Showing posts with label interviews. Show all posts
Showing posts with label interviews. Show all posts

11 Sept 2023

Open Access in Sweden - moving beyond transformative agreements

Post by Hardy Schwamm, Open Scholarship Librarian at the University of Galway and member of the libfocus team. This interview below was originally posted on the Hardiblog on 11 September 2023.

In this interview of the Open Voices series Hardy talks to Wilhelm Widmark, Library Director at Stockholm University Library, about the Open Access strategy of Swedish universities and research institutes who are organised in the Bibsam Consortium.

Hardy: Hello Wilhelm. Thanks for talking to me. To start our conversation can you introduce yourself, please?

Wilhelm: Sure, I'm Wilhelm Widmark and I'm working as the Library Director at Stockholm University and have done that for the last 12 years. I'm also the Senior Advisor to the President of Stockholm University in questions regarding Open Science. I work as the Vice Chair of the Swedish Bibsam Consortium where our University President, Astrid Söderbergh Widding, is the Chair and we work closely together in the Consortium. I'm also Director of EOSC, the European Open Science Cloud. In Sweden, we have the Rectors Conference of The Association of Swedish Higher Education Institutions which has different subgroups, and one of the groups is the Coordination Group of Open Science. We work together among universities on how we should pave the way forward for Open Science, and that is what the Coordination Group does.

Hardy: Can you summarise where you are with regards to Open Access in Sweden?

Wilhelm: We have a mandate from the Swedish Government that we should have reached 100% Open Access in 2021. It was in the latest Research Bill. But we didn't reach the target in 2021. Currently, we have around 80% Open Access to Swedish research articles. You mentioned the ESAC Registry of Transformative Agreements where Ireland is among the top 10. Sweden is sometimes on the top spot, sometimes it is Norway, sometimes Finland. [As of 1 September 2023, Finland is number one, Sweden number two, see below or check ESAC].

Screenshot from ESAC Market Watch
So, we are currently at around 80% Open Access but we strive to get to 100%!

For Swedish researchers Open Access is not a question anymore. For them it is obvious that all publications should be Open Access. They don't think that Open Access is anything strange or undesirable, it is part of their academic life.

Hardy: How does the Swedish approach differ from other countries in Europe?

Wilhelm: I think the most important thing we have done is to delegate the decisions to a higher level than library directors. At all annual meetings of the Rectors Conference, we have discussions about the different publisher agreements and strategies. The Steering Committee of the Bibsam Consortium is elected by the Rectors Conference. So, both rectors and library directors sit on the Steering Committee of the consortium. We discuss everything with the rectors. Open Access is not a library question, it is an issue that has a place in the income trays of the presidents of universities!

Hardy: What has your experience been with transformative agreements?

Wilhelm: Well, we have worked very hard to get a lot of transformative agreements. We have made a lot of mistakes on the way, and it has cost a lot to have them. But if you see the rates of how much Open Access we have now, that has been a success. How the transformative agreements are driving the transformation towards Open Access that is a bigger problem. Because I think today, many of the publishers want to stay within transformative agreements as the basis of their new business model and that won't work for us. So, we will keep on having both systems for a while, both open and closed, and I don't think that the transformative agreements will change that.

Hardy: What are your next steps forwards? You mentioned the subscription elements of these agreements. What is the Swedish approach to that?

Wilhelm: We started a strategy group in Sweden two years ago which is called Beyond Transformative agreements, where we had a lot of discussions during two years on what will happen in the future. What kind of strategy should the Consortium have to go beyond transformative agreements? The group was composed of university management, negotiators from the Bibsam Consortium, researchers from different disciplines and the funders as well. I think it is important that we have all stakeholders within the research system in this group. The strategy group has finished a report that will be published soon, both in Swedish and in English, because many colleagues in Sweden and internationally are interested in what we are doing.

This group made some suggestions on what we should do concerning the negotiations with the publishers. One of the main strategies is that during a certain period we should not pay for anything but publishing as a service. Right now we are trying this out in some negotiations: with Elsevier, Sage and ACS (American Chemical Society). We are testing our ideas on these three publishers.

Hardy: That also means if you don't agree a publish agreement you would “walk away”. Is that an option?

Wilhelm: That will always be an option if we don't reach our goals. We can walk away from the negotiations and leave the agreement. We have done that once before with Elsevier in 2018. The Bibsam Consortium was without an agreement with Elsevier for one and a half year, and that is definitely a possibility for the future as well.

