scholarly journals A Graduate Degree in Library or Information Science Is Required, but not Sufficient, to Enter the Profession

2011 ◽  
Vol 6 (1) ◽  
pp. 85
Author(s):  
Nazi Torabi
Keyword(s):  
Content Analysis ◽  
Information Science ◽  
Graduate Degree ◽  
Entry Level ◽  
Job Advertisements ◽  
Part Time ◽  
Job Postings ◽  
Online Library ◽  
Job Ads ◽  
Technical Services

A Review of: Reeves, R., & Hahn, T. (2010). Job advertisements for recent graduates: Advising, curriculum, and job-seeking implications. Journal of Education for Library and Information Science, 51(2), 103-119. Objective – To analyze the current state of the job market for recent MLS or MLIS graduates. Design – Content analysis of job postings. Setting – Online library or archival job advertisements published between 15 April, 2006 and 10 May, 2009 and collected from two national library publications (American Libraries and Library Journal), two electronic lists (Maryland's iSchool Discussion list and the Archives and Archivists list sponsored by the Society of American Archivists), two Internet job banks (USAJobs.gov and LISJobs.com), and several local chapters of library and archival organizations in the South Atlantic region of the United States. Subjects – 1,042 online library or archival job advertisements. Salary data were obtained from 401 available online job advertisements. Methods – The methodology for collection and content analysis of job ads was adapted from earlier studies, with slight modification wherever appropriate. The following criteria for selecting the ads were applied: • Ad says "entry-level" • No mention of professional experience • No experience or duties impossible for entry-level librarians to gain • Only ads that required an MLS or MLIS degree from an ALA-accredited institution • Part-time or temporary positions of less than nine months were excluded The authors removed duplicated job postings and identified three major areas of content analysis. Table 1 lists a brief summary of these areas and further sub-categories for each area. The content analysis was performed using a custom Microsoft Access database for data organization and storage and Microsoft Excel spreadsheet for data manipulation. SPSS was used for statistical analysis. Main Results – The two largest represented institution types for library positions were academic (63.6%) and public (17.5%). For archival positions, the academic (62.7%) and “other” (25.4%) institutions rank first and second. When the job ads were broken down into the position types, which were covering a wide range of responsibilities, the greatest numbers of entry-level library positions are found to be public service (52.2%) and technical services (23.9%) positions. The two largest represented position types in archives are technical services (50.7 %) and generalist (40.5%). While average salaries increased slightly over the four years of study, there is a more significant increase in the salaries of positions posted in 2009. The highest average salaries were found to be $43K for archivists working for government and $60K for library positions in the “other” category. In addition, the number of entry-level positions has increased from year to year over this period. Social competencies such as communication, collaboration and team work, and service orientation were the most emphasized traits for novice librarians and archivists. General information technology skills and knowledge of technical services were the most common skills required for both library and archive positions. Overall, the entry-level job postings did not require non-professional experience. However, 13.6% of the library and 18.7% of the archival positions required supervisory experience. Experience with preservation of physical objects and the knowledge of programming and mark-up languages were also common requirements for archives positions. Instructional and reference experience ranks the second and third essential skills for librarians. Conclusion – Based on the research results, a graduate degree in library or information science is required, but not sufficient, to enter the profession. Practical experience, either through internships, co-op programs, or part-time or full-time employment, is essential for new graduates seeking employment, but the majority of postings do not require a subject expertise, second Master’s degree, or knowledge of a foreign language. Since the job content analysis in this study only evaluated broad components of library services and archival operation, it might not provide sufficient data on new trends in the job market for the MLS curriculum review.

Attracting Students to Sales Positions: The Case of Effective Salesperson Recruitment Ads

2018 ◽  
Vol 42 (2) ◽  
pp. 170-190 ◽  
Author(s):  
Dawn R. Deeter-Schmelz ◽  
Andrea L. Dixon ◽  
Robert C. Erffmeyer ◽  
Kyoungmi (Kate) Kim ◽  
Raj Agnihotri ◽  
...  
Keyword(s):  
Academic Programs ◽  
Student Group ◽  
Entry Level ◽  
Study Approach ◽  
Business Colleges ◽  
Job Advertisements ◽  
Job Ads ◽  
Group Characteristics ◽  
Insight Into ◽  
Do So

Given the recent proliferation in sales programs, business colleges face a new set of challenges. Sales competencies are changing rapidly, and firms struggle with identifying and attracting sales candidates on campus. Therefore, it is important that we understand needed competencies and how the content of job advertisements may differentially appeal to various student populations. To do so, we develop a conceptual model, based on signaling theory, that focuses on how students formulate their intention to pursue a given sales position. Our research utilizes a two-study approach. First, we explore the desired entry-level sales skills communicated by employers through job advertisements. Next, we examine both student and advertisement characteristics and their distinct relationships with the satisfaction with the job ad and the intention to apply for a sales position. Our study is unique, as we examine distinct undergraduate groups’ (sales, marketing, other business, and nonbusiness students) responses to sales job advertisements. Our findings demonstrate that differences in job ad clusters and student group characteristics influence the intention to pursue a sales position. Specifically, different student majors perceive job characteristics communicated within job ads differently. As such, our research provides insight into academic programs as well as corporate sales recruiters.

