I might focus on 'what in my resume-interview did you find attractive'. For sure, I think that you should make crystal clear (diplomatically of course) what your goals would be and your beliefs about the whats and whys of sacred music. Also be sure of the goals and beliefs of the pastor are clear to you and that you can work to fulfill them without conscientous trauma. Be sure that there is no gray area that may later turn into a tar pit, that you really like the pastor and are sure that he will respect and support you, and that you can conscientiously be obedient to him.

If you know how to contact the person who left the job, you could casually ask what he thought of the job and if he would recommend it. Perhaps a bit of a preventing future grief thing, but it could yield valuable information and spare you future trouble. All is fair in love, war, and employment.

Also note: 'the person didn't work out' is a vague wash-over that no one in the business world would settle for. If you can't discuss issues openly during the interview, you never will in the job and the same thing could happen. There is a considerate way to do this of course, like "In your view, what were some of the issues with the last director?"
IMHO, 90% of these issues are; "the person didn't play the music we liked".

G,

No. That's exactly the point. It's fair to ask "Why is there a vacancy?" It doesn't imply anything wrong in anyone's conduct. The answer could be as simple as "We're expanding". It could be more complicated, "He went to take care of an aging parent". It could be "The person who last held the position was dismissed for showing up drunk to work." You didn't ask why he left. You asked why the position was vacant.

May God bless you as you discern your options.

Pray and ask the Holy Spirit to guide your conversation. There is no pat question or answer that will help you. I always ask these questions:

1. What pew resources do you use?
2. Do you have a contemporary music ensemble?
3. Do you have a pipe organ? Does the organist play from the front or the back of the church? Do you have a piano?
4. Do you use Latin regularly in your liturgies? (not because of Latin, but because it shows a church devoted to authentic sacred music)
5. Does your choir sing polyphony and does the church have a music library of octavos?

These kind of questions go to the heart of the issues.

ghmus, you need a HR refresher course. Why there is a vacancy is really no concern of the person wanting the job. While they may be curious, that doesn't mean they need to know. Privacy laws limit what can be discussed about former employees. I cannot ask a previous employer why someone I am looking to employ left his employ. If I ask, legally the previous employer cannot answer that question. I can ask if they would hire the person again, but not much else. I don't see the interview process being much different.

I understand this sentiment, but this is not the corporate world and, let's be honest, few priests operate their parishes that way. In fact, in a job world (ours) that operates on a pretty unique intersection of objective (Church teaching) and subjective (artistic concerns), it's important to know...all the more so if you have a wife and three kids like I do and are moving across the country.

I was offered a job at Parish Z about a year after I was the 2nd place candidate in the same job. In round one, I was candid that things would not get better until Parish Z actually had a church to worship in. This parish, where the median household income probably was right at $200k, had been in a gym (!) for 10 years. The other candidate (who was also an excellent musician) said he'd get it taken care of right away. The pastor still recommended me, but his hiring board didn't and he felt compelled to follow their rec. The other candidate did do some very good short term work...and promptly left for another job as soon as he got his doctorate. You could see this coming if you looked at his employment history, but...

In my situation, I had taken another job in the Midwest shortly after I came in 2nd: after less than a year in that job, I got a call from the (new) pastor of Parish Z...my former boss at another parish in the diocese. He basically said, "What do we need to do to get you here?" and I was promptly told to name a price. It was a tough decision not to go, but working in a parish where the staff and parishioners were all very dysfunctional (albeit with two good pastors in a row) and music was not a huge priority seemed like a bad choice. I haven't regretted the decision.

I guess the drawn out story is to say that you never know the situation, and it doesn't necessarily have to be bad, but I WOULD ask questions in detail, albeit more about the nature of the position (and if it's changed since the incumbent, etc.) than the incumbent him/herself.

Well, don't just scoff. Add more questions.

I asked matthew's questions, and gathered answers to francis's questions without asking them.

1) Are you going to fire me when the people rebel?
No. Even said he doesn't care if the choir shrinks. Just make it better.

2) Do you see our Cathedral's model of sacred music (lead by our incredibly handsome Cathedral Director of Sacred Music) as our eventual goal?
To an extent. He would like to see one traditional and one contemporary group. The traditional with some energy (dirges make everybody sad) and only the most "liturgical" of contemporary. Did not contest my idea that they should be more similar than different... But not willing to toss out the Gather hymnals (yet)

3) Can we have weekly meetings to be sure we're on the same page?
Yes. We both want this. It is one of the reasons the previous hire resigned, and one of the reasons he wants me.

How very exciting. Let's us know when you get or take the job.
PM me the parish so I can come hear your new choir.

Because I am excited, I am going to re-answer the questions from Matthew and Francis, as they pertain to my new position.

1) Are you going to fire me when the people rebel?
No. They expect rebellion. I was told before signing the contract that I am not allowed to let senior members of the choir try to run the show.
Anecdotes were shared and stereotypes were chuckled over. Complainers gon' complain.

2) Do you see our Cathedral's model of sacred music (lead by our incredibly handsome Cathedral Director of Sacred Music) as our eventual goal?
Yes.

3) Can we have weekly meetings to be sure we're on the same page?
Not going to happen, but I was assured that there will never be any question about which page we are on. I am to make a plan and execute that plan. Period. If there are complaints (or actual issues) I will hear about them immediately. If there are concerns or rebukes from my superiors, I will also know these things promptly.
"There will be no surprises"


1. What pew resources do you use?
Printed lyric sheets. No music on the page. This will change.

2. Do you have a contemporary music ensemble?
All liturgies will have the same music. One will have a more sizeable choir than the others. I am responsible for all groups, including the "youth mass" which will sing the same music as the rest.

3. Do you have a pipe organ? Does the organist play from the front or the back of the church? Do you have a piano?
No organ until the beautiful new building is done, where the choir sings from the loft and an organ (or organ-like instrument) accompanies them.

4. Do you use Latin regularly in your liturgies? (not because of Latin, but because it shows a church devoted to authentic sacred music)
Not a lot, yet. My official job description includes GR and PBC.

5. Does your choir sing polyphony and does the church have a music library of octavos?
If they do its not great. This is an area I am expected to expand and improve for them.

Did they agree that your Cathedral Music Director was incredibly handsome? Because if not they may have issues with aesthetics.

That's best for all involved.