Most congregations use a search committee to find and hire a musician. Ordinarily, the committee is charged with clarifying the current employment agreement or, in the absence of such a document, developing a clear description of the position they are charged with filling and the qualifications of the person who might best provide the leadership needed. If no detailed description of the position exists, the committee may discuss ways the music program can further enrich not only the worship life, but also other aspects of the congregation's life. From this discussion, the committee should develop a description of the responsibilities of the musician. The committee should review resum s and determine which candidates will be invited to interview and audition for the position.
Auditions are a vital part of the selection process.
They allow the search committee to assess the candidates' skills in hymn and service playing, general keyboard skills, and conducting ability. The audition may also help determine the candidates' interpersonal skills in leading the choir. Candidates should be asked to prepare two or three hymns of varying musical style for the audition, as well as several anthems or liturgical pieces to rehearse with the choir. The candidates might be asked to bring examples of liturgies they have helped to plan or submit examples of musical choices they would make based on the lectionary for a particular Sunday. The committee will need to make a fair assessment of the time commitment required to fulfill adequately the expected duties.