Academic library hiring can be a bureaucratic and exclusionary process. Inclusive hiring practices can help libraries recenter the people in the process and incorporate transparency, empathy, and accessibility. Toward Inclusive Academic Librarian Hiring Practices (2024, ACRL), rather than focusing just on how to diversify applicant pools, breaks down the many considerations involved in hiring and the intentional, thoughtful preparation and self-examination that leads to successful recruitment and retention in three parts.  Training for Search Committees and Stakeholders  Removing Barriers for Candidates  Transforming the Process for All  Throughout are practical solutions for emphasizing inclusivity and accessibility throughout the hiring process, including instructions and examples for developing the position description and job postings, tips for creating diversity statements, interview instructions and preparation lists, interview itineraries, sample candidate emails and feedback forms, evaluation rubrics, ideas for onboarding and mentorship, and more. While you are evaluating potential hires, they are evaluating you. Toward Inclusive Academic Librarian Hiring Practices can help you center equity in your hiring, attract job seekers, and support both candidates and search committees through these time-intensive, laborious, and crucial processes. Kathryn M. Houk is associate professor and undergraduate medical education librarian at the University of Nevada, Las Vegas (UNLV), School of Medicine Library. Jordan Nielsen is an associate professor and the Head of Access Services in the James E. Walker Library at Middle Tennessee State University. Jenny Wong-Welch is the Director of the build IT Makerspace and Head of Research, Instruction, Outreach at San Diego State University. Dr. Michael LaMagna is the Information Literacy Program & Library Services Coordinator and Professor of Library Services at Delaware County Community College. Learn more about your ad choices. Visit megaphone.fm/adchoices