You’ve researched a position, done your best on your application materials and even landed an in-person interview. What can you do to make sure you stand out as the person to hire? (Assuming of course, that you still want the job after interviewing!)
I asked hiring committee members these questions on my survey:
- “What made good/bad applicants stand out?”
- “I wish that more applicants had followed these ‘best practices’…”
- “I wish more applicants had avoided these ‘worst’ practices…”
Hiring committee members had 4 main areas they valued in a job applicant: musical skill, positive attitude and personality, clear communication skills, and being a good fit for the music program and having a vision for it.
1. Musical Skill Is Most Important
Musical skills are generally the most important factor in a hiring committee’s decision, and some responses referenced specific skills like sight-reading abilities or solo music performance.
2. Positive Personality and Attitude
Many hiring committee members said they value positive personality attributes like leadership skills, ability to work with existing church staff, and likeability.
Many also mentioned negative personality attributes, especially arrogance, as a reason for not hiring a musician:
- “Not knowing anything about our church, acting like they’re doing us a favor or having a smug attitude”
- “Self absorption during the interview, too much past history” (My thoughts: but aren’t applicants supposed to show their past history? Maybe this comment is more about the self-absorption?)
- “Some applicants were not good at selling themselves, while other oversold themselves (both on the resume and during the interview) and turned the committee off with their arrogance. There is a fine line that needs to be achieved between overselling and underselling yourself. A good mentor (or mentors) would help in this situation to help you achieve the right balance.”
- “Giving off the vibe that they are beyond equal, and if we don’t pick them, we are either incompetent or making a huge mistake.”
3. Clear Communication Skills
Committee members valued:
- Communication skills, both written and verbal
- Prompt communication (e.g. “Following up quickly via email.”)
- Written communication free from grammar mistakes and typos
4. Vision and Fit for the Specific Church
Committee members also described the importance of a job candidate’s vision for the music program and their “fit” with the church:
- “Vision for the music program”
- “Theological fit and/or knowledge of the church’s liturgy”
- “Demonstrated knowledge of the specific church and its denominational practices, and tailored application to the specific position.”
- During the interview, asking thoughtful questions that showed both knowledge of the church as well as interest in learning more
- In the cover letter, explaining why the applicant was applying for this specific job (as in, why they felt like they would be a good fit for this position)
- On the negative side, a number of responses said things like “Submitted resumes and cover letters that were not customized for the job they were seeking.”
9 Big No-Nos
I feel like these things shouldn’t have to be said. But clearly some job applicants in the past didn’t get the memo. So here’s some no-no’s that you hopefully already know!
- Being unprepared. Many responses said something like “Being unprepared” as an undesirable quality they encountered in job applicants.
- “Don’t address the Rector by first name in cover letter.”
- “Don’t string a committee along.”
- “Not showing up for the gig!”
- “Inquiring too soon regarding salary.” (My thoughts: If your job advertisement mentioned a general salary, the applicant wouldn’t have to ask!)
- “Argued with the choir director during the audition.”
- “Left during service.”
- “Expecting the same salary as someone with more education and experience.”
- “Do not apply to position if you have no plans of accepting it if offered.”
Get a Church Music Job You Love Series
This series is based on my survey of over 250 church musicians and the people who have hired them.
- I surveyed 250+ church musicians. Here’s what I learned about getting a church music job you love.
- 17 Places to Find Church Music Jobs
- 3 Ways to Research a Church Music Job Opening
- How Much Are Church Musicians Paid? Here’s How to Find Out.
- How to Write a Church Music Cover Letter and Resume (Plus the #1 Way to Make Hiring Committees Happy)
- 29 Interview Questions You Might Get (Plus 34 for YOU to Ask)
- How to Negotiate Salary and Benefits (and Why You Should)
- 4 Things You Need to Get a Church Music Job You Love (Plus 9 Big No-nos)
- Do These 8 Things to Get a Church Music Job You Love (Ep. 22 of the Music and the Church Podcast)
