If you do not know anyone, find someone you know that knows someone. There is no easy way to get the information otherwise.

The real dirt probably would not come out until the interview phase.

I would not read anything into a "system lists multiple positions at once". It can be as simple as new money. It could be a wave of retirees. It could be new initiatives.

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Brian C. Gray
Head of Reference & Engineering Librarian
Kelvin Smith Library
Case Western Reserve University
http://blog.case.edu/bcg8
bcg8@case.edu

From my limited experience, I can say that I have tried asking indirectly but I haven't been successful in finding the exact reasons why certain postions are vacant or why XYZ left the job. The answers that I received during the time of the interviews seemed convincing. Later, I came to know the real reasons after I joined the position. I know this doesn't help much but it is difficult to find the truth.

There could be any number of reasons why a library may have a high turnover rate (at least for entry level or para-professional jobs). Some reasons that come to mind are money issues, internal promotions and office politics. Consider too the size of the library and staff, the local economy and cost of living as factors. I suspect that money is a major factor for high turnover. One has to eat, and living costs will influence staff to seek new opportunities.

Generally, a well-funded, large library system with expanding services may continue to re-post openings due to internal promotions. Therefore, some questions to ask include what percentage of staff receive internal promotions, annual rate of turnover, and percentage of staff who are continuing their education (college level or professional development). What opportunities are there for staff development and is this tied to promotion? What kind of support does the library provide for staff who seek higher education (library-related)? Some of this info may be available before an interview by asking the library HR Department or viewing the institution website. I would check the library annual report for clues about management, funding and services.

A low rate of internal promotion, high rate of employee turnover and, sometimes, low percentage of employees seeking additional education or development may signal managment or economic problems. A library that discourages staff and para-professionals from additional training, or does not support study toward an MLS is not a library to work for.

Sometimes politics and diversity issues may be a factor in high turnover and continual re-posting of jobs. Is the library part of a private, religious institution? They may have hiring preferences.

Significant layoffs of older staff may mask attitude problems and can affect morale and loyalty. How management reacts to diversity issues (age, race, gender and so on) reflects that institution. Staff who feel unwanted or uncomfortable will leave. Sometimes they sue.
One might check media and legal sources to see if there are controversies. One can ask local librarians about the reputation of a particular institution. Would they want to work at that institution, and if not, why?

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