View metadata, citation and similar papers at core.ac.uk Eamon C.

Tewell 407
brought to you by CORE
provided by E-LIS

Employment Opportunities
for New Academic Librarians:
Assessing the Availability of
Entry Level Jobs
Eamon C. Tewell

abstract: This study examines the availability of entry level positions in academic libraries
to better illuminate the status of the job market for current students and recent graduates of
Library & Information Science programs. Over a twelve month period from 2010—2011, 1385 job
advertisements were collected, with content analysis methods used to evaluate each advertisement
by level of position, institution type, location, department, and job type. Findings revealed one-fifth
of jobs advertised to be entry level, with seventy percent of all positions offered by universities, and
public services accounting for more than sixty percent of entry level employment opportunities.
Further research was conducted by contacting Human Resources departments at 33 institutions
to ascertain the experience backgrounds of successful hires.

Introduction

“T
he Librarian Shortage.” “The Graying of the Profession.” “The Entry Level
Gap.” These phrases are familiar to many librarians, appearing in various
iterations over the past forty years in the professional literature, at con-
ferences, and in conversations in libraries and library schools. Although a shortage of
librarians has been predicted since the early 2000s owing to the anticipated retirement of
baby boomers, discussions in the profession imply that securing a position in an academic
library is extremely competitive and will remain so for some time. As Rachel Cannady
and Daniel Newton explain in a recent article on job hunting, this is “one of the tough-
est economic climates since the Great Depression: layoffs are taking place, budgets are
being cut, and some positions are no longer being filled.”1 Christopher Stewart’s 2010
study of research library staffing trends indicates that many institutions are home to a

portal: Libraries and the Academy, Vol. 12, No. 4 (2012), pp. 407–423.
Copyright © 2012 by The Johns Hopkins University Press, Baltimore, MD 21218.
408 Employment Opportunities for New Academic Librarians

decreasing number of professional librarians.2 The job market is very limited for entry
level job seekers in particular, who typically lack the experience of more seasoned job
applicants and are unlikely to have integrated themselves into librarianship’s multifac-
eted culture. In order to give a more accurate picture of job opportunities for prospec-
tive professionals and contribute data to the ongoing discussion of the realities of the
library job market, this study focuses on the presence of entry level job advertisements
in academic libraries.
Perspective on the topic of entry level positions comes from an understanding of the
historical background of the library job market supply and demand. Librarianship has
seen a recurring tug-of-war between commentators embracing either “recruitment crisis”
or “job crisis” arguments. These dia-
logues have taken place in the library
Librarianship has seen a recurring
literature since at least the late 1960s
tug-of-war between commentators and vigorously continue today. In an
embracing either “recruitment crisis” informative discussion of the job mar-
ket for library professionals, Margaret
or “job crisis” arguments. Myers notes the “so-called manpower
crisis” triggered by increased federal
funding and new positions in the 1960s, and the fact that although a shortage of 100,000
librarians was predicted, this number simply never materialized.3 Federal budget cuts
and an increasing number of LIS graduates resulted in an oversupply of librarians in
the early 1970s. The sudden shortage of positions led to a flurry of articles blaming li-
brary schools and professional associations for over-recruiting and misrepresenting job
prospects. Library Journal, for example, devoted a special issue in 1970 to the problem
of securing employment titled, succinctly, “The Job Crisis.”4
The early 2000s saw a marked resurgence in the notion of an imminent increase in
the availability of jobs, due in large part to the “graying” of the profession. Authors such
as William Curran and Stanley Wilder cited the average age of librarians as evidence
of impending retirements.5 A 2002 editorial from former American Library Association
(ALA) President John Berry addressed the “Recruitment and Diversity Crisis,” calling
for each librarian to recruit at least two new professionals per year.6 A month later, an
article expounding on the data related to the anticipated retirements of library profes-
sionals appeared in American Libraries,7 which was used heavily in the ALA’s recruitment
efforts and assisted in securing $10 million in IMLS funding to recruit new librarians.8
The issue of potential staffing shortages reached numerous channels outside of the
profession, with major news outlets such as the Los Angeles Times, Washington Post, and
Chronicle of Higher Education reporting on the impending mass retirement of librarians.9
Soon thereafter, a series of articles in Library Journal addressed the job market from
predominantly negative perspectives. Rachel Singer Gordon advised readers to “Get
Over the ‘Graying’ Profession Hype” and argued that a mass retirement of professionals,
were it to happen, would not translate into entry level jobs.10 Rachel Holt and Adrienne
Strock noted a shift in the job market toward an overabundance of graduates, citing a
review of 900 job postings in which eleven percent were found to be entry level.11 David
Conners and Laena McCarthy took issue with Holt and Strock’s methods and utilized
Library Journal employment surveys to offer proof that graduates were finding jobs.12 In
 Eamon C. Tewell 409

