Q. for Academic Librarians: How important is GPA in hiring process?

For those of you who are academic librarians and/or have served on hiring committees, how important are applicants' GPAs (earned in their MLS programs)? Are B's acceptable?

I'm currently earning my MLS part-time while working full-time at an academic library. I have a really hard time making A's in my classes. Even spending nearly all of my evenings and weekends working on homework, it seems as if the best I can make are B's.

I've been in my position (circulation supervisor) for a year now, and I find it very draining. Basically I am the staff member who deals with students and faculty who are disgruntled over lending policy, lost materials, account blocks, etc. I have a lot of responsibility even though I am in the lowest-paying position. I'm trying to assess whether or not it is worth staying in this job. I wonder if I would be better off quitting my position and going to school full-time to devote all of my energy to my classes (in hopes of raising my GPA). (Based on prior experience, I'm fairly certain I could make A's if I wasn't so exhausted from my job.)

So...which do you think is better? A B-average GPA and several years of library experience, or a higher GPA with just one year of library experience (plus maybe some internships)?

(Sorry if this question sounds weird...one of the librarians I work with told me that you have to have a really high GPA in order to get hired as an academic librarian and also that B's are frowned upon and C's are considered failing.)

Are you interested in academic research or faculty support? Those areas would likely require more academic rigor than in other positions.

In general, experience trumps GPA (and the more experience, the better). However, a good GPA, especially in courses relevant to the specific positions you're seeking, is still a plus. C's in ANY graduate program is considered sub-standard.

Academic positions can be VERY competitive with lots of applicants. Though GPA might be secondary, if you're one of, say, 200 applicants for a position, your application is more likely to end up in other than the top tier of applicants. We tend to create three groups for our applicants:

1. Technically unqualified for the position (e.g., no MLS).
2. Technically qualified, but doesn't stand out.
3. Technically qualified, with other desirable attributes (e.g., extensive experience, second master's degree, bilingual, good GPA, etc.).

The third group is the one that we then follow up with phone calls, then interviews.

I agree with Fugitive -mostly:) Experience IS the primary consideration.

As to GPA:

In the past 5 years, my Library has opened 11 professional searches. At no time did we consider GPA. It was never necessary to use GPA to winnow the pool. Generally, poor writing skills narrow the pool of attractive candidates quite well. Calls from parents and spouses take out a few, too.

Grammatical, logical, and spelling errors in a cover letter and resume will eliminate you from consideration. If you can't sell yourself effectively in the cover letter, why would a search committee think that you could write an effective memo? grant application? be an effective advocate for your Library? etc.

Please proof read your cover letter and resume so I don't have to!

I had a very good Master's GPA but I don't recall that I even put it on my resume and I don't think employers requested my transcript, either. (Of course, I was graduating from a competitive program, so just getting into the program may have been a recommendation.)

What do you mean by "calls from parents and spouses take out a few. too"?

I would recommend getting as much experience as you can. I was never once asked for my GPA or transcripts during my job searches. (Granted, there's only really been two so far.) As long as you've got a good handle on the subjects and theories in your classes, you should be fine.

Unless you have a 4.0, I can't imagine even putting a GPA on a resume. They will see your GPA when you submit your transcripts, and that's generally after a job offer has already been made.

As fugitive said, though, as I recall, a C is failing in grad school. We were expected to make Bs or above or had to retake a class.

Thanks a lot! This information is very helpful.

That was very funny about the spouses and parents calling. I've heard about that kind of thing but never actually knew anyone it happened to.

In my library (academic), one's resume carries more weight than one's grades, although C's in graduate work would be frowned upon. I agree with the comment that experience counts, and the more experience the better! Also, make sure what you write is spelled and punctuated correctly. There is nothing worse than having sloppy work in a candidate's letters and resume, especially in this day and age of spell-check software. In terms of your postulated either/or, I'd say the B-Average and several years of GOOD library experience would trump the higher GPA and one year of experience. But excellent references for that one year of experience could tip the balance, as well.

I would add if you are interested in positions related to Science or Engineering librarianship, your chances are much higher if you have some experience. The competition is dramatically higher in the humanities and social sciences.

Good Luck!

As an academic librarian who has sat on search committees (we have faculty status) I would say your GPA matters not at all. I have never seen it considered. If you are going for your first professional position, any library experience is a plus. Love of the profession and enthusiasm are key traits we look for. Of course, as a first-timer you would be eligible only for entry-level positions and salary but if you love what you are going to do it won't matter! Our library has no MLSs in Circ; only acquistions, collection development, cataloging and reference.

yes, it's true. Parents and on one occasion the spouse of a candidate called. I also have received handwritten resumes and cover letters. Once, it was in pencil.

The call generally goes something like this:

my child/spouse submitted an application for your position X weeks ago. S/he hasn't heard anything and since s/he is too busy to call, I am following up for him/her. Can you tell me the status of the search?

My response generally goes something like this:
Ms./Mr so and so . . . please confirm the name of the your son/daughter/spouse so that I may verify receipt of application.
Thank you.
The search committee is currently reviewing all applications and I expect the committee chair will be contacting candidates of interest within the next week or so. I will inform the chair of your call.
Have a great day.

I then immediately call/e-mail the chair and that resume is pulled out and a letter of rejection sent - REGARDLESS of the quality of the candidate.

Those of you who manage know that managing individuals and departments is hard enough without also having to manage their parents, spouses and I just know that some day I will get a call from a child checking up for the parent!

happy interviewing! Remember, it's as much about YOU interviewing them as them interviewing you!

I am horrified that Vino Fonesca would punish a candidate for an inquiry made by that person's family member.

I agree that experience counts and GPA doesn't. If you have a 4.0 GPA or were valedictorian put it on your resume and casually mention it in your cover letter. The M.L.S. is a credential. Once you have it, that's it.

I think there's a difference between the person inquiring and the family member inquiring, especially if the person applying says that they are "too busy" to follow up. There is no need for helicopter parenting. You wouldn't send an application for a job through another person's email address and you wouldn't have your mom drop off your application, you don't have your mom call to inquire about your application status. Take some personal responsibility. Who really wants this job the applicant or the family member? (and I'm 28 supposedly in that crazy helicopter parenting generation).