| What better way to evaluate presentation skills than | | | | presentations provide the chance to take a second |
| by holding auditions? Any trainer, speaker, or educator | | | | look, and sometimes it might be necessary. If you |
| worth his weight in gold will look forward to this | | | | decide to videotape the presentations inform the |
| opportunity. It offers a chance to shine and to seal the | | | | candidates. |
| deal. Nevertheless, several steps must be taken to | | | | - Create an evaluation form. Develop a form to record |
| guarantee that the process is effective. This article | | | | feedback and to rate the categories that you establish. |
| proposes some steps that will help you develop a | | | | Consider using a scale of 1 to 5 (1=very poor, 2=needs |
| system for recruiting dynamic and skilled facilitators. | | | | improvement, 3= okay, 4=good, and 5=excellent). Also |
| How to Get Started | | | | include a section for comments. |
| - Write a detailed description of the position. Outline the | | | | - Recruit a panel of judges. Gather a group of |
| qualifications as well as the position requirements. Be | | | | interested persons to evaluate the facilitators; |
| specific. List the skills, level of experience, and | | | | unmotivated people will not approach the task |
| personality traits that are desired in a youth group | | | | wholeheartedly. Take the time to explain the goals, |
| facilitator. Likewise, discuss the responsibilities of the | | | | objectives, and instructions for completing the |
| position. | | | | evaluations. |
| - Determine the criteria to be assessed. In short, know | | | | - Select a good location. Use a meeting or conference |
| what you are looking for. Did the presenter understand | | | | room that is equipped with audiovisual equipment. Prior |
| the subject matter? Was the presenter organized and | | | | to the auditions, ask presenters if they need special |
| prepared? Were the goals and objectives stated at | | | | equipment. |
| the beginning of the presentation? Did the facilitator | | | | - Create an advertisement. Once you have done all of |
| stimulate discussion within the group? Did the facilitator | | | | the aforementioned, you are ready to prepare an |
| communicate clearly? If the presentation included visual | | | | advertisement that creates interest and excitement. |
| aids, were they readable, and did they make a clear | | | | Specify the qualifications and position requirements, |
| point? | | | | mention that auditions are a part of the interview |
| - Establish a time limit. Keep the process consistent by | | | | process, and provide a short overview of the program. |
| allowing all facilitators the same amount of time. Here, | | | | - Spread the word. Use print and online media to get |
| a 30-minute presentation should suffice. Try not to go | | | | the word out about the position. Do not forget to send |
| beyond one hour. | | | | a notice to schools and social service agencies. |
| - Decide if the presentations will be videotaped. Taped | | | | |