How to Improve the Classical Music Hiring Process
What could classical music organisations (venues, ensembles and charities) do to improve the hiring process when looking for new members of staff? This is the question we asked our Instagram community. Here are some of your suggestions…
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Actually advertise positions 🤣
List openings for performers/artists on their jobs page, not just administrative/office roles
Ensembles/orchestras should actually hear all applicants, not just a tiny shortlist!
Send interview questions in advance. Makes the process more accessible.
Positions are advertised but they already know whom they are going to hire
Not discriminate against older women who had to parent as well as sustain careers
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Make it easier to illustrate that you do multiple jobs (not 1 job and 5 previous on the form)
Enable submission of personal CVs instead of requiring time-consuming application forms!
Standardise trial procedures in the UK, with guidelines agreed by the MU
Stop requiring x number of years experience. Years ≠ experience!!
Not shortlist on arbitrary criteria that are not reflective of the work
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Be open about the salary and the amount of hours expected outside contracted ones
Actually reply when they reject you instead of just never responding 🙄🙄
Be open about pay and conditions, not make you grovel for basic info (e.g. leave, flex)
Be honest if they haven’t hired the position externally but have moved staff around internally, rather than telling you someone was more qualified (gaslighting…)
Be KIND! I’ve got every job I’ve interviewed for with friendly panels, haven’t if they weren’t!
End no hires!
And a bonus story from one reader…
“I was once not shortlisted for a teaching post in a school because I wasn't actively working in a school at the time of applying. Applications happened in August. I'd left a post in a school in July. I only found out because they said they were following the disability positive scheme where they promised to interview any disabled candidates who met the essential criteria so I contacted them to ask whether me not being shortlisted was a mistake, so they felt the need to disclose why I wasn't shortlisted given I obviously did meet the criteria. They then interviewed me. I didn't get the job but it was so close between me and another candidate they asked us to attend an extraordinary second round, and asked me to be first choice supply/cover for the role and if I could be on hand to come and do special projects for them out with the usual scope.”
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Do you agree with these suggestions? Is there anything else that you’d add to the list? To take part in our next poll, sign up for our mailing list or follow us @alterclassical on Instagram.
Hannah Fiddy is the Founder of Alternative Classical and a freelance marketing consultant, developing audiences for classical music. Described as a "classical innovator" by Classical Whisper, Hannah has created and promoted numerous concerts outside of traditional spaces, including warehouses, pubs, clubs and museums; interviewed some of the world's most famous composers; and guest lectured on innovation in the classical music industry. Hannah has managed the digital marketing for many music organisations and artists including choral composer John Rutter and The King’s Singers. In a past life she founded London Flashmob, producing quirky events from wedding proposals to cultural pranks for up to 1,000 people.
