Applying for a Marriott Library Faculty Position—FAQ

Applying for a faculty position is a demanding process, so the Marriott Library is committed to reducing barriers where we can and making the experience as positive and supportive as possible for everyone. This FAQ, along with the strategies for submitting your strongest application, is part of demonstrating that commitment to you as a prospective candidate. We hope that offering some transparency and eliminating some mystery will get our relationship started on the right track. We want you to succeed and will do our best to support you in that all the way through the process! For example, we send first-round interview questions in advance and provide coaching prior to the final/on-campus interview. If you have a question this FAQ hasn’t answered, or suggestions for how to make it more helpful to future applicants, please reach out to:

Melanie Hawks, Assistant Dean for Organizational Development and Director of Library Human Resources

Who will see my application?

We use a search committee made up of library faculty & staff representing multiple perspectives. The chair of this committee is often, but not always, the head of the department you would be reporting to. Only the search committee and the Library HR team will see your application in the early stages of the process. If you are selected as a finalist, your CV and cover letter will be made available to the entire organization just prior to your on-campus interview. 

What should I include with my application?

Be sure to read through our posting carefully and upload the requested documents. We typically ask for a CV, cover letter, and list of references. Please do not include a photograph. You do not need to list your home address, phone number, or email on your CV/letter; the HR team will redact them anyway for your privacy. We will contact you using the information you provide in our online applicant tracking system. Your references should be people who have been in a position to formally or informally evaluate your work—as your supervisor, direct report, professor, research/teaching/project partner, committee chair, etc. Be sure to let them know you are listing them as a reference. We only contact references for finalists, and we will notify you in advance.

What is a CV and how is it different from a resumé?

Submitting a CV, or curriculum vitae, is the norm when applying for academic positions. It is meant to be more comprehensive and detailed than a resume. You can find examples of CVs online, and tips for preparing them on many university career center websites. 

When will the search committee see my application?

The committee typically begins reviewing applications immediately following the “full consideration date” published in the job posting. Applicant review may begin earlier if we have a large pool but will continue at least through the full consideration date. 

What if I apply after the full consideration date?

Our positions remain open until filled, so we will continue accepting applications throughout the search process. Depending on our applicant pool and the progress of the search, the committee may or may not review applications that come in after the full consideration date. 

When will I hear about the status of my application?

We typically reach out to our top candidates to schedule a phone interview within about 2-3 weeks of the full consideration date. This can vary depending on the size of the applicant pool, the committee’s availability, and the time needed to gain campus approvals. Our positions remain open until filled, so even if you are not part of the initial semifinalist group, we will keep your application active and you may be contacted for an interview at a later date. We notify all applicants when we have filled the position.

How can I present my strongest application package?

We recognize that this takes time on your part and that applicants will have different communication styles and comfort levels when presenting themselves. We train our search committees to identify relevant information about candidates’ potential strengths within applications, even if they’re not immediately obvious from every perspective, and we have specific strategies within our process for valuing difference. The following recommendations represent strategies for standing out and making your strengths and qualifications more readily apparent within the context of our process. You may not be able to employ all of them, so consider how you want to position yourself as a candidate and what you think is most important for us to know about you.

• Customize your CV and cover letter to highlight your strengths and qualifications in relation to the position announcement. Don’t assume anyone reading your materials will “connect the dots”; be clear about how your prior experiences, knowledge, and skills line up with what we are looking for. 
• Don’t use your cover letter to restate what’s on your CV. Tell us what interests you about the position/our organization and how you see yourself contributing. Describe a few of your past projects or successes, your research interests, and anything else a reader might not be able to tell from your CV. Talking about your accomplishments isn’t viewed as bragging in our context—it’s vital information that will help the committee see your unique strengths.
• If you are entering academic librarianship from another profession or career, point out the transferable skills and knowledge you are bringing. If you are a recent graduate with minimal prior work experience, explain how your coursework and other experiences have prepared you to join our faculty and contribute in the advertised role. 
• A tenure track appointment as an academic librarian will require you to engage in research, scholarship, and service in addition to your job duties. Be sure to include any information you can about your prior activities in these areas. If you have not yet published or presented, describe the type of research you’re interested in doing and the sorts of issues in librarianship/higher education that you want to engage with.
• Recruitment is a two-way street. It’s important for you to evaluate us as a potential employer. Find out a little about our library/University and mention some of the programs, features, & priorities that appeal to you. This isn’t about flattery—it’s an opportunity to demonstrate that you’ve considered whether we can offer what you’re looking for.
• Proofread carefully to avoid common mistakes such as misspelling our library’s name (“Marriott” not “Marriot”; spell-check does not catch/correct this), referencing a different institution or position you’re applying to (“I am really excited about this opportunity at Euphoric State University”), or leaving in draft language you meant to revise. We make sure that minor errors don’t eliminate someone from consideration or carry undue weight in our process, but they can distract attention. If you realize a mistake after submitting your materials, please feel free to reach out, and we’ll see what we can do about it.