2009 one job seeker reported on her “Academic Library Job Search Blues.”13 The dialogue
regarding the accessibility of positions for new librarians continues to this day.
It has been said that history has a way of repeating itself, and a review of the library
job market over the years informs us that the challenging employment situation recent
graduates may find themselves in is not unique. A recent study by Marybeth Grimes and
Paul Grimes underscores the natural ebbs and flows in staffing and the job market,14 and
Lipscomb provides an illuminating take on the cyclical nature of librarian shortages and
surpluses.15 With these historical lessons in mind, we can examine the details of today’s
library job market. Specifically, what might a prospective academic librarian expect to
find in terms of potential employment?
This paper analyzes the availability of entry level positions in academic libraries in
the United States. As such, the research questions guiding this study are:

• What proportion of academic library job postings are entry level, relative to positions
requiring experience?
• Are certain library departments more likely to offer entry level positions than others?
• What proportion of temporary and part-time jobs is advertised in relation to full-
time, permanent positions?
• Are certain geographic locations more likely to offer entry level positions than others?

The author’s intent is to better illuminate the status of the current job market by
providing quantifiable data on the positions being advertised, and more specifically,
to compare the existence of entry level openings to job advertisements requiring more
experience than most recent graduates would typically possess.

Literature Review
The library literature contains a wealth of research analyzing job advertisements and
requirements for positions in various specialties, settings, and time periods. For an ex-
cellent listing of many of these types of studies and their findings and methodologies,
see Rachel Applegate’s 2010 article.16 Although many other areas in the field have been
addressed, no authors to date have focused upon the existence of entry level jobs in
academic libraries. Studies of entry level jobs in libraries of all types, however, have ap-
peared infrequently since the early 1990s and provide a beneficial context for this study.
The existence of entry level positions and the state of the library job market has been
the subject of many opinion pieces over the years, but far fewer studies. A true consensus
has not been reached within the body of research that addresses the availability of entry
level jobs. In 1992 David Reser and Anita Schuneman examined over 1,000 nationally
advertised positions to examine differences between public and technical services op-
portunities.17 Utilizing a strict definition of “entry level,” the authors found eighteen
percent of advertised positions met these requirements, and more opportunities existed
for new librarians in public services compared to technical services. The lack of entry
level postings was attributed to the reluctance of institutions to advertise nationally
for non-specialized jobs. Seeking to update Reser and Schuneman’s study and follow-
ing their same criteria, Penny Beile and Megan Adams found increased specialization
among positions and a decrease in the number of entry level opportunities, particularly
in cataloging.18
410 Employment Opportunities for New Academic Librarians

In 2002 Claudene Sproles and David Ratledge studied job announcements from
American Libraries over a period of twenty years to discern trends in requirements for
entry level positions. Analyzing 1500 job ads, the authors found entry level jobs consti-
tuted twenty percent of the advertisements, and that while the percentage of positions
for new librarians remained stable over two decades, the qualifications had significantly
increased.19 More recently, Robert Reeves and Trudi Bellardo Hahn examined the require-
ments for entry level positions between 2006 and 2009. The authors concluded that a
majority of entry level positions were in academic settings and the number of entry level
jobs, as well as the requirements for these positions, had increased.20

Methodology
Sample Population
To collect all data pertinent to answering this study’s research questions, content analysis
was selected as the most appropriate methodology. One shortcoming of many studies
on LIS job advertisements is their sampling methods. Much of the research done in this
area examines only national job advertisements, print advertisements, or a combination
of both. The reality is that job advertisements can and will be found primarily through a
wide variety of online sources. To obtain a truly representative sample, researchers, and by
extension, job seekers, must tap into an array of resources far beyond traditional sources.
In her recent study of sources for job advertisements, Applegate found that “com-
monly used print sources provide only a small fraction of available positions,” leading
to the conclusion that “taking job ad samples directly from hiring institutions is time
consuming but provides more representative data.” Following Applegate’s sound advice,
this study focuses exclusively on online advertisements and looks for listings nation-
ally and in selected metropolitan areas to obtain the highest level of external validity
reasonably possible. To this end, a number of job sources were identified at the national,
regional, and local levels.
For national sources, fourteen job aggregators were selected for their large num-
ber of and frequently updated job postings. Job aggregators list multiple positions,
in periodicals, electronic discussion lists, or websites maintained by some entity not
representing the hiring institution.
Job aggregators list multiple positions, in Several aggregators were selected
from Applegate’s study, wherein
periodicals, electronic discussion lists, or she noted the most significant job
websites maintained by some entity not aggregators in terms of number
of positions listed: Academic Em-
representing the hiring institution. ployment Network, ALA JobList,
Chronicle of Higher Education,
and LibGig. The job postings, depending on the type of source, were accessed via RSS
feed in Google Reader, a website bookmark, Twitter, or an e-mail folder. Table 1 displays
a list of job aggregators, their geographic reach, and the way in which the postings were
collected.
 Eamon C. Tewell 411

