What are the implications of Social Marketing on filling positions at my Library?

I suggest you put skill qualifications at the bottom of your priority list. Start with what is fundamental to Social Marketing...the people side of the equation. The Library is a people and problem solving enterprise. The best candidates will like people, like helping people and be good judges of character. The best candidates will also like challenge, not be easily frustrated with road blocks (or frustrating customers) and be able to develop “workarounds” in their mind while dealing with customers. In other words, “think on your feet”.

Other advantageous characteristics include “free thinkers”, people who are willing to be surprised, those with an innate sense of curiosity, and those who have a keen interest in learning, which implies an equivalent amount of interest in unlearning.

Next on the list: “plays well with others”, “shares” and “puts their toys away when done playing” are all traits to look for in any age candidate.

Finally, let’s go to the technical “qualifications”. The skill set. Are these important? Sure. Just not very. The reality is that most of what skills are needed can be taught, and taught more easily than any of the traits I listed above (even spelling!). As a matter of fact, the traits I have listed are so ingrained in one’s character and are such a part of an individual’s culture by the time they reach adulthood, they aren’t likely to be changed, regardless of effort to do so.

In the end a great staff is key to the success of any library. And the selection criteria are rightly deemed critical to the selection of great staff. Get off to a good start by focusing on what’s important at the Library....and with each candidate consider what you can and want to invest in developing...culture or skills.