The problem

Finding the right talent for libraries is like searching for a rare book. The moment a job is posted, the clock starts ticking to fill the role quickly and efficiently. Often, library managers find themselves in a queue, waiting to fill multiple positions without a ready talent pipeline. The challenge intensifies when HR departments, unfamiliar with the unique nuances of library roles, treat these positions like any other departmental vacancy. This lack of specialized understanding, coupled with limited insights into labor market trends and best practices , leaves library managers in a cycle of outdated hiring based on old role requirements, even as stakeholder expectations continue to shift towards a more digital experience.

The solution

To turn the page on this challenge, libraries must craft their own talent pipeline – a proactive ‘just in case’ strategy over the reactive ‘just in time’ approach. Recognizing that libraries understand their needs best, and no one champions their cause better than their own staff, Skilltype’s visibility option introduces the library’s story and priorities. Enabling visibility allows other users to find the organization and, if interested, request to share their skills data for further engagement.

Skilltype users who don’t work for the library but have opted in to begin sharing their profiles with them are now a part of the library’s talent pipeline as Followers. Followers on Skilltype differ from Members of an organization due to their email address not matching the organization’s email domain within Skilltype. Followers on Skilltype are different from followers on other platforms. Here, the platform maps a user’s data against the organization’s needs assessment. This allows Skilltype to present potential candidates to library administrators based on the skills the library is missing. Once the organization finishes its needs assessment during onboarding and sets itself to visible, users can begin following the library, and the data is refreshed in real time each time an administrator views their Talent Audit.

Skilltype administrators in the library can also invite previous job applicants to their Skilltype organization as Followers using the Directory’s invite tool. Today, prior job applicants that have expressed interest in working for the library will be outside the usual recruitment radar. Inviting them to Skilltype resurfaces their skills, highlighting gaps to administrators that the library needs to fill. This approach helps ensure the library no longer starts job searches from scratch through a robust and up-to-date talent pipeline.