Table 1
Job aggregators monitored

Source Name Aggregator Type Method of Collection

Academic Employment Network National RSS Feed Reader

American Library Association Joblist National RSS Feed Reader
Art Libraries Society of North America National RSS Feed Reader
Association of Research Libraries National Website
Chronicle of Higher Education National Website
COLLIB-L Discussion List National Email folder
Educause National Website
ILI-L Discussion List National Email folder
LibGig National RSS Feed Reader
LibInfoSciJobs National Twitter
LisJobs National RSS Feed Reader
NeedALibraryJob National Twitter
NMRT-L Discussion List National Email folder
Special Libraries Association National RSS Feed Reader
Association of College & Research
Libraries/New York Chapter Regional RSS Feed Reader
Association of College & Research
Libraries/New England Chapter Regional RSS Feed Reader
Illinois Library Association Jobline Regional RSS Feed Reader
Indiana University SLIS Regional RSS Feed Reader
Massachusetts Board of Library
Commissioners Regional RSS Feed Reader
Metropolitan New York Library
Council Regional RSS Feed Reader
Simmons College GSLIS Regional RSS Feed Reader
Special Libraries Association/New
York Chapter Regional RSS Feed Reader

Finding regional and local job postings proved to be a more complicated task than
locating those advertised nationally. Because an approach to collecting local-level data
such as identifying and locating the website of every institution of higher education in
the U.S. would prove extremely impractical, the author chose to examine three of the
nation’s largest metropolitan areas as a sample. To this end, the three areas randomly
selected from a list of the ten most populated metropolitan statistical areas in the United
States were: Boston, MA; Chicago, IL; and New York, NY. Institutions of higher education
within these cities were located using the U.S. Department of Education’s Database of
412 Employment Opportunities for New Academic Librarians

Accredited Postsecondary Institutions and Programs. The human resources webpages

for these institutions were subsequently located using a search engine. This yielded a
total of 126 institutions across three cities, whose webpages listing open positions were
then bookmarked and visited twice per month to check for library job postings not an-
nounced via job aggregator.

Data Collection
To determine how to accurately classify job postings as entry level, it is necessary to
delineate the requirements for an entry level position. Entry level jobs may in fact be
defined in many ways. For instance, is a position entry level if it requires a MLIS and any
experience, or does the requirement of experience automatically disqualify it as entry
level? Does a position with preferred requirements of one to two years of experience still
qualify as entry level? For the purposes of this study, a position is considered entry level
if the job advertisement requires:

1. An ALA-accredited Masters of Library Science degree or its equivalent;

2. One or fewer years of experience;
3. No experience or duties that entry level librarians typically do not possess (su-
pervising other professionals, administrative experience, etc.)

Additionally, positions were automatically categorized as entry level if the job

advertisement described the position as such. These criteria were adapted in part from
previous studies examining entry level positions, in particular the work of Sproles and
Ratledge, and Reeves and Hahn.21 These authors operated under similar, though narrower
criteria, by considering any position to be non-entry level if it required any experience
at all. This study allows some latitude in the experience required, particularly because
some employers can and do consider internships or pre-professional experience to count
toward work experience requirements. It is for this reason that one or fewer years was
set as the guideline for determining whether a position was entry level.

Data Analysis
With job announcements at the national and selected regional and local levels ready to
be collected and entry level positions defined, attention was turned to the data to be
analyzed regarding these positions. Job advertisements that met the entry level criteria
were examined for required qualifications. Preferred qualifications could be ignored as
extraneous to the study. Temporary and part-time positions were included in the results
and classified as such. Data from each job advertisement were collected according to
the following characteristics:

• Level of position (entry level; above entry level on account of experience require-
ments; above entry level on account of required duties difficult to obtain; part-time
and temporary)
• Source (the name of the source that published the job advertisement)
• Job Title (title of position listed in the job announcement)
• Institution Name (name of institution listed in the job announcement)
• Institution Type (college, community college, university, or other)
 Eamon C. Tewell 413

• Institution Status (public, private, or unknown)

• Location (state, as noted in job announcement or located via search engine)
• Location (Census-designated U.S. region)
• Category of Position (administrative; archives; electronic services; public services;
technical services)
• Type of Position (narrowed by the position’s duties, including such types as:
outreach; cataloging; instruction; serials; Web services; director; systems; etc.)
• Years of Experience Required (number of years of experience required by job
advertisement, if stated)

The data were collected from September 2010 to September 2011, with the intent of
accounting for the typical ebbs and flows of the hiring processes over the course of an
academic year. During the data collection process the pertinent information was recorded
and compiled into a Google Docs spreadsheet, then at the end of the one year period
exported to Microsoft Excel and analyzed.
Limitations of this methodology include the fact that not all jobs available are ad-
vertised online by the hiring institution (for example, internal job postings) and thus
could not be included in the results. Also worth noting is the reality that this study was
conducted during a nationwide financial recession, likely resulting in fewer ads being
collected than would have been in a more robust economic climate. Nonetheless, on
account of the extensive sampling methods, the advertisements accurately reflect the
proportion of entry level positions to those requiring additional experience, and the
information gathered is highly instructive on the type and level of job postings one may
expect to see from academic libraries hiring new employees.