A review of advertisements for part-time library positions in Pennsylvania and New Jersey

2016 ◽  
Vol 37 (1/2) ◽  
pp. 68-80 ◽  
Author(s):  
Zara Wilkinson
Keyword(s):  
New Jersey ◽  
Information Science ◽  
Library And Information Science ◽  
Content Type ◽  
Entry Level ◽  
Job Advertisement ◽  
Actual Person ◽  
Part Time ◽  
One Year ◽  
Science Educators

Purpose – The purpose of this paper is to examine advertisements for part-time professional library jobs in Pennsylvania and New Jersey. The goal is to gain a better understanding of what skills and experience levels are being required of part-time librarians, as well as what their expected salary and hours might be. Design/methodology/approach – Advertisements for part-time professional library positions were collected from online sources over the course of one year. Findings – Part-time librarian positions tend to be public services positions in either public or academic libraries. Advertisements for these position indicate a need for flexibility and often do not contain information about salary or hours. Many are suitable for entry-level librarians with no experience. Research limitations/implications – Job advertisement studies are limited in that they can only examine the information contained in the advertisements themselves and therefore may not reflect the actual person hired. Practical implications – This paper will provide useful information for librarians seeking part-time positions, as well as for library and information science educators and library managers who wish to mentor or hire new librarians. Originality/value – This paper corrects an identified lack of research into part-time library employment.

scholarly journals Library School Curricula in the US Should Address Liaison Responsibilities for Students Interested in Academic Librarianship

2010 ◽  
Vol 5 (2) ◽  
pp. 100
Author(s):  
Nazi Torabi
Keyword(s):  
Electronic Mail ◽  
Online Survey ◽  
Public Services ◽  
Department Head ◽  
Collection Development ◽  
Web Development ◽  
The Us ◽  
Job Advertisements ◽  
Job Postings ◽  
Job Ads

A Review of: Attebury, R. I., & Finnell, J. (2009). What do LIS students in the United States know about liaison duties? New Library World, 110(7), 325-340. Objectives – The two main objectives of this study were to determine the level of prevalence of liaison work in academic library job advertisements and to investigate whether the current library & information science (LIS) students are aware of liaison duties. Design – The mixed methods used in this study are job postings analysis and online survey. Setting – The research settings were the following: (1) Online academic job advertisements published between November 15, 2007 and January 15, 2008 and collected from Chronicle of Higher Education’s Web site and lisjobs.com; (2) Fifty-three electronic mail lists of ALA-accredited library schools in the US. Subjects – The subjects of the study were 313 online academic job advertisements and 516 LIS students. Methods – The sample size and methodology for the first part of this study were based on four previously published studies. Duplicated job postings were removed and the remaining were organized into 15 categories of access/public services, reference, instruction, bibliographer/subject specialist, combination (instruction and reference), archives/special collections, special libraries, director/dean, department head or coordinator, interlibrary loan (ILL), systems/web development, cataloguing, outreach, and acquisitions/collection-development. Only those job ads containing the term “liaison” were included in the analysis. For the second part of the study, the authors conducted an online survey. They attempted to investigate the knowledge of LIS students on liaison librarianship, to measure the level of exposure to liaison responsibilities in their course work, and to gauge the confidence of the individual in their ability to become successful liaison librarians. The survey was distributed among 53 LIS school electronic mail lists, resulting in 516 respondents. Main Results – The job ad analysis revealed that 29% of job postings were directly related to liaison duties. The liaison component of the positions related to access/public services, instruction, bibliographer/subject specialist, special, and outreach were the highest (50% or more). The liaison activities described in the job ads related to reference, a combination of reference and instruction, ILL, department head/coordinator, and system/Web development were also high (29% to 50%). The positions categorized as librarian, archives, director/dean, cataloguing, and collection development/acquisitions had less liaison responsibilities (

scholarly journals Other Duties as As igned: Emergin Trends in the Academic Library Job Market

2000 ◽  
Vol 61 (4) ◽  
pp. 336-347 ◽  
Author(s):  
Penny M. Beile ◽  
Megan M. Adams
Keyword(s):  
Content Analysis ◽  
Foreign Language ◽  
Research Design ◽  
Academic Libraries ◽  
Work Experience ◽  
Academic Library ◽  
Job Market ◽  
The Past ◽  
Job Advertisements ◽  
Technical Services

