Things to decide before forming a band | Direction, conditions, and activity frequency to solidify before posting a recruitment notice.

When you decide it's time to recruit band members, many people immediately start writing a recruitment notice. However, there are a few things you should decide before you do that. If you put out a recruitment notice without a clear direction, you're likely to receive applications, but they're often a mismatch because they're "not what you expected," and you end up having to start your search all over again.

This article is the "very first step" in the Membo recruitment series, covering topics such as how to write member recruitment ads , how to select applicants , the money and rules to decide after joining , and etiquette for applying to multiple clubs from the applicant's perspective. We have compiled a checklist that you can actually use to finalize what you need to decide and to what extent before writing your recruitment ad.

Why is it necessary to pause before posting a job opening?

Once a band is formed, it's not easy to correct differences in direction later on. Even if someone starts to feel like they "really wanted to play original songs," "wanted to be more serious about their activities," or "actually can't dedicate that much time to it," an atmosphere can develop that makes it difficult to say so. According to Wikipedia , a survey of disbanded artists found that "differences in musical direction" was cited as the reason for disbandment in 43% of cases overall, and in rock bands and visual kei bands, this figure rises to 58%. However, the same explanation also points out that in reality, there are often more specific reasons behind the disbandment, such as financial problems or deteriorating interpersonal relationships. In other words, behind the phrase "differences in musical direction," there are many cases where the root cause lies in the fact that the band members didn't align their direction from the beginning.

That's why you should think of those few minutes before posting your recruitment notice not as "troublesome preparation," but as the most efficient investment in reducing future problems. As mentioned in the section on how to avoid conflicts over differences in band musical style , it's overwhelmingly easier to align on direction from the beginning than to try to fix it later.

Learning from common mistakes

There are several common patterns to things you later realize you should have decided beforehand. Take a look at them in advance to see if they apply to you or the members you'll be working with.

Failure Pattern 1: Activities begin without noticing the temperature difference.

It's very common for the recruiters to think, "It's fine if we just have fun casually," while the applicants are thinking, "I want to perform at a live music venue seriously." Even if they hit it off at the first meeting, they often realize "the level of seriousness is different than I expected" once activities begin, and one of them ends up having to endure the situation. This can be prevented by being as specific as possible in the recruitment message, regarding the level of enthusiasm and direction.

Failure Pattern #2: Not prioritizing multiple part-time jobs

When you post a vague job opening like, "Bass or drums, whichever suits you best," you might end up with applicants for both parts, making it difficult to decide which to prioritize. If you organize your priorities and how many people you need for each part beforehand, you can avoid panicking during the selection process.

Failure Pattern #3: Postponing discussions about money for too long.

If you postpone discussing money, saying "Let's get the sound right first," you might end up with complaints after several months of activity, such as "The burden of studio fees was actually different than I expected" or "I never thought we'd be doing live performances." You don't need to decide on every single amount from the start, but sharing a general idea early on will serve as insurance for continuing in the long run.

① Put into words the band's direction

The first thing you need to decide is the biggest direction you want to take with this band. If you put out a call for applicants without a clear vision, you'll later realize there's a disconnect between your goals and the people who apply.

Do you want to enjoy it as a hobby, or do you want to pursue it seriously?

Do you want to be content with "getting together on weekends and playing your favorite songs," or do you want to "regularly perform at live music venues and eventually release recordings"? These two approaches will result in vastly different levels of activity and different expectations of the members. Neither is necessarily right or wrong, but if you don't clearly define which approach you lean towards, the tone of your recruitment post will become vague.

Desired genre and musical style

When deciding on a musical style, try to be as specific as possible, whether it's rock, pop, jazz, metal, city pop, or a singer-songwriter sound. The term "I want to be in a band" is actually quite broad, and the sound people imagine varies greatly. Listing 3-5 of your favorite artists can help you articulate your own direction.

Incidentally, the term "differences in musical style" can mean many different things to different people. Common differences include the direction of the arrangement (whether you want to play it simply like the original or add an elaborate arrangement), who takes the lead in composing and arranging, the direction of the sound you aim for (whether you prioritize respect or want to express originality), and preferences for volume and genre (whether you prefer loud music or a more subdued arrangement). When you feel that your musical styles don't match, try breaking down which of these factors is actually the cause, and you might find that there's room for compromise.

Original songs or cover band?

It's important to decide early on whether you'll start by creating original songs or begin as a cover band playing your favorite songs. If you have plans to transition to original songs in the future, mentioning this during the recruitment stage will prevent misunderstandings later on, such as "I wasn't told about that." If you're interested in creating original songs, you might also want to check out " Let's create original songs with a band!"

Neither is inherently superior; the choice should be based on which best suits your goals. Many bands take a gradual approach, starting as a cover band and then venturing into original songs once the members have developed a strong rapport.

Visualize the goal you are aiming for.

The goal could be regular appearances at live music venues, releasing recordings, performing at school festivals or camps, or simply "getting together once a month to play music for fun." Once the goal is set, the necessary frequency of activity and the level of commitment will naturally become clear. If you're considering live performances, knowing the mechanisms of live music venues , including booking and performance quotas , beforehand will allow you to write a more realistic message in your recruitment post.

② Organize the necessary parts.

Once you have a clear direction, the next step is to organize the parts the band needs. If you already have members, write down on a piece of paper who plays which part and what else you're missing.

• Existing member lineup : A list of already established parts such as vocals, guitar, bass, drums, and keyboards.
• Parts that are lacking : Clearly identify the parts you need to find (if multiple parts are being advertised simultaneously, prioritize them).
• Is one person enough, or do you need multiple people ? Consider whether you might need to recruit multiple people for the same part, such as twin guitarists or backing vocalists.
• Dual roles : Whether or not to welcome people who can handle dual roles, such as vocalist and guitarist.

The best way to find a musician varies depending on the instrument. Knowing the specific circumstances of each instrument —whether there's a real shortage of drummers , why bassists aren't being found , or why suitable vocalists aren't being found— can help you decide how much you're willing to compromise on your recruitment requirements. If you're still unsure which instrument—guitar, bass, drums, or keyboard—is right for you, the guide on choosing an instrument based on your personality and lifestyle can also be helpful. If there are multiple instruments in need, using Membo 's instrument-specific search will help you understand which instruments tend to attract more applicants.

③ Put your desired conditions into words.

Once the direction and roles are