Results
The final data set included 1385 job advertisements from a total of 22 job aggregators and
126 webpages of individual institutions in Boston, Chicago, and New York City. After
the one-year collection process, the data were categorized into three distinct sections:
Experience Requirements, Hiring Institution Type and Location, and Type of Position.

Experience Requirements
Entry level positions, classified as jobs requiring a MLIS or its equivalent, one or fewer
years of experience, and no experience or duties that entry level librarians are gener-
ally unable to gain, accounted for 282 (20.7 percent) of the 1385 positions. Seventeen
advertisements were either specifically noted as entry level or encouraged submissions
from entry level candidates, most frequently phrased as, “Entry level applicants are
welcome to apply.” Alluding to problems with the quality of applications previously
received, one institution specifically instructed applicants, “Entry-level candidates are
welcome to apply but must highlight their potential for success in this position.” Another
institution found it necessary to note suitable experience, stating, “New graduates with
relevant experience are welcome to apply.” Entry level applicants may meet the mini-
mum requirements for these jobs, meaning recent graduates can apply to these positions
without their applications immediately rejected owing to lack of skills. However, a vast
414 Employment Opportunities for New Academic Librarians

majority of job advertisements include Preferred Qualifications that request additional

knowledge in terms of either years of experience or duties, which are frequently used to
determine which applicants are most suitable for a given position. This greatly reduces
the number of jobs that entry level candidates are considered for beyond the preliminary
application stage.
Nearly 75 percent of positions were non-entry level, because of either experience or
duty requirements. Slightly more than 57 percent (57.4 percent) of the job advertisements
(795 ads) required more than one year of experience. Most commonly required was
between two and three years of experience, appearing in 205 position announcements.
Far fewer jobs were classified as non-entry level because of duties required, as was the
case with 230 advertisements (16.6 percent). More than half of these classifications were
made owing to supervisory experience stated as a requirement.
Part time and temporary positions accounted for only 78 (5.6 percent) of the total,
approximately half of which were part time and half temporary. Part time was classified
as twenty or fewer hours per week, and temporary was considered a duration of one
year or less. It can be assumed that few institutions would expend the time and cost
involved in advertising a part time or temporary job nationally, resulting in the relatively
small number of these positions. Figure 1 shows the percentage of advertisements by
the type of experience they require.

Figure 1. Job advertisements by experience requirements.

Hiring Institution Type, Status, and Location

During the data collection process, the type of institution, its public or private status,
and the geographic location were noted for each job advertisement. Institution types
were designated as their name implied (for example, Kenyon College, or University of
Texas), except when the type of institution was explicitly stated in the job advertisement.
 Eamon C. Tewell 415

Universities overwhelmingly dominated the postings, with 954 (68.9 percent) of posi-
tions in university settings. Colleges accounted for the next largest number of advertise-
ments, with 268 (19.4 percent). Community colleges solicited applications for 152 jobs
(10.9 percent). Miscellaneous higher education institutions, such as military academies,
seminaries, and others, advertised a total of 11 positions (.8 percent).
The public or private status of each institution was determined either as stated in
the job advertisement or by locating the website of the institution. Private institutions
accounted for 532 postings (38.4 percent), while 729 job postings originated from a
public institution (52.6 percent). The status of 124 institutions (nine percent) could not
be determined. The number of entry level jobs advertised did not differ significantly
according to institution status, though a greater number of public institutions offered
entry level jobs (164 positions, 58.2 percent of all entry level positions). This is likely
because more positions overall were advertised in university settings, of which many
are public institutions.
The number of hiring institutions roughly corresponds to each state’s population,
with New York and California advertising the most positions. Beile and Adams, for
comparison, found the greatest number of advertisements in 1996 to be in Texas and New
York.22 Because this study examined New York, Massachusetts, and Illinois at the local
level, each of these three states invariably has a larger number of positions represented
in the results, indicated in Table 2.
The distribution of job postings among the four major U.S. regions was moderately
even. The South represented 429 job advertisements (31 percent), with the Northeast
accounting for 416 (thirty percent). The Midwest (288, 20.8 percent) and West (252, 18.2
percent) followed. Figure 2 displays the number of job postings by region.