Hardy: If you walk away from a Publish & Read agreement, you will not fall back to a read-only agreement? There is a consensus in the Bibsam Consortium that this is how you will act?

Wilhelm: You need to have a lot of communication before you walk away from an agreement. When we did that with Elsevier that was a decision by the Rectors Conference. All the universities were behind it. The decision did not come from the Consortium, it was made by the Directors Conference.

If you walk away, you really need to explain why you are doing it and then also have strategies in place at the affected universities of how to handle questions, and we have experience with such a situation. When we didn’t have access to Elsevier journals for one and a half year, most researchers understood why we did it, and they backed us up. All rectors stood behind it, and no university arranged any subscriptions with Elsevier during that period. You really need to do this strategic work before the negotiations, and you have to stand by your decision! After that, help your students and researchers in the best way you can do.

 

Wilhelm Widmark

Hardy: You mentioned that a lot of senior academics were involved in your discussions. What about the grassroots of the academic community?

Wilhelm: We can't work with everybody, but we have to have communication aimed at everyone and explain what we are doing. I think many researchers see it as a shame that the profit margins of the big commercial publishers are so high. It is money that should stay within the research system and not go to for-profit publishers. But at the same time, they are forced to publish with them. It is really hard not to!

We had many researchers who when we cancelled the Elsevier agreement wrote to us and said that they accept this decision and stand by us. Regarding the Read-access libraries will manage to get access to publications in some way.

Hardy: You mentioned that you are doing these negotiations with these three publishers as a trial or pilot. How long is your pilot period?

Wilhelm: We are negotiating the new agreements during this year, and the pilot will start in 2024 if we reach agreements.

Hardy: What do you think other countries like Ireland can learn from what you've done so far?

Wilhelm: One important thing is to have all universities engaged. The university management must be involved in those discussions because it's a question about money, and it's a question about institutional strategy. We are also working with the big Swedish research funders on how we should finance the different agreements. We have discussions with all stakeholders, that is really important.

You shouldn't rely only on transformative agreements. You need to have discussions about other paths towards Open Access. How can researchers take back the control of the publishing system? We are talking about a national or European publishing platform like ORE (Open Research Europe). We need to have alternative publishing routes, for example we need to look at Diamond Open Access. You also need to look at the copyright issues and you need to have strategies for that as well. You can't work just with transformative agreements. You need to have different routes to make Open Access work.

Hardy: You are referring to the Rights Retention Strategy?

Wilhelm: Yes, definitely. No university in Sweden has implemented it yet, but we are talking about it. For instance, The Norwegian University of Science and Technology (NTNU) has introduced its Rights Retention Strategy last year, and we are looking at how that works. I don't know how it is like in Ireland, have you looked at Rights Retention Strategy?

Hardy: We are expecting a national project funded by the National Open Research Forum that will look at Rights Retention in the Irish context. We are also talking to colleagues in the UK who have implemented a Rights Retention Strategy in their institution [see for example this Open Voices interview with Emma Francis from Aberdeen University]. I think we have learned in the last few years that maybe we were too keen on transformative agreements as a single solution for Open Access?

Wilhelm: Yes, and that is also the advice from the transformative agreement group that you need to work on different routes to have a complete and diverse picture for the future. Also, we should not accept to pay for hybrid journals and subscriptions in the future. We really have to discuss with the publishers how that can work.

I think what others campus can learn from Sweden is that we have made a lot of mistakes initially with transformative agreements. Now we have got good transformative agreements in terms of Open Access coverage, but they are too expensive, and we don't want to keep on paying into that system. We would like to change the system, to drive the publishers to more Open Access beyond transformative agreements. Sweden is a small country, and we need more countries to tell publishers that they will not accept to pay both subscription and Open Access fees in the future. But we need to do it all together across the world!

Hardy: My final question: You said you have an Open Access rate of around 80% in Sweden at the moment, which is brilliant and a lot better than for example Ireland. Will you succeed to reach the final 20% with your current strategy?

Wilhelm: Initially, our Open Access rate might even drop because if we walk away from certain agreements that will have a negative impact on the rate. But that is important, as we can't accept that the old transformative agreements will be the ongoing business model. At the same time our goal is to reach 100% Open Access, but not at any price.

Hardy: Wilhelm, thanks a lot for our chat.

