How to Hire a Music Programmer

by Alexander Griffin

Whether it’s for a program or an event, finding the right music expert, director or programmer has a huge impact on the outcome. If you want the best possible output, then here are hiring tips to guide you along. With this list, go over each one carefully and determine which ones apply to your situation. 

Make a List

Before you start with anything else, make sure you know what you need. What kind of output do you have in mind? What kind of responsibilities or tasks must the music programmers fulfil when you hire them for the job? Yes, you’re actually putting together a job description. If you already have one, don’t just post that up on hiring marketplaces and platforms, though. At least, not without updating the content. Make sure all the details are accurate. Are there any mistakes in grammar or spelling? A single error could derail the content and affect your chances to work together with high-level talent, since they’ll be wary of working with a firm that can’t even get its profile page edited.

Agency or Freelancer? 

When you look around hiring platforms, you might be surprised to know that there are also agencies on those sites that advertise their services. That’s an advantage to you as it means that you can choose between hiring an agency or freelancer. Freelancers are a good option for those with a smaller budget. If the project is a one-off, then go to a freelancer. If you have a bigger budget and more requests, then an agency might be the best bet for you. Either way, take a good long look at what you need and base your hiring shortlist on that. 

Take It Easy 

Don’t be in a rush to hire someone. If you’re trying to get through the process as quickly as you as possible, then you’ll end up making mistakes. You’ll miss small signs or details. You could decide on the wrong hire, which could lead to disastrous results. A bad hire is going to give you a ton of headaches and stress. Getting someone like that off your team is going to require effort and time, too, resources that are better off used in dealing with your core business, or in fixing up other aspects of the event. So, take your time until you’re certain that you’re making the right hiring decision.

Write a Better Job Description 

When was the last time the job description for the position was updated? If you can’t remember, if it has been that long, then you’ll want to put in those updates before you post that JD. Also, what are the new practices and technologies used in the industry? What new skills or programs should the music director or programmer know? Do your homework and find out. If you haven’t been updated about the latest practices in the field, too, there’s no better time than now to get that done. The more you know, the more accurate your hiring descriptions will be. 

Look at Experience 

What kind of experience does the programmer have? Is it in a specific field or does the person have experience working in multiple disciplines or industries? That could be a factor in your hiring decision. For instance, experience in your field means the programmer will be uniquely equipped to deal with any problems that might arise during the project. They’ve probably dealt with a similar issue a time or two before and know exactly what steps to take to resolve the matter. That’s one of the reasons why it’s best to hire someone who’s already had years to work in the field or business. 

Consider Credentials

Aside from experience, credentials help, too. What kind of background and education does the programmer have? Do they provide the foundation that an excellent programmer needs? Education isn’t the only thing you’ll want to look into, though. Has the programmer won any awards in the past? Has the programmer been nominated for anything or been recognized in the field by contemporaries or trusted authorities in the business? Then those are all excellent indications that you’re making the right hiring decision.

Look at Personality

You and your team will work with this person. You’ll want someone that you and the rest of your staff can get along with. A few rounds of interviews can help you get a better sense as to the programmer’s personality and whether they will be right at home with your crew or if you’ll be better off hiring someone else. Take note if the programmer’s personality might clash with any of those with the people on your team and take measures to prevent that. If the project is a one-off and there’s no reason for the person to work with everyone, only with a select few, then that situation could be managed with ease. 

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