Nine hundred job announcements published in four journals in 1996 were examined using content analysis to compare requirements and benefits among various positions in academic libraries. This study updates the article “The Academic Library Job Market: A Content Analysis Comparing Public and Technical Services,” in which authors David W. Reser and Anita P. Schuneman analyzed 1,133 job advertisements published in 1988 to compare public and technical services positions.1 A growing number of electronic-related advertisements in the past decade has led to the addition of a third division to be investigated, namely the systems and automation librarian. For purposes of comparison with Reser and Schuneman’s article, the authors retained the same research design and variables. These variables include levels of computer skills, foreign-language requirements, previous work experience, educational requirements, and minimum salary offered.

scholarly journals EMPLOYABILITY SKILLS FOR ENTRY LEVEL WORKERS: A CONTENT ANALYSIS OF JOB ADVERTISEMENTS IN INDONESIA

2018 ◽  
Vol 10 (2) ◽  
Author(s):  
Suarta, I M ◽  
◽  
Suwintana, I K ◽  
Fajar Pranadi Sudana, I G. P ◽  
Dessy Hariyanti, N K ◽  
...  
Keyword(s):  
Content Analysis ◽  
Employability Skills ◽  
Entry Level ◽  
Job Advertisements

The Professionalization of Knowledge Management

2010 ◽  
pp. 139-156
Author(s):  
Betsy Van der Veer Martens ◽  
Suliman Hawamdeh
Keyword(s):  
United States ◽  
Knowledge Management ◽  
Content Analysis ◽  
Empirical Data ◽  
The United States ◽  
Critical Component ◽  
Roles And Responsibilities ◽  
Job Advertisements ◽  
Private Sector Organizations ◽  
Job Postings

Although knowledge management is becoming increasingly recognized as a critical component in the operations of both public-sector and private-sector organizations, it has yet to attain the true status of a recognized profession for information and knowledge professionals. In order to determine the emerging boundaries of this potential profession, the authors analyze the roles and responsibilities outlined in descriptions of knowledge management job advertisements. Empirical data concerning the organizations recruiting, the location of position, the qualifications needed, and the position’s role and responsibilities were gathered from 1200 job postings within the United States over the course of 12 months. The content analysis of the job postings and job description are used to identify potential areas specific and significant to knowledge management as an emerging profession. Further suggestions as to potential indicators of the professionalization of knowledge management are offered.

scholarly journals Information Professional Job Advertisements in the U.K. Indicate Professional Experience is the Most Required Skill

2009 ◽  
Vol 4 (2) ◽  
pp. 158
Author(s):  
Stephanie J. Schulte
Keyword(s):  
Content Analysis ◽  
Customer Service ◽  
Private School ◽  
Information Science ◽  
Qualitative Content Analysis ◽  
Web Design ◽  
Professional Experience ◽  
Professional Skills ◽  
Job Advertisements ◽  
Information Professionals

A Review of: Orme, Verity. “You will be…: A Study of Job Advertisements to Determine Employers’ Requirements for LIS Professionals in the UK in 2007.” Library Review 57.8 (2008): 619-33. Objective –To determine what skills employers in the United Kingdom (U.K.) want from information professionals as revealed through their job advertisements. Design – Content analysis, combining elements of both quantitative and qualitative content analysis. Orme describes it as “a descriptive non-experimental approach of content analysis” (62). Setting – Data for this study were obtained from job advertisements in the Chartered Institute of Library and Information Professional’s (CILIP) Library and Information Gazette published from June 2006 through May 2007. Subjects – A total of 180 job advertisements. Methods – Job advertisements were selected using a random number generator, purposely selecting only 15 advertisements per first issue of each month of the Library and Information Gazette (published every two weeks). The author used several sources to create an initial list of skills required by information professionals, using such sources as prior studies that examined this topic, the Library and Information Science Abstracts (LISA) database thesaurus, and personal knowledge. Synonyms for the skills were then added to the framework for coding. Skills that were coded had to be noted in such a way that the employer plainly stated the employee would be a certain skill or attribute or they were seeking a skill or a particular skill was essential or desirable. Skills that were stated in synonymous ways within the same advertisement were counted as two incidences of that skill. Duties for the position were not counted unless they were listed as a specific skill. Data were all coded by hand and then tallied. The author claims to have triangulated the results of this study with the literature review, the synonym ring used to prepare the coding framework, and a few notable studies. Main Results – A wide variety of job titles was observed, including “Copyright Clearance Officer,” “Electronic Resources and Training Librarian,” and “Assistant Information Advisor.” Employers represented private, school, and university libraries, as well as legal firms and prisons. Fifty-nine skills were found a total of 1,021 times across all of the advertisements. Each advertisement averaged 5.67 requirements. These skills were classified in four categories: professional, generic, personal, and experience. The most highly noted requirement was professional experience, noted 129 times, followed by interpersonal/communication skills (94), general computing skills (63), enthusiasm (48), and team-working skills (39). Professional skills were noted just slightly more than generic and personal skills in the top twenty skills found. Other professional skills that were highly noted were customer service skills (34), chartership (30), cataloguing/classification/metadata skills (25), and information retrieval skills (20). Some notable skills that occurred rarely included Web design and development skills (6), application of information technology in the library (5), and knowledge management skills (3). Conclusion – Professional, generic, and personal qualities were all important to employers in the U.K.; however, without experience, possessing these qualities may not be enough for new professionals in the field.