Wilhelm Widmark is the Library Director of Stockholm University since 2012. Since 2020 he is also Senior Adviser for Open Science to the President of Stockholm University. He has a Master of Arts in Literature and a Master of Arts in Library and information science from Uppsala University. Wilhelm is active in the Open Science movement in Sweden and Europe. He is the Vice-Chairman of the Swedish Bibsam consortium and a member of the Swedish Rectors Conference Open Science group. He is also a member of EUA’s Expert Group on Open Science and one of the Directors of EOSC Association.   

The interview was conducted by Hardy Schwamm, Open Scholarship Librarian at the University of Galway.

20 Apr 2022

My Top Tips for CVs, Cover Letters and Interviews


Guest post by Marie O’ Neill, Head of Enhancement, CCT College Dublin

I was delighted to be invited by the Career Development Group (CDG) of the Library Association of Ireland recently to speak on all things pertaining to job seeking, CV preparation and interviews. It was an honour to speak alongside peers that I admire greatly such as Emma Doran of Kildare County Council Library, Martin O’ Connor of UCC Library, Johanna Duffy of AIT Library and Linda Fennessy of the National Library of Ireland. The work of the Career Development Group of Ireland is a vital support to those wishing to develop their careers further. Membership of the Library Association of Ireland connects library students, graduates and staff to a vibrant, dynamic and supportive national community of practice. Students of a recognized LIS course can join the Library Association of Ireland for free (course details and year must be provided). Further information about joining the Library Association of Ireland is available at: https://www.libraryassociation.ie/membership/

A little bit about me. I am a graduate of the library schools of University College Dublin and the University of Northumbria. I have been a librarian for 30 years, working in libraries such as King’s Inns, Technological University Dublin, University College Dublin, the HSE, the Welsh Office, the Oireachtas and Dublin Business School where I was Head Librarian for 12 years. I was the originator and co-founder of the MSc in Information and Library Management at Dublin Business School. More recently I have migrated into an academic enhancement role at CCT College Dublin. I remain as active as ever in the library sector. I am a Council member of the Library Association of Ireland and a Committee member of the Library Association of Ireland’s Library Publishing Group. I am a judge for the third year in a row on the Library Association of Ireland’s National Library Champion Awards and a mentor in the Library Association of Ireland and CILIP Ireland’s Virtual Mentoring Scheme

My talk for the CDG event focused on my top tips in relation to job seeking, CVs and interviews. I was allocated 15 minutes. Below is a brief summary of my main points which includes my top tip in relation to adapting the STAR approach to answering competency-based questions for additional success in interviews.

Avoid tunnel vision. Don’t forget the information management component of your qualification. If you can’t get a library job immediately after graduation, apply for roles in data protection, GDPR or freedom of information. An increasing number of library graduates are also working as taxonomists for companies such as Amazon. Reach out to professionals working in these roles for advice. These roles can help you to transition into a library role. Alternatively, many graduates pursue successful roles in the broader information management area in the long term. See this job vacancy for a taxonomist role at Amazon as an example at: https://www.ucd.ie/t4cms/Amazon Description.pdf

Find a Mentor: Ask a librarian working in a role that you would like to work in, to be a mentor. Seek advice from this mentor virtually or in person in relation to your career development. Ask your mentor to peer review your CV or to conduct a mock interview. The library community is a generous profession. Consider joining a formal mentoring programme such as that offered by the Library Association of Ireland and CILIP Ireland. Conducted on a virtual basis, the LAI/CILIP programme is extremely beneficial for mentors and mentees alike. 

For further information, see: https://www.cilip.org.uk/members/group_content_view.asp?group=201287&id=970445

Some extra considerations in relation to CVs. If you are interested in becoming an information literacy librarian or a systems librarian as examples, ask an experienced librarian in this area or a mentor to peer review your CV.  Include a Technical Proficiencies Section in your CV in which you list as many technical proficiencies as you can, as all areas of modern librarianship have a strong technicality. Proficiencies could be platforms and standards such as an LMS, MARC, Dublin Core etc.

What’s missing from cover letters! Cover letters shouldn’t exceed one page. Additionally, they shouldn’t be just about you. Close your letter with reasons as to why you want to work in the recruiting library with specifics. Perhaps the library is a centre of excellence in health librarianship. Perhaps you admire a specific objective in the recruiting library’s strategic plan. Always mention in your cover letter that you are a member of the Library Association of Ireland. This indicates to recruiters from the outset, a commitment to your profession.

