[This post is part of a series on Leading Your Team & Congregation Through Worship Tensions. Check out the rest here.]
Assuming you want to have a thriving worship team, there are certain things you probably shouldn’t do when it comes to auditions.
Matter of fact, if you continue to do these things, your worship team will suffer. It may be bigger, but “bigger” doesn’t always mean “better.”
A person’s musical ability is a very sensitive issue. Telling them they’re not good enough has the potential to infuriate or crush their spirit. Typically, people think they are way better than they are and can’t believe you don’t agree.
So what do we usually do? We cave. We tell people what they want to hear, rather than speaking the truth.
You need a plan. If you don’t approach recruitment and auditions with one, you may just pull your hair out.
As part of your plan, avoid these 5 audition mistakes (trust me, I know from experience):
1. Recruit them only because they “have a good heart” – some people have skill, some don’t. Some have potential, some don’t. Just because someone loves Jesus and loves to worship doesn’t mean their calling is to be on the worship team.
2. Give them the “silent treatment” – after an audition, the worst thing you can do is ignore them because you’re afraid to confront them. Give them instant, honest feedback on where they stand. They may not take it wonderfully right away, but it’s better than keeping quiet and leaving them guessing.
3. Not know how good is “good enough” – not all worship leaders are good musicians, well versed in all instruments. If you don’t know what a good drummer sounds like, find someone else you trust to assess them. Just because you are the “leader” doesn’t mean you have all the knowledge about everything. Surround yourself with those who know better.
4. Plug them in too early – It’s just not a good idea to hear a new musician and plug them in the following Sunday. Give them some time to meet the band. Attend a few rehearsals. Gauge their commitment to the church. You can usually tell whether a person is there to serve the church or just to play a gig.
5. Recruit a bad attitude because they’re awesome – this isn’t about Christian or non-Christian. That’s another discussion. This is about having a bad attitude. If someone can play Hendrix solos with their teeth and eyes closed but can’t get along, don’t use them. You need teachable, humble people.
Question: What is your recruitment strategy? Where do your musicians come from? You can leave a comment by clicking here.
Great stuff here David…
I’ve never had to audition but i will keep this in mind if I ever do….
thanks…
we’re totally auditioning right now! your post came at a great time 🙂 thanks!
Awesome!
I’m guilty of #1. I just feel so bad sometimes… I have started to narrow things down now and give honest feedback.
It is really hard. Maintain your sensitivity and be “pastoral” about it, but sometimes you gotta tell somebody the hard truth.
Great post! Thanks!!!
I look at as an opportunity to give practical feedback because developing players want it. Coach them up, don’t just evaluate pass/fail.
Example for a Drummer:
“Bro I like you and you’ve got potential but I think your timing coming out of the fills is too inconsistent. How do you feel about ____ ? (work some more with a click, or take a lesson from Joe Killer Drummer, or other helpful suggestion, etc). And lets hear you play again in August for at our next audition.”
Perfect, Rob. I agree. You’ve got to give advice on how they can improve. It softens the blow.
After reading this yesterday, I had another issue. After we played our worship set last night, I guy about 3 yrs younger than me came up and inquired about playing in the band. I simply asked, “What are you looking to play?” He then went on to say he wanted to play electric…I said ok…and then went on to explain that he needed to come to practice for awhile and everything like that before playing.
So then, he grabbed my electric guitar and started to play it as I was packing everything up. I felt sorry for him, but he could not keep a consistent rhythm. He also did not even know the names of the chords he was inconsistently transitioning. I told him before that to come to practice…but I don’t know what to do now!
Any advice? 🙂
Yea, it’s best to not invite someone to practice unless you’ve heard them and know they’re good. What I would do is have him to come to your next rehearsal and do a formal assessment of his skills. After hearing him, tell him he’s not quite ready and offer some improvement suggestions. Offer to listen to him again in a few months.
Ok…Thanks for the help! I really appreciate this! I’m just so inexperienced with this kind of stuff!
Totally guilty! Already done a few of those.
This post is going on my not-to-do-list for new additions.
Thanks!
No problem! I’ve made these mistakes as well. Hope it works out!
This is just the kind of post I am looking for. I have been on both sides of the metaphorical coin when it comes to being in the band and outside the band.
Looking from inside the band, sometimes people are added to the band without checking out their skills, they show some interest, and are included in the band the following month, sometimes even without a practice before hand. I have also seen what happens as the sound desk operator with these new people, and they really have no idea what they should be listening for when it comes to sound.
There are times I have had to effectively remove them from the mix because they sound terrible, and won’t take advice from the sound guy.
My church seems to find out their “christian credibility” and if they have a decent Christian background, then they are invited to the band even if they show even some interest in being part of the worship team.
Stumbled on this via google…great read. I’m passing this onto my wife who leads at our church.
jamie
Thanks Jamie. Glad to connect. I typically post every weekday. Let me know if you have any particular topics you’d like me to write about. Here to serve!