancies listed on various national and regional listservs show a significant degree of overlap in public service tasks between professional and paraprofessional.[14] It can be deduced from ARL survey data that libraries continue to value the MLS credential but increasingly hire non-credentialed employees and assign them tasks formerly the exclusive province of librarians. The use of the “MLS or equivalent education or experience” language typical in many professional job requirements is the most visible example.[15]
A more significant trend is apparent here. Recent shifts in staffing of public services positions mirrors the movement of paraprofessionals into technical services positions beginning more than a decade ago, and highlights the level of service provided by non-MLS staff in public service areas formerly reserved for professional librarians, such as reference and instruction (Bordeianu and Seiser, Deiss).[16] The successful use of non-MLS employees in answering reference questions, conducting tours and orientation programs, developing web pages, and creating instructional materials and leading instruction sessions has been documented as well (Womack and Rupp-Serrano).[17] This is significant given the 46 percent growth in numbers of existing reference positions since 1983, as well as the fact that some 75 percent of job vacancies in 2000 were in public services (Blixrud, St. Lifer).[18]
Staffing the reference desk with non-MLS paraprofessionals is far from new, as is the triage model of paraprofessionals referring complex questions to more experienced librarians. What has dramatically changed over time however is the increased competencies and overall skill level of the front line paraprofessionals, a fact that may have been overlooked by administrators in recent years (Dillon et al; Deiss).[19] As noted in the PLA report, neglected career paths for paraprofessionals and depressed salaries has served to diminish an individual’s likelihood of choosing to work in a library in support capacities not to mention pursuing a professional credential.
Although the stagnant paraprofessional career path probably exists in most academic libraries at this time, change in this area could be on the forefront. A new job family was recently created at a major university health sciences library to provide new incentives for career growth in ranks spanning paraprofessional through professional. Promotion within the “health information analyst” career ladder is based on developing expertise outside primary assigned areas, participating in additional projects, and taking on added responsibilities. The highest rank requires completion of a post-MLS level internship in library science (Huber).[20]
Opinion on the appropriate mix of professional and support staff will likely range widely as libraries strive to meet developing user needs with new resources and services. The need for new MLS/LIS graduates will likely depend on how closely changes in the MLS/LIS curricula match needed skills and competencies in a specific library environment. It is certain however that traditional recruiting and retention methods which focus solely on the MLS credential are not forward thinking.
Using new recruiting mechanisms such as online job search utilities will enlarge the applicant pool by reaching beyond traditional sources of potential employees. Restructuring career paths within libraries could significantly enhance the attractiveness of library employment to a larger number of individuals.
[1]
Evan St. Lifer, “The Boomer Brain Drain: The
Last of Generation?” Library Journal 125:8 (May 1, 2000): 38-42.
[2] J. M. Matarazzo,
“Who Wants to be a Millionaire (Sic Librarian!),” Journal of Academic Librarianship
26 no. 5 (2000): 309-310.
[3] H. Carson,
“Counting on Technology [Placements and Salaries 96]”, Library Journal 122 (October 15, 1997): 27-33. Vicki L. Gregory and K. de la Pena McCook,
“Breaking the $30K Barrier,” Library
Journal 123 (October 15, 1998): 32-38.
Vicki L. Gregory, “Beating Inflation Now,” Library Journal (October
15, 1999): 36-42. Vicki L. Gregory and
S. R. Wohlmuth, “Better Pay, More Jobs,” Library
Journal 125:17 (October 15, 2000): 30-36.
ARL Annual Salary Survey, Washington, DC: Association of Research
Libraries (http://www.arl.org/stats/salary/index.html). Martha Kyrillidou,
“Salary Trends Highlight Inequities--Old and New,” ARL 208/209 : 6-12.
[4] B. Ainsbury, “The
Revenge of the Library Scientist,” Online 23:6
(November/December 2000): 60-62.
Barbara Quint, “Recruiting a Corporate Dream Team [librarians make great
additions to information industry organizations],” Information Today 17 (8): 12-13.