Go the extra mile in relation to job preparation. Read the strategic plan of the recruiting library and of the organization in which it operates. Do a PDF search of the library on Google. Reports can appear that have not yet been published on the library website. Check out the library website and the website of the recruiting organization. Look at the library’s social media platforms to get a sense of the institutional culture on the ground. Repeat this search for the organization in which the recruiting library is located. Check out the recruiting library’s institutional repository to see what library staff are publishing. Do a Google news search on the Library. Libraries regularly feature in the news media in relation to events, new developments etc. Talk to a former employee of the library. Reach out to librarians working in the role in the wider sector (not in the recruiting library) to get additional information. Knowledge is power!

STAR is not Enough!  The STAR approach to answering competency-based questions in interviews requires that you evidence competencies by discussing the Situation, Task, Actions and Results. I encourage people that I mentor to add an additional two S’ to the process; one S representing the strategic plan of the library and the other, the strategic plan of the institution in which the library is located. For example, if you are applying for a job at Maynooth University Library as an example, talk through your competency using the STAR approach and close out by adding how this competency aligns to both the strategic plan of Maynooth University Library and the overall strategic plan for Maynooth University. This process indicates how your competencies align to the strategic priorities of the library and institution and presents you as someone who can contribute to the goals of both the library and the institution. 

More on the STAR technique at: https://www.careerhigher.co/career-advice/answering-competency-based-interview-questions-124224/

 

Image: Slide from Marie O’ Neill’s presentation for CDG event

Do a mock interview. Get a colleague, family member or better still a mentor to ask you questions. Make sure that you do this several times. You can also ask a librarian in an equivalent role who is not working in the recruiting library. Muse.com has information on 53 questions typically asked at interviews with answers. Whilst not library specific, they are helpful in providing some ideas in relation to how you might answer questions. See: https://www.themuse.com/advice/interview-questions-and-answers

Stand out with value added professional development: Ireland is a small island. Applicants can be similar. Stand out by engaging in additional value-added professional development. It doesn’t have to be library related, for example a certificate in digital marketing. Consider undertaking a National Forum for the Enhancement of Teaching and Learning open course/digital badge. The National Forum offers badges in academic writing, research and universal design as examples, topics that are highly relevant to the library profession. Consider taking a free MOOC in a library related topic or general topic such as leadership.

The benefits of professional development frameworks. Familiarize yourself with a professional development framework. The Library Association of Ireland offers a digital badge in partnership with the National Forum for the Enhancement of Teaching called the L2L Joint Digital badge which promotes engagement with the National Forum’s Professional Development Framework for all Those Who Teach in Higher Education. Librarians have a strong teaching component to their work informally and formally whether they are working on the readers services desk, are a systems librarian or work in an information literacy role.

Add competitive edge by including a link to an e-portfolio in your CV: Create and maintain an e-portfolio that showcases your professional development. An e-portfolio that I really like belongs to Robert Alfis of ETBI. He maps his entries to the National Forum’s National Professional Development Framework by adding tags aligned to the Framework’s domains and typologies. See: https://robertalfis.wordpress.com If you have a Gmail account, consider creating an e-portfolio using Google Sites which is a user-friendly e-portfolio platform.

Watch your body language. Remember to smile and to appear affable. Organizations want to recruit people who are pleasant to work with. If you are a shy person or have autism, you can evidence how you support your colleagues through competency based examples. When all things are equal between the two final candidates, a candidate who has evidenced a strong team working approach can edge ahead of the other candidate.

Don’t ask a question at the end of an interview for the sake of it: I have never asked a question in 30 years, and it has not prevented me from being successful in an interview. Having done a successful interview, a candidate can occasionally ask a question that exposes a lack of knowledge. Equally a candidate can ask a question that an interview panel is unable to commit to, for example, “can you fund my PhD?” It is perfectly okay to say that you have no questions and that the information provided in advance of the interview was very comprehensive. A tired interview panel is often relieved and happy to hear that they have met your information needs successfully. It also means that you close out your interview by thanking the recruiting library.

Dealing with pre-interview nerves Go early to your interview. Find a coffee shop nearby and do something nice. Have a slice of cake and watch something funny on your phone (Father Ted, Monty Python etc.) This small technique is very effective at reprogramming your brain into a calmer, more relaxed space. Many people who have undertaken this advice, have reported back how effective it was in relaxing them. 

