The Paranormal Team Starter Checklist: Finding and Adding Members
MEMBERSHIP APPLICATION
There are many applications out there that you can get inspiration from to start a paper or on a free form site. think about the criteria you have for your team. What do you want your members to have to make your team efficient? APS has created a criteria through the years that forced us to create an application that is relatively detailed, it's like a job application. But consider this, you are responsible for the team, you have to make sure that everyone on the team is willing to maintain their professionalism and uphold their spot on the team. Here are a few things we have included on our applications:
-Name and DOB
-Address
-Phone and Email
-Employment Information
-Do they have a valid driver's license? Reliable Transportation?
-Availability
-Character References
-Affiliated with other Paranormal Groups?
-Do they have experience?
-Why are they interested in the paranormal?
-Access to certain resources? There is a list they can click on.
-Reason for applying to our team.
-Interests in regards to the paranormal. There is a list they can click on.
Each of these items represents a certain piece of information about the potential member that will need to meet a criteria that is predetermined. Our team is very choosy about our members, we have had too many bad experiences not to have a very high standard for our members and investigators. Note: Sometimes you will have individuals that come to you and sometimes you may have "open application periods". It is good to have the application in paper form or have the link to your application ready for anyone that may be interested. Always review applications no matter if you need new members or not, you may be missing out on an individual that would be extremely valuable.
MULTIPLE INTERVIEWS
When you bring in individuals to do interviews for membership, keep the group small that will be interviewing. You may want to do the interviews in a more public setting, however if you do it at your home or a location, allow the potential member to have a trusted friend or relative with them. The first interview our team does is the sit down interview where we ask questions and get to know them. Our team is a funny bunch so if our sense of humor can't thaw out the individual, they may not be a good fit. We try to let them talk freely and we love to see individuals that don't need to be prompted with questions. This usually translates to a member that jumps in to help when needed and has the motivated to lead. The second interview we do is at an active location on an investigation. You just never know how someone will be until you get them out there in a cold, stinky location full of things that go bump in the night. We will occasionally interview individuals more than one time in each setting if necessary. Note: Ask what their goals or mission may be for being a paranormal investigator. Sometimes their goals don't align with yours, or they have a different idea in their head of what they hope to experience.
BACKGROUND AND REFERENCE CHECK
One of the worst things a potential member can do is lie about themselves or their criminal history. We give them the opportunity to divulge this information, however if we find it during our background checks we will not accept them. We have had individuals apply and interview that are registered sex offenders and have been arrested for theft, be careful, not everyone is as they seem. You are responsible for creating a trusted and reliable team, your members are the building blocks of your reputation and things like this can be detrimental. References should be of individuals that are not family members and should be consulted just as a job would contact your references.
BYLAWS AND AGREEMENTS
In my previous blog "The Paranormal Team Starter Checklist" you will see that I mentioned creating Bylaws for your team. These bylaws should set a precedent for any eventuality; membership criteria, attendance criteria, duties criteria, group structure, position descriptions, leave of absence guidelines, disciplinary actions, and more. Anything you can think of that may be an issue now or later, form a line in the bylaws. Make sure that the new members are aware of the totality of the bylaws and have them sign an agreement showing they have read and affirm them. Have them sign Liability Waivers, Non-Disclosure Agreements or Confidentiality Agreements, you can find generic forms like these all over the internet as well. Just make sure they have read them, understand them, and have asked any questions before they have signed.
As I have mentioned before not everyone has your best interests at heart and sometimes instead of being an inspirational hobby, it can end in dramatic and heartbreaking situations. Be careful who you invite into your sphere. Who you have on your team directly reflects on the team itself. Clients are trying to be more comfortable in their home, make sure that you and your members make them comfortable. Be transparent about your expectations and goals so that there is no question where you stand. It's very important to have a team that is well rounded, motivated, honest, and motivated. The dynamic of a good team increases the potential of your results.
Rebecca Boyer
Co-Founder/ Case Manager
Antietam Paranormal Society
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