Question

Case study: Working in harmony

The job of manager in a business organisation has frequently been compared to that of a symphony orchestra conductor. Both are concerned with getting each member in the organisation to play his or her part, and to blend each contribution into a team that works together productively and harmoniously. In order to produce the highest quality of music for its listeners, the San Francisco Symphony Orchestra (with more than 100 musicians) gives considerable attention to the recruitment and selection of personnel to fill vacancies in the various chairs. For 75 years, highly accomplished musicians have been striving to become a part of this organisation of world fame, and many of them have not achieved their goal.

Whenever a position in the orchestra becomes vacant, an announcement for musicians is placed in a local newspaper and in the magazine, International Musician. Those who are interested in being considered for the position are requested to send a resume. Upon receipt of the resume, the applicant is sent a repertoire list and a list of materials to be included on a pre-screening tape. A committee of orchestra members listens to the tapes and invites qualified candidates to take part in the audition in San Francisco.

On the date of the auditions, musicians from all over the world arrive at Davies Symphony Hall. Numbers are drawn for the order of appearance. Candidates are then provided with practice rooms so that they can warm up for the audition. This stage of the selection procedure is the conducting of the preliminary audition, which, under the terms of the Master Agreement between the San Francisco Symphony Association and the Musicians Union Local 6, involves ten members of the orchestra who listen to the candidates. Five of them are drawn from the principal chairs, and five are members-at-large from the orchestra.

When it is a candidate’s turn to audition, he or she is ushered onto the stage behind a screen so as not to be seen by the members of the orchestra sitting in the auditorium. Each candidate plays the same selection designated in the repertoire for auditionees that was mailed to them. The repertoire typically includes a solo work designed to demonstrate the candidate’s virtuosity. Immediately after a performance, which usually lasts about 10 to 15 minutes, the ten-member committee ballots on a ‘yes’ or ‘no’ basis. Ballots are collected and counted at once by the union steward and the symphony personnel manager. Candidates who receive six ‘yes’ votes are advised to be available for the final audition on the following day.

In the audition of the finalists, the music director joins the committee. The candidates again appear on the stage, one at a time, and play the prescribed selection; however no screen is used. In evaluating the performance of the finalists, a discussion of each candidate follows the last audition. Committee members each express their opinions, and after they have finished, the music director states his or her opinions. Further discussion and then voting take place. Each committee member votes ‘yes’ or ‘no’. Any candidate receiving six or more ‘yes’ votes qualifies. The music director does not vote, but can select or decline to select any qualifying candidate. (Additional provisions exit if a current member of the orchestra is a finalist, receiving eight or more qualifying votes.) If the music director selects a finalist for the vacancy, a contract is offered. Should the finalist decline, the music director may select any other qualifying candidate or may choose not to.

Answer these 2 questions based upon the above information

1.         Why does the orchestra have candidates perform behind a screen for the preliminary audition? Would it be advisable to use this same procedure in the typical employment interview? What would be the advantages and disadvantages of such a procedure in the interview?

2.         Why are candidates not permitted to choose their own music? How does this procedure compare with that used in evaluating job candidates in other types of organisations?

Answer 1

Hello Reader,

Please note that the case studies require lengthy answers and the one below could be elaborated further.

The answers to the questions are as below:

1. Performing behind a screen for the preliminary audition is an approach to ensure that the person is ranked only based on the virtue of his musical abilities, and not physical appearance. Also, a blind screen audition would ensure that the judges are fully engrossed in the music played by the candidate.
Again, the question of this being replicated in employment interviews is debatable. It depends on the role for which the candidate is being interviewed that one may successfully employ similar tests. If physical appearance, presentation, tonal modulations and expressions matter significantly, a blind screen test might not be the right way to choose a candidate. However, organisations do run a preliminary screening test (aptitude test) to choose the candidates for the interviews.
The advantages of such a procedure in a interview can be the following:

• Unbiased selection
• The best one wins
• Helps alleviate the emotional stress of the candidates while facing the panel.
• Improves performance of the candidate.

Having said that, the disadvantages include:

• Not universally applicable to all employment interviews
• Too much preparations by the host to ensure fair and transparent interview
• Words and expressions combined helps candidates to convince the panel to make the interview more engaging.
• Limits the ability of candidate to face challenges.

2. The band requires them to play a certain genre of music and so those which the said capability should be selected. So giving the repertoire ensures that the applicants narrow down to the slelection and which enables the judging panel to make swift decision. In that way, the applicants are well informed of the nature of the band and the kind of ability which the band is scouting for.

In organisations, it can be compared to the job description they provide and the qualifications they list. It's basically a check that the organization conducts to ensure that applicants fall under the desired requirements posted. So the candidates have to come prepared to answer the questions and partake in discussions according to the job description provided. It helps the interviewer and the interviewee to engage in fruitful discussions and open up the possibility for employment.

******************