“I would like to see our workforce look more like our residents. People should be able to come in and feel like they see themselves." -Kesha Nash
Do you ever stop to appreciate how each library location is different? When you step inside, you can feel a sense of the neighborhood through the unique programs offered, artwork on the walls, and relevant book displays.
Hennepin County Library is working to make that community connection true of the employees behind the service desk, too. “I would like to see our workforce look more like our residents. People should be able to come in and feel like they see themselves,” says Associate Librarian Kesha Nash. That’s why she’s part of the Community Based Hiring Pathways team at the library.
In 2021, the library piloted an initiative called Community Based Hiring Pathways (CBHP). Designed to improve the diversity of our workforce and promote a new generation of leaders, the program hires employees from under-represented communities and builds a culture to retain and advance BIPOC staff members.
"We were trying to break away from the traditional ways of hiring. It seems small, but it’s impactful."
New Approach to Hiring
To seek new library superheroes, HCL partnered with thriving organizations at the heart of neighborhoods, including Urban League Twin Cities, BrookLynk, Takoda Institute, and Cedar Riverside Opportunity Center, to offer pop-up hiring events. Library staff were trained in conducting non-biased interviews. Applicants had the opportunity to chat with a diverse panel of staff and pre-read interview questions.
Taking a critical look at the hiring process “gave us a chance to fix how questions are asked, making sure we’re thinking of people that may be ESL, for instance. We were trying to break away from the traditional ways of hiring. It seems small, but it’s impactful,” says Kesha.
Career and educational opportunities are not always equal, and for many, library specialist job qualifications are a barrier. “Black and brown applicants can get lost in the shuffle of the many other applications that come through. Not having a library degree, it does limit me,” shares Kesha. CBHP candidates were considered who did not yet meet the job requirements.
Welcome to a New Cohort of Library Staff
In 2021, HCL hired 10 individuals in trainee positions. For 6-10 months, these new staff members were brought up to speed with training and received full benefits of library employment. For some of these trainees, it was their first job to offer benefits.
As the trainees began working at the library, each was paired with a mentor—someone to have their back, discuss challenges, answer questions. When it comes to retaining BIPOC employees, Kesha says the key is letting the employee know they’re not alone. On her role as a mentor, she shared, “I think about certain interactions that the new staff could encounter, whether if it's with patrons or with a colleague. I wanted to give tips on navigating that.” After their training period, all trainees were offered permanent positions as library specialists. The program kicked off a second round of hiring in the spring.
“Here, you have the ability to go above and beyond to try to help people. It made me realize that's something I value as a part of my life and my work."
Rafael Found His Calling
Rafael Ortega Castrellon was hired as a trainee at Augsburg Park Library. Always a reader but never a “library kid,” Rafael had not considered the possibility of library work. He toyed with careers from forklift operator to real estate agent to Lyft driver.
Through his connection to Takoda Institute, Rafael heard about the hiring event with HCL: “I was weirdly excited to apply. I don't get excited about applying to jobs. Most things I’ve done have been just because I need to work, need to make money. I’ve tried different things, but never found something that felt like it was my fit.”
Having somebody that reflects the culture of the neighborhood is important.
Until now, that is. Working at the library enlivened Rafael, who found gratification in providing service to his community. His stellar patience came in handy when understanding patrons’ requests. “I pride myself on being there. Legitimately wanting to help people with what they're doing.”
On top of his cheerful service, Rafael offers a connection to the Spanish-speaking community. He helps to maintain the Spanish-language collection and provides a deeper service to the many Spanish-speaking patrons in Richfield. “Having somebody that reflects the culture of the neighborhood is important. When you can communicate better, you go above and beyond and provide more help and resources,” he shares.
Your Support Launches Careers
Since landing a full-time role with the library, Rafael has joined the CBHP team and become a mentor to a trainee in the new group of hires.
Rafael beams as he shares about his newfound calling: “Here, you have the ability to go above and beyond to try to help people. It made me realize that's something I value as a part of my life and my work. It doesn't feel like just a job that you just clock in, do what you have to do, and get out.” If not for the exposure to library work and opportunity provided from CBHP and the Takoda Institute, Rafael may never have found his fit.
