WORSHIP LEADERS
FIVE MUST-HAVE PRE-AUDITION TOOLS | Jon Nicol photo : Duncan Shaffer “ Unsplash ”
One of the most critical parts of the worship team qualification process happens long before you ever interview or audition anyone . I call it the Pre-Audition Phase . When auditioning a potential new team member , the last two things any worship leader wants to do is … Tell an applicant , “ NO , you can ’ t be on the team .” Or , Invite an unqualified person to join the team .
As ‘ short-term ’ painful as # 1 is , both for the leader and applicant , it pales compared to the ‘ long-term ’ pain of # 2 — dealing with someone who isn ’ t skilled enough or doesn ’ t fit the culture of your team .
Too many leaders learned this truth the hard way : It ’ s immensely easier to tell someone ‘ you ’ re not a good fit ’ before they join the team than it is after .
But wouldn ’ t you love to not have to say NO at all ?
Sorry , that ’ s a pipe dream . If you ’ re open to finding new singers and players , you ’ ll have to say NO eventually . But , you can eliminate a majority of ‘ bad fit ’ applicants making it to the audition stage by implementing a few key tools .
These same tools will also improve the quality of your audition candidates AND help move them through the process more efficiently . And again , if you include these Five Pre-Audition Tools in your new team member qualification process , you ’ ll weed out most of the unqualified people before they ever get to a live audition – without you doing much of anything ( once you implement these tools ).
Before I tell you what the Five Pre-Audition
Tools are and how to implement them , let me remind you where we are . A few months ago , I started a series called The Eight Essential Growth Engines that will help you transform your worship ministry . A growth engine is a collection of the systems and processes in each area of your ministry that produce a set of outcomes . Not only do these engines make your worship ministry go , they make it grow .
But progress and improvement only happen when you ’ re intentional . Otherwise , these growth engines just keep producing what they ’ ve always been producing . One of the eight growth engines is your new team member audition process . You might call it something other than that , like an “ audition process .” That ’ s OK . It doesn ’ t matter what you call it as long as it ’ s an intentional system to attract , qualify , invite , and onboard new team