[5] “Out in the
Field: Hiring Demand, Salaries Rise for Librarians,” Boston Globe (January
12, 2001): M2. “College librarians remain busy in the age of the Internet,” Chicago Sun-Times (January 9, 2001): 7. L. Keller, “Not an
endangered career: Looking it up,”
CNN.com. C. Wilson, “Stacks of reasons to be thankful for librarians,” USA Today (January 17, 2001): 1D. M. Mallory, “Tech Jobs: Librarians breaking
out of the bookish mold.” The Atlanta
Constitution (February 28, 2001): 15D.
[6] Olivia Crosby,
“Librarians: Information Experts in the
Information Age,” Occupational Outlook
Quarterly 44:4 (Winter 2000-01): 1-15.
[7] M. Moore, “Guide to Employment Sources in the Library and Information Professions,” IN 2000 Bowker Annual. New York, R.R. Bowker: 297-318.
[8] S. L. Nesbeitt, “Trends in Internet-Based Library
Recruitment: An Introductory Survey,” IRSQ: Internet Reference Services Quarterly 4 (2)
(1999) (http://webhost.bridgew.edu/snesbeitt/recruit_article.htm; accessed Feb
22, 2001).
[9] Public Library
Association, “Recruitment of Public Librarians: a report to the Executive
Committee of the Public Library Association,” Public Libraries 39 (3): 168-172
(http://www.pla.org/recruitment.html; accessed March 23, 2001).
[10] J.F. Spivack, S.
J. MacDonald, et al, “A Survey of Recruiting Activities in the Field of
Library/Information Science,” IN 1986 Bowker
Annual. New York, R.R. Bowker: 285-289.
[11] D.L. Bosseau and
S. K. Martin, “The Accidental Profession: Seeking the Best and the Brightest,” Journal of Academic Librarianship 21: 3
(May 1995): 198-199.
[12] P. Cappelli,“Making
the Most of On-Line Recruiting,” Harvard
Business Review 79 (3): 139-146.
[13] S. Wilder, “The
Changing Profile of Research Library Professionals,” ARL 208/209 (February/April 2000): 1-5.
[14] Bureau of Labor
Statistics, Occupational Outlook
Handbook, Washington, DC: Bureau of Labor Statistics, US Department of
Labor, 2000
(http://www.bls.government/ocohome.htm; accessed April 3, 2001).
[15] Non-Librarian Professionals, SPEC Kit 212, Washington, DC: Association of
Research Libraries, 1995. Changing Roles of Library Professionals,
SPEC Kit 256, Washington, DC: Association of Research Libraries, 2000. The
M.L.S. Hiring Requirement, SPEC Kit 257, Washington, DC: Association of
Research Libraries, 2000.
[16] S. Bordeianu and
V. Seiser, “Paraprofessional Catalogers in ARL Libraries.” College and Research Libraries
60 (1999): 532-540. K. Deiss, “Changing Roles in Research
Libraries,” ARL 208/209 (2000) : 15.
[17] K. Womack and K.
Rupp-Serrano, “The Librarian's Apprentice: Reference Graduate Assistants,” Reference Services Review 28 (2000):
119-129.
[18] J. Blixrud,
“Back-Room and Front-Line Changes,” ARL 208/209
(2000): 14-15. St. Lifer (op cit).
[19] J. Dillon, C.
Skinner, et al, “Sharing the Wealth:
Paraprofessionals at Oregon State University Valley Library,” OLA Quarterly [Oregon Library Association] 4:3 (Fall
1998) :
http://www.olaweb.org/quarterly/quar4-3/dillon.shtml (accessed April 2,
2001). K. Deiss, “Changing Roles in
Research Libraries,” ARL 208/209
(2000): 15.
[20] J. T. Huber, N.
B. Giuse, et al, “Designing an Alternative Career Ladder for Library
Assistants,” Bulletin of the Medical
Library Association 87:1 (January 1999): 74-77.