5 Reasons You Aren’t Attracting the Candidate You Want (And What To Do About It)

1. You're not posting in enough places.

There are plenty of cost-effective options: AGO, ACDA, ALCM, PresbyMusic, just to start. Don't skip a listing service just because it's tied to a different denomination.

2. Your job description asks for the world, not for what matters most.

Sure, you'd love someone great with people, a fantastic conductor, a strong pianist, with a doctorate from Juilliard. Those candidates are rare, and listing everything you'd love just scares off everyone but them. Name what actually matters to your church instead. If you'd hire a great Director of Music without a music degree, don't require one. If your instrumental concert schedule is just once a year, orchestral conducting probably isn't the skill to lead with.

3. You're not showing the full salary range.

This isn't the place to save a few pennies, in the posting or the pay. If you're willing to go to 60k, don't post 45- 55k and hope candidates read between the lines. Most won't apply at all; they'll just assume that's the ceiling and move on.

4. The job posting doesn't say why a candidate would want to work at your church.

Once your asks are realistic, sell the church. Talk about the location, the history and reputation of your ensembles, the role your church plays in the community. If salary alone won't close the deal, this is what will.

5. You're asking for too much up front.

Keep the early ask light. Candidates get won over once they meet your people in the interview, but they won't get there if the posting alone feels like a job application marathon. Ask for a resume, maybe a cover letter, and general service recordings (nothing composer or repertoire-specific) if the role requires them to play.