Vocalist Onboarding Checklist

Vocalist Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Vocalist starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Entertainment onboarding experience or just need an onboarding checklist for your new Vocalist, you’re in the right place. We’ve put together a sample Vocalist onboarding checklist below and have created onboarding templates & resources to help.

Vocalist Onboarding Checklist

1. Contract and paperwork completion: The vocalist should be provided with all necessary contracts, agreements, and paperwork related to their employment. This includes confidentiality agreements, non-disclosure agreements, and any other legal documents required. The HR department or the artist management team typically handles this task.

2. Introduction to the company: The vocalist should be introduced to the key members of the company, including the management team, fellow artists, and support staff. This helps them understand the company’s structure, culture, and the people they will be working with. The artist manager or HR department usually organizes these introductions.

3. Familiarization with company policies and procedures: The vocalist should be provided with a comprehensive overview of the company’s policies and procedures, including those related to attendance, dress code, communication, and any other relevant guidelines. The HR department or artist manager is responsible for sharing this information.

4. Tour of the facilities: The vocalist should be given a tour of the company’s facilities, including rehearsal spaces, recording studios, dressing rooms, and any other areas they will be utilizing. This helps them become familiar with the physical environment and locate essential resources. The artist manager or a designated staff member typically conducts this tour.

5. Equipment and technology setup: The vocalist should be provided with the necessary equipment and technology required for their performances, such as microphones, sound systems, and recording devices. They should also receive training on how to use and maintain this equipment. The technical team or sound engineer is responsible for setting up and training the vocalist on the equipment.

6. Rehearsal schedule and expectations: The vocalist should be informed about the rehearsal schedule, including dates, times, and locations. They should also be made aware of the expectations regarding preparation, punctuality, and professionalism during rehearsals. The artist manager or musical director communicates this information.

7. Song selection and repertoire discussion: The vocalist should have a meeting with the musical director or creative team to discuss song selection and repertoire. This involves understanding the style, genre, and specific songs that will be performed. The vocalist may also provide input and suggestions during this discussion.

8. Vocal training and coaching: The vocalist should be provided with access to vocal training and coaching sessions to enhance their skills and maintain vocal health. This may involve hiring a vocal coach or arranging training sessions with an in-house vocal expert. The artist manager or musical director coordinates these sessions.

9. Performance preparation: The vocalist should receive guidance on how to prepare for performances, including warm-up exercises, vocal techniques, and stage presence. This may involve working closely with the musical director or choreographer to ensure a polished and engaging performance.

10. Marketing and promotion: The vocalist should be introduced to the marketing and promotion team to discuss strategies for promoting their performances, albums, or tours. This may include social media campaigns, interviews, press releases, and collaborations. The artist manager and marketing team collaborate on these efforts.

11. Travel arrangements and logistics: If the vocalist is required to travel for performances or tours, they should be provided with assistance in making travel arrangements, including flights, accommodations, and transportation. The artist manager or tour manager typically handles these logistics.

12. Performance evaluation and feedback: The vocalist should receive regular performance evaluations and feedback to help them improve their skills and address any areas of concern. This may involve one-on-one meetings with the musical director or feedback sessions with the entire creative team.

13. Networking opportunities: The vocalist should be encouraged to attend industry events, conferences, and networking opportunities to expand their professional network and gain exposure. The artist manager or talent agent can provide guidance and support in identifying relevant events.

14. Ongoing professional development: The vocalist should be encouraged to continue their professional development by attending workshops, masterclasses, or taking additional vocal lessons. The artist manager or musical director can help identify suitable opportunities for growth.

15. Health and safety training: The vocalist should receive training on health and safety protocols, including emergency procedures, first aid, and any specific guidelines related to their performances. The HR department or a designated safety officer typically provides this training.

16. Performance rights and royalties: The vocalist should be educated on their performance rights and royalties, including how to register their performances, collect royalties, and protect their intellectual property. The artist manager or legal team can provide guidance on these matters.

17. Company culture and values: The vocalist should be introduced to the company’s culture and values, including its mission, vision, and core beliefs. This helps them align their work with the company’s overall objectives. The HR department or artist manager can facilitate this introduction.

18. Feedback and communication channels: The vocalist should be informed about the feedback and communication channels within the company, including who to approach for specific concerns or suggestions. This ensures effective communication and a supportive work environment. The artist manager or HR department can provide this information.

19. Performance schedule and logistics: The vocalist should receive a detailed performance schedule, including dates, venues, call times, and any other logistical information. This helps them plan their time and ensure they are well-prepared for each performance. The artist manager or tour manager is responsible for sharing this schedule.

20. Integration into the team: The vocalist should be encouraged to participate in team-building activities and social events to foster a sense of belonging and camaraderie within the company. This helps create a positive work environment and strengthens working relationships. The artist manager or HR department can organize these activities

Setting Up Your Employee Onboarding Process

From reading through the items in the example Vocalist checklist above, you’ll now have an idea of how you can apply best practices to getting your new Vocalist up to speed and working well in your Entertainment team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.