scholarly journals Making Job Postings More Equitable: Evidence Based Recommendations from an Analysis of Data Professionals Job Postings Between 2013-2018

2020 ◽  
Vol 15 (3) ◽  
pp. 103-156
Author(s):  
Joanna Thielen ◽  
Amy Neeser
Keyword(s):  
Data Management ◽  
Academic Libraries ◽  
Information Science ◽  
Academic Library ◽  
Research Data ◽  
Evidence Based ◽  
Graduate Degree ◽  
Data Repositories ◽  
Additional Degree ◽  
Job Postings

Abstract Objective - Over the last decade, many academic libraries have hired data professionals to offer research data services. As these positions often require different types of experience than traditional librarian positions, there is an increased interest in hiring professionals from outside the typical library and information science (LIS) pipeline. More broadly, there has also been an increased interest in academic libraries and higher education to incorporate the principles and practices of diversity, equity, inclusion, and accessibility (DEI&A) into their work. These phenomena allow an opportunity to examine the growing area of data professionals and library hiring practices through the lens of DEI&A. Data was collected from 180 data professional job positions, including education, experiences, and skills, to better understand the evolving and complex landscape of data professionals and to provide evidence based recommendations regarding how the profession can enact meaningful and lasting change in the areas of DEI&A. Methods - The qualifications and responsibilities listed in data professional job postings from 2013 to 2018 were examined. Prior to analyzing the job postings, a codebook of 43 variables was developed. The 177 data professional job postings (corresponding to 180 positions) were independently analyzed, noting the presence of each variable, including the locations and the degrees of complexity sought. After coding, discrepancies were mutually resolved. Overall, the coding process had 94% intercoder agreement, which indicates a high level of agreement. Results - Over one-third of postings (n = 63, 35%) did not use the word “librarian” in the job title. Eighty-eight percent (n = 159) required a Master’s in LIS degree, but 67% (n = 119) also accepted an equivalent degree. Over half of the positions (n = 108, 60%) were also looking for an additional degree, most frequently a graduate degree. The median salary of the positions listing a quantitative value was $57,000; however, this value may not be accurate because only 26% of job positions (n = 47) gave a quantitative salary. From the research data management skills mentioned, general data management (n = 155, 86%), data repositories (n = 122, 68%), and data curation (n = 101, 56%) appeared most frequently. Libraries were also looking for traditional LIS skills and experiences, including instruction (n = 138, 77%), consultation (n = 121, 67%), and a public services perspective (n = 69, 38%). Conclusion - The results show that academic libraries are trying to recruit candidates from outside the traditional academic library pipeline. Research data activities (a non-traditional area for LIS) and traditional LIS areas were both frequently mentioned. Overall, these job positions should be written through a more intentional lens of DEI&A. This would help to make data professional positions more diverse and inclusive, while also helping academic libraries to reach their goal of recruiting outside of LIS. A set of concrete DEI&A recommendations are provided that are applicable for writing all library positions, so that readers can put these results into action and enact meaningful change within the profession.

Skills and Competencies Required for Jobs in Business Analytics

2017 ◽  
Vol 8 (1) ◽  
pp. 1-25 ◽  
Author(s):  
Linda A. Leon ◽  
Kala Chand Seal ◽  
Zbigniew H. Przasnyski ◽  
Ian Wiedenman
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Data Analytics ◽  
Career Planning ◽  
Business Analytics ◽  
High Demand ◽  
Data Analyst ◽  
Job Advertisements ◽  
Data Scientist ◽  
Business Analyst

The explosive growth of business analytics has created a high demand for individuals who can help organizations gain competitive advantage by extracting business knowledge from data. What types of jobs satisfy this demand and what types of skills should individuals possess to satisfy this huge and growing demand? The authors perform a content analysis of 958 job advertisements posted during 2014-2015 for four types of positions: business analyst, data analyst, data scientist, and data analytics manager. They use a text mining approach to identify the skills needed for these job types and identify six distinct broad competencies. They also identify the competencies unique to a particular type of job and those common to all job types. Their job type categorization provides a framework that organizations can use to inventory their existing workforce competencies in order to identify critical future human resources. It can also guide individual professionals with their career planning as well as academic institutions in assessing and advancing their business analytics curricula.

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