Table 2
Job postings by state (top ten number of advertisements)

State Frequency Percentage of Total

New York 148 10.7

California 113 8.2
Massachusetts 90 6.5
Illinois 79 5.7
Pennsylvania 75 5.4
Texas 70 5.1
Florida 58 4.2
Virginia 51 3.7
Connecticut 41 3
Indiana 41 3
Total Number 766 55.5
416 Employment Opportunities for New Academic Librarians

Figure 2. Positions advertised by U.S. Region

Type of Position
For each job advertised, the position’s category and specific focus was noted. A given job’s
category was assigned according to the majority of time spent in a particular area. Public
Services constituted a majority of positions, followed by Administrative and Electronic
Services. Each job category, sample job title, and number of positions are as follows:

• Administrative (“Dean of Libraries”) 355 jobs, 25.6 percent

• Archives (“Archives and Special Collections Librarian”) 77 jobs, 5.6 percent
• Electronic Services (“Systems/Emerging Technologies Librarian”) 234 jobs, 16.9
percent
• Generalist (“Librarian”) 34 jobs, 2.4 percent
• Public Services (“Reference and Instruction Librarian”) 541 jobs, 39.1 percent
• Technical Services (“Cataloging Librarian”) 144 jobs, 10.4 percent

The number of entry level advertisements found for each position category is shown
in Figure 3. Contrary to Sproles and Ratledge’s findings that systems librarian positions
were most likely to require experience,23 this study found that the “Electronic Services”
category, which includes systems and emerging technologies, is the category with the
second-highest number of entry level positions.
Positions were further analyzed to provide insight into specific job duties beyond
the position category. A significant number of positions consist of a combination of
job duties, such as Reference, Instruction, Outreach, and Collections, but the duties of
each job advertisement were considered to determine a singular area of focus. The re-
sults convey a concentration of positions in the “Reference” and “Director” categories,
 Eamon C. Tewell 417

Figure 3. Entry level jobs by position category

following the same general trend as positions by category. A list of the position types
that were advertised are shown in Table 3.

Additional Questions
These results raised additional questions that warrant discussion in this study. How do
the increasing number of professional positions that do not require an MLS impact the
library job market? What types of experience matter most for competitive entry level
positions? What differences exist in the hiring
practices of public and private institutions, How do the increasing number
unionized settings, or for part time and tem-
porary opportunities? How many entry level of professional positions that do
positions are filled by entry level applicants, not require an MLS impact the
compared to candidates with prior profes-
sional experience? A review of the manage-
library job market?
ment and library literature and the inclusion
of pilot data will begin the process of answering these key questions, each of which
requires far more complex data collection than is possible here and as such should be
incorporated into future studies.
The growing number of professional positions not requiring an MLS has generated
substantial discussion, though little discourse is concerned with these positions’ impact
on the library job market as a whole. Regarding the status of the MLS in the academic
library job market, Grimes and Grimes reported in 2008 that “the [MLS] degree’s relative
418 Employment Opportunities for New Academic Librarians

Table 3
Position types advertised

Position Type Frequency Percentage of Total

Access Services 50 3.6

Administrative 62 4.5
Archives 69 5
Cataloging 80 5.8
Collections 99 7.1
Director 160 11.6
Generalist 51 3.7
Instruction 124 9
Outreach 51 3.7
Public Services 40 2.9
Reference 338 24.4
Serials 36 2.6
Special Collections 39 2.8
Systems 54 3.9
Technical Services 29 2.1
Web Services 103 7.3

Total Number 1385 100

importance has declined over time,” and the degree is considered less essential when
employers seek workers with specialized skills outside of the traditional librarian’s
purview.24 James Neal’s influential article describing “feral professionals” observes that
libraries are creating new positions that the MLS does not prepare graduates for, in areas
such as systems, fundraising, publishing, and instructional technology. Because the pro-
fessionals occupying these positions come from different educational backgrounds than
MLS-credentialed professionals, Neal argues, they bring to libraries a “‘feral’ set of values,
outlooks, styles, and expectations” that may both disrupt and positively contribute to
the library environment.25 Wilder also notes the changes occurring in academic library
hiring and demographics, using ARL statistics collected in 2005 to determine that non-
traditional positions account for 23 percent of research library professionals, compared
to just seven percent twenty years prior.26 Further, 39 percent of library professionals
under 35 work in nontraditional positions, a finding with considerable yet unexplored
implications for the entry level job market and academic library staffing. The increasing
number of nontraditional library employment opportunities indicates that although the
MLS remains a prerequisite for a majority of positions, this may not remain the case as
academic libraries continue to redefine their goals and create new positions accordingly.
 Eamon C. Tewell 419

