Recruitment Is Not a Waiting Game
If you’re waiting for new singers to walk through the door because they saw your poster in the post office window — stop.
Recruitment isn’t passive, it’s active. You need a moment, a project, a reason for someone to join now.
Let’s look at what worked for a Leeds-based choir. In 2013, they were down to thirteen members and on the verge of folding. They launched a structured recruitment project, supported by Peterborough Sings!, that focused on removing barriers: no pressure to read music, a clear start and end date, and a showcase concert to work towards. They jumped from 13 to 45 in one season.
What did they do right?
Clear messaging: “Join us, no experience necessary.”
A compelling offer: Learn to sing, perform in a concert, meet new people.
A deadline: Join now or wait until next year.
And this project recruitment model has been successfully replicated across the country - from Radcliffe to Risca, Welwyn to Worcester - with tremendous results. People don’t want indefinite commitments anymore — they want bite-sized experiences with real payoff. A six-week singing course followed by a concert? That’s appealing. “Come along and see how you get on” isn’t.
Don’t fall into the trap of advertising your desperation: “Choir may close unless new members found.” This was indeed the tack that the previously mentioned Leeds-based MVC had been following. That headline — actual headline — did not fill the rehearsal room. Why would it?
Instead, try “Join our singing project and learn to perform in just six weeks.” Sounds like something worth doing.
We’re in a competitive leisure landscape. Singing is joyful, expressive, and sociable — but it’s not going to sell itself. Create a moment, then shout about it.
