It's that time of year again... time to hire. Time to post, time to read resumes, to interview, contact references, and (God willing) hire someone.

This year the process is a little different - in that I only have a position for part of the season and am getting to the game late. (I thought I had someone lined up for the job, but that potential employee has had life changes an isn't available.) So instead of having months to find and hire someone, I have a few weeks.

And I won't lie to you, weeks OR months, I really do not like this process... perhaps most of all because hiring an intern feels to me a lot like picking a baseball team on the playground, except there is only one person on the team, and everyone else falls into the slot of being "picked last" or well, not picked at all. Interviewing long distance means I will more than likely have to hire someone I have never met, and that my first face time with them will be on their first day of work. It feels like a crap shoot. Now, I have been incredibly lucky that of the 12 or 14 folks I've hired to work for me here at ASF only one of them was truly a bad hire, but there's always the possibility that the next one will be (if not a bad hire) just a bad match.

But it has to be done. I have to have someone to fill the open slot in my department. And since I have to do it, I want to do it RIGHT.

In years past, I had some really awful experiences as a job seeker - especially in the days when I was looking at internships and entry level positions - so I do my best to make the experience for folks applying to work for me - if not awesome - at least not awful. When I was out there - I had people not respond to my applications, others ask for an interview and then never interview me, being told a decision would be made only to never be told I wasn't the one hired, interviews that were positive only to be broken off on the third of fourth contact without being told they had hired someone else, never mind some tirades from people as to who they thought I was, wasn't, or who I should be.

I know that most supervisors out there in the theatre aren't human resource people, and that they hate the process as much or more than I do - but that's no excuse to not tell people they didn't get a job, or to not communicate with them at all. I'm not going to pretend that I'm perfect, but I do try to do better.

First, I make a real effort to contact everyone who applies for the position, to let them know I received their resume and materials, regardless if I'm considering them or not. I try to interview as many candidates as possible - not only for myself, or for the folks applying, but for other employers out there. The more chances a theatre person has to interview - especially a technician who may not be his or her best in trying to sell themselves - the better they'll be the next time, and the time after that. I also like to know a little about the folks out there working, even if they never work for me. Above all, once I've chosen a candidate and they've accepted, I make sure that everyone who applied knows the position has been filled. I do most of it by email, but I do do it.

So - job seekers past and present - what do you want from a potential employer? What's the last thing you want to be asked? Employers, how to you handle the hiring process? What's your favorite interview question?

(And since I'm putting it out there - if you or someone you know is interested in a 5 month audio internship - message me and I'll send you the details.)

Until next time cats and kittens!

Cheers!

~R