Communities of Practice, A critical way to develop your career is to engage with your community of practice. Join a Library Association of Ireland committee, attend conferences in your areas of interest and follow librarians in your areas of interest on social media platforms. 

Best of luck with your career development and interview opportunities. Remember that librarians are very generous. Reach out to librarians in roles that you aspire to work in for advice and support. To see my slides from the CDG event, go to: 

https://bit.ly/3KGLwQS


21 Dec 2020

It’s not Personal: How to develop a resilient mindset when job searching

Pixabay
Guest post by Edel King, Maynooth University Library. Edel is an MLIS graduate currently working as a Library Assistant in MU Library. Her professional interests include Information Literacy, User Experience and Social MediaIntroduction

I graduated from University College Dublin (UCD) with a Master’s Degree in Library and Information Studies in 2015. Since then, I have been interviewed about 30 times for various posts and was successful on only five occasions. That’s not the best success rate. As a result, I have had to develop resilience in the face of all of that rejection. It has been so hard not to take it personally, to not be put off the next interview, to try again and try harder. In this blog, I will be giving some of the tips and resources that I have found useful, in developing my resilience.

What is resilience and Why is it important?

Resilience has been variously defined as the capacity to recover quickly from difficulties; the ability to “bounce back” and learn from experience; the ability to move on and not dwell on failures. Resilience is about having a growth mind-set. A growth mindset says that intelligence is to be developed. With a growth mind-set, you embrace challenges, persist in the face of setbacks, see effort at the path to mastery, learn from criticism and find lessons and inspiration in the success of others.

Resilience while job seeking

Job seeking can be difficult as a lot of the time it may not go your way, and it can take longer to achieve your goal than you expected. This is where resilience comes in. Bouncing back from the latest rejection, learning from it and staying motivated to move on to the next application/interview are all skills that you can learn to help you on the journey. 

With that in mind, the following are some resources and tips that I have found helpful to me as I seek to advance in my career.

Some resources and tips to help build resilience

Tips

Don’t take it personally. It can be easy, when you get a rejection to think, oh I’m not good enough, they didn’t want me. But this is a direct road to losing motivation and stalling or stopping the job search. The interviewers have a position to fill, just one. They may have really liked you, thought you had great experience and the skills necessary for the job. But the successful applicant might just have an edge on you. It could be tiny but maybe it was enough to get them over the line. It’s not that you were bad. Use it as a reason to further develop your skills, get more varied experience and practice selling yourself better.

Ask for Feedback. When you come out of an interview and then again when you get a rejection, you could easily fixate on an answer you gave, where you could have done better. But you don’t really know why you didn’t get the job. The only people who do know are the ones who interviewed you. So approach them and ask for feedback. You need to do this through the appropriate channels. It may be via your Human Resources Department or directly from the chair of the interview panel.  Most interviewers will be happy to help you and pleased that you were interested enough to ask for feedback in the first place. Then the mystery is removed – you know why you didn’t get the job and what you need to improve on for the next interview.

Get Networking. Get out there and talk to others in the field you want to enter/advance in. Networking can be difficult; putting yourself out there and introducing yourself to strangers can be daunting but it can also be one of the best things you can do. You never know who you will end up talking to; what tips they will give, opportunities they know of or courses they have done that have helped them. 

Resources

I undertook a course on LinkedIn aimed at building resilience (What, Why and How to Become Resilient). Topics covered include “Build a resilience threshold”, “Face uncomfortable situations” and “Connect with your Advisory Board”. The course takes you through, step by step, manageable everyday ways of building resilience and being able to apply it to lots of different, work based, situations. 

American psychologist Carol Dweck’s TED talk on the concept of “Not Yet” is useful (Developing a Growth Mind Set). It’s aimed at school teachers but the ideas within can be applied anywhere. She posits that instead of telling somebody when they don’t do well in a test or challenge of some sort (or in my case, an interview) that they failed, you switch the perspective to “not yet” with notes on how to improve. Switching your mind set from, “I didn’t get that job because I am not good enough” to “I didn’t get that job because I wasn’t ready for it yet but I know what I need to improve on to get there” can really help develop a positive mind set.

Conclusion

Job searching can be very difficult. But there is plenty of support and advice out there to help you build resilience and develop a positive mind set. The one take away I learned from all of the resources that I consulted was not to struggle alone; to reach out, whether by taking a course or talking to someone you trust. 

Best of luck with it – you’ll get there!