This study addressed the number of years of experience required by advertised

positions, but do hiring managers or search committees value certain types of experi-
ence in candidates? What types of experience matter most for entry level jobs? These
questions address the complexities of hiring practices beyond the basic requirements
found in a position advertisement, and they are difficult to measure. The library literature
contains recently completed studies surveying library professionals’ on the topic of what
qualities hiring committees value most in applicants. Zhonghong Wang and Charles
Guarria found that ninety percent of respondents considered “Skills and performance
of job requirements” to be the most important criteria, with previous academic library
experience considered “essential” by 38 percent.27 Additional advice from the practitio-
ner’s viewpoint is contained in Eamon Tewell’s survey of 280 art library professionals,
wherein respondents indicated that their subject backgrounds and experience were the
most significant factors toward obtaining their first position.28 In both cases experience is
directly correlated with obtaining a position. A survey or qualitative study interviewing
hiring managers in different settings would be of great value in understanding which
types of experience matter most for entry level opportunities.
The advertising and hiring practices in public and private institutions, unionized
settings, and for part-time or temporary jobs vary widely. These institutional factors,
which may be very instructive in how and which types of positions are advertised, are
absent from previous studies on entry level positions as well as emerging employment
trends in academic libraries. In the manage-
ment literature, recruitment in public insti-
tutions is the subject of Brian Collins’ 2008 The advertising and hiring
paper, while Robert John Araujo discusses practices in public and private
hiring practices in religiously affiliated uni-
versities from a legal perspective.29 The effect
institutions, unionized settings,
of unionized settings on hiring practices has and for part-time or temporary
also been briefly addressed outside of the LIS jobs vary widely.
field. Most pertinent are Marianne Koch and
Greg Hundley’s findings that unionization is
associated with the selection of fewer recruitment sources and the increased use of for-
mal candidate selection methods.30 Research is highly encouraged on unionized settings
in higher education and/or libraries, similar to the work of Applegate or Garcha and
Phillips.31 Anecdotal evidence suggests that temporary and part-time opportunities are
less likely to be announced on even a local level because of the time and costs involved
in advertising a position of any type. This study attempted to locate part-time and tem-
porary jobs by collecting postings from selected cities and regions, compared to related
studies that examine national occupational trends but fail to account for types of work
other than full time professional. Part time library employment has been a subject of
interest for some time now, most significantly in Mary Jane Brustman and Barbara Via’s
1988 article.32 Further investigation into this area, potentially by consulting a significant
number of hiring managers or library directors, would afford a better depiction of the
realities of the job market.
Most germane to this study is the question of how many entry level jobs are filled by
entry level applicants. Content analysis of job advertisements indicates the availability of
420 Employment Opportunities for New Academic Librarians

entry level jobs that can be applied for, but not necessarily obtained. It can be assumed
that in some cases the most qualified applicant will be selected by the hiring institution
regardless of a position’s entry level status. It is not
Most germane to this study unheard of for entry level positions to be obtained
by professionals with several years of experience,
is the question of how many particularly in a difficult job market. In an attempt
entry level jobs are filled by to provide pilot data addressing this matter, it was
decided the best means of determining the experi-
entry level applicants. ence backgrounds of successful applicants was by
contacting the hiring institutions directly.
Fifty positions were randomly selected from the 1385 job advertisements collected.
Forty-seven human resources departments were contacted via e-mail addresses located
on the selected institution’s website, and informed they were being e-mailed as part of
a research study being conducted on entry level positions in academic libraries. The
exact position was referenced by title and date of posting, followed by the question,
“Did the person hired for this position have experience in libraries after obtaining their
Masters in Library Science (MLS) degree? If so, how many years of experience did they
have post-MLS degree?” Thirty-three valid responses were received for a response rate
of 70.2 percent.
These pilot results provide evidence that entry level positions are not likely to be
filled by applicants with experience of one year or less. In total, 25 of the 33 successful
candidates (75.8 percent) did not fit the entry level description. The eight remaining
successful applicants (24.2 percent) are classified as entry level according to this study’s
guidelines. Table 4 displays the number of years of experience of all successful applicants.
A majority of positions from this sample of entry level opportunities indicates that
successful applicants are more likely to have several years of previous experience in
libraries, contrary to the assumption that entry level jobs are filled by candidates with
corresponding levels of experience. This could be on account of the fact that, in a difficult
job market, employers are more likely to receive large numbers of applications and thus
have the ability to select candidates with more experience. While this preliminary data
does not address the myriad other factors in hiring, including types of skills beyond
years of experience, it does suggest that additional research should be undertaken to
address this aspect of the entry level job market.

