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During times of economic distress when employment opportunities are few and the number of applicants increases, the paradigm for candidate selection and interviewing can shift in critical ways for both the candidate and the institution. Potential candidates should be even more acutely aware of the competitive environ­ ment in which they will be engaged during the search and screen process. Individuals will need to enhance their ability to market themselves. Institutions may need to refine and rethink the parameters of any available positions, perhaps to the point of reconceptualizing the job descrip­ tion totally to accommodate the loss of positions and the need to consolidate professional tasks. The applicant wants to be as well prepared as possible for the interview, and the employer wants to be certain that the posted job descrip­ tion refl ects the expectations and requirements for the advertised position. An academic librarian must possess a range of professional qualifications and skills and have the ability to use them in numerous campus environments. As such, the search committee is responsible for personnel selection and must determine whether a candidate is a good fi t for both the library and the wider campus com­ munity. In essence, both the library and the candidate are on review during the full­search process as each tries to communicate needs, qualifications, and compatibility. An economic downturn for an institution increases the neces­ sity to employ personnel who have an even wider range of abilities and skills and brings a heightened importance to well thought out employer needs. The purpose of this article is to: • present practical and usable interview insights to applicant librarians unfamiliar with the academic interview; • provide librarians new to serving on an academic search committee with tools and context for the interview process; • suggest ways the library can best present itself to the candidate(s); • consider the preliminary work of the search committee; and • provide information and insight for the applicant. The academic interview may last a half day or longer. During this time a candidate may meet and interview with not only the search com­ mittee, but also with administrators and other library employees. The structure of the academic interview provides committee members the op­ portunity to better acquaint themselves with the candidate in a variety of settings.

From the inside out and the outside in: The academic library interview process in a tight economy