Conclusions
The results confirm that recent graduates face considerable challenges finding an entry
level job in an academic library. Nearly three-quarters of positions were non-entry level,
owing to either experience or duty requirements, and administrative positions repre-
sented 26 percent of all job advertisements. The number of entry level jobs is consistent
with previous studies, in particular Reser & Schuneman and Beile & Adams.33 However,
as previously stated, this study employed a more liberal definition of “entry level” by
including positions requiring up to one year of experience, suggesting that the number
of entry level jobs by previous researchers’ criteria is even less than indicated here.
 Eamon C. Tewell 421

Table 4
Experience of Successful Applicants

Number of Years Frequency Percentage of Total

0 3 9.1
1 5 15.2
2 5 15.2
3 8 24.2
4 7 21.2
5 2 6.1
6 1 3
7 1 3
8 0 0
9 0 0
10+ 1 3

Total Number 33 100

Given the small number of jobs that recent graduates can viably apply for, this
study provides insight as to what types of institutions and locations are most likely to
offer opportunities. Applicants for entry level jobs are most likely to find positions in
a university setting, since nearly seventy percent of all jobs were found in this type of
institution. The distribution of job advertisements among the four major U.S. regions was
relatively even, though slightly more positions were located in the South and Northeast.
This suggests that for job hunters, targeting universities may be a more fruitful path to
finding employment than pursuing particular areas of the country.
The data indicated that certain specialties are more likely to offer positions, par-
ticularly Administration and Public Services. In terms of entry level positions, recent
graduates have the most opportunities in Public Services and Electronic Services. In
what is a departure from previous studies, Electronic Services accounts for seventeen
percent of jobs while Technical Services is ten percent. This suggests one of two things:
that more positions historically included under the purview of Technical Services are
moving toward their own distinct classification as Electronic Services as library services
are increasingly offered online; or, independently of each other, the number of Electronic
Services jobs is growing and fewer Technical Services positions are available.
Additional research is recommended in the form of a longitudinal study to identify
the long-term trends in entry level job availability. Work completed in this area would
also address significant questions outside of the scope of this study, such as the number of
jobs offered year to year, as well as provide a valuable perspective on how the job market
weathers future economic changes. This study provided pilot data on the number of entry
level positions filled by applicants with entry level experience by soliciting information
422 Employment Opportunities for New Academic Librarians

from human resources departments, though full scale studies addressing this complex
question would be highly useful in achieving a realistic representation of employment
opportunities for recent MLS graduates. Several articles described above address such
questions as the impact of professional positions not requiring an MLS and the types
of experience valued most by employers, but further research is needed to document a
field rapidly changing because of budget constraints and advancements in technology.
Since the 1960s, the profession has seen cyclical waves of overstated job opportuni-
ties followed by a sharp correction in the job market. This study provides evidence that
in the current academic library market, entry level positions are greatly outnumbered
by those requiring years of experience and duties beyond the reach of recent graduates.
Recent graduates lacking significant practical experience may find securing a profes-
sional position to be a potentially insurmountable challenge. However, with increased
documentation regarding the realities of the job market, seasoned professionals, recent
graduates, and prospective students alike can make more informed decisions regarding
their career paths and goals.

Eamon Tewell, etewell@sarahlawrence.edu, is Reference Librarian at Sarah Lawrence College

in Bronxville, NY.

Notes
1. Rachel Cannady and Daniel Newton, “Making the Best of the Worst of Times: Global
Turmoil and Landing Your First Library Job,” College & Research Libraries News 71, 4 (2010):
205-212.
2. Christopher Stewart, “Half Empty or Half Full? Staffing Trends in Academic Libraries at
U.S. Research Universities, 2000-2008,” Journal of Academic Librarianship 36, 5 (2010): 394-
400.
3. Margaret Myers, “The Job Market for Librarians,” Library Trends 34, 4 (1986): 645-666.
4. Thomas Gwinup, “The Job Crisis: Causes and Consequences,” Library Journal 95, 19 (1970):
3739-3740; Carmen Hendershott, “The Job Crisis: Proofs and Prescriptions,” Library Journal
95, 19 (1970): 3735-3738.
5. William M. Curran, “Succession: The Next Ones at Bat,” College & Research Libraries 64, 2
(2003): 134-140; Stanley J. Wilder, “The Changing Profile of Research Library Professional
Staff,” ARL: A Bimonthly Report 208/209 (2000): 1-5.
6. John W. Berry, “Addressing the Recruitment and Diversity Crisis,” American Libraries 33, 2
(2002): 7.
7. Mary Jo Lynch, “Reaching 65: Lots of Librarians Will Be There Soon,” American Libraries 33,
3 (2002): 55-56.
8. Mary Jo Lynch, Stephen Tordello, and Thomas Godfrey, “Retirement & Recruitment: A
Deeper Look,” American Libraries 36, 1 (2005): 26; “Laura Bush Addresses Nation’s Critical
Shortage of Librarians: Proposes $10 Million to Recruit New Librarians,” U.S. Institute of
Museum and Library Services press release, cited in D-Lib Magazine 8, 1 (2002), http://www.
dlib.org/dlib/january02/01inbrief.html (accessed April 5, 2012).
9. Jennifer Jacobson, “A Shortage of Academic Librarians,” Chronicle of Higher Education,
(August 14, 2002), http://chronicle.com/article/A-Shortage-of-Academic-Libr/46034 (accessed
April 5, 2012).
10. Rachel Singer Gordon, “Get Over the ‘Graying’ Profession Hype,” Library Journal 129, 1
(2004): 62.
11. Rachel Holt and Adrienne L. Strock, “The Entry Level Gap,” Library Journal 130, 8 (2005):
36.
 Eamon C. Tewell 423

12. David Conners and Laena McCarthy, “The Jobs Can Be Found,” Library Journal 132, 14
(2007): 44-45.
13. Sarah Baker, “Academic Library Job Search Blues,” Library Journal, (Sept. 9, 2010), http://
www.libraryjournal.com/lj/communityacademiclibraries/886717-265/academic_library_job_search_
blues.html.csp (accessed April 5, 2012).
14. Marybeth F. Grimes and Paul W. Grimes, “The Academic Librarian Labor Market and
the Role of the Master of Library Science Degree: 1975 through 2005,” Journal of Academic
Librarianship 34, 4 (2008): 332-339.
15. Carolyn E. Lipscomb, “Librarian Supply and Demand,” Journal of the Medical Library
Association 91, 1 (2003): 7-10.
16. Rachel Applegate, “Job Ads, Jobs, and Researchers: Searching for Valid Sources,” Library &
Information Science Research 32, 2 (2010): 163-170.
17. David W. Reser and Anita P. Schuneman, “The Academic Library Job Market: A Content
Analysis Comparing Public and Technical Services,” College & Research Libraries 53, 1 (1992):
49-59.
18. Penny M. Beile and Megan M. Adams, “Other Duties as Assigned: Emerging Trends in the
Academic Library Job Market,” College & Research Libraries 61, 4 (2000): 336-347.
19. Claudene Sproles and David Ratledge, “An Analysis of Entry-Level Librarian Ads
Published in American Libraries, 1982-2002,” Electronic Journal of Academic and Special
Librarianship 5, 2-3 (2004).
20. Robert K. Reeves and Trudi Bellardo Hahn, “Job Advertisements for Recent Graduates:
Advising, Curriculum, and Job-Seeking Implications,” JELIS: Journal of Education for Library
& Information Science 51, 2 (2010): 103-119.
21. Sproles and Ratledge, “An Analysis of Entry-Level Librarian Ads”; Reeves and Hahn, “Job
Advertisements for Recent Graduates.”
22. Beile and Adams, “Other Duties as Assigned.”
23. Sproles and Ratledge, “An Analysis of Entry-Level Librarian Ads.”
24. Grimes and Grimes, “The Academic Librarian Labor Market.”
25. James G. Neal, “Raised by Wolves: Integrating the New Generation of Feral Professionals
in the Academic Library,” Library Journal 131, 3 (Feb 2006): 42-44.
26. Stanley Wilder, “The New Library Professional,” The Chronicle of Higher Education,
(February 20, 2007), http://chronicle.com/article/The-New-Library-Professional/46681 (accessed
April 5, 2012).
27. Zhonghong Wang and Charles Guarria, “Unlocking the Mystery: What Academic Library
Search Committees Look for in Filling Faculty Positions,” Technical Services Quarterly 27
(2010): 66-86.
28. Eamon Tewell, “Art Librarians’ Professional Paths: A Careers Survey with Implications for
Prospective Librarians,” Art Libraries Journal 37, 1 (2012): 41-45.
29. Brian K. Collins, “What’s the Problem in Public Sector Workforce Recruitment? A Multi-
Sector Comparative Analysis of Managerial Perceptions,” International Journal of Public
Administration 31, 14 (2008): 1592-1608; Robert John Araujo, “The Harvest is Plentiful, but
the Laborers are Few: Hiring Practices in Religiously Affiliated Universities,” University of
Richmond Law Review 30 (1996): 713-780.
30. Marianne Koch and Greg Hundley, “The Effects of Unionism on Recruitment and Selection
Methods,” Industrial Relations 36, 3 (1997): 349-370.
31. Rachel Applegate, “Who Benefits? Unionization and Academic Libraries and Librarians,”
Library Quarterly 79, 4 (2009): 443-463; Rajinder Garcha and John C. Phillips, “U.S.
Academic Librarians: Their Involvement in Union Activities,” Library Review 50, 3 (2001):
122-127.
32. Mary Jane Brustman and Barbara J. Via, “Employment and Status of Part-Time Librarians
in U.S. Academic Libraries,” Journal of Academic Librarianship 14, 2 (1988): 87-91.
33. Reser and Schuneman, “The Academic Library Job Market”; Beile and Adams, “Other
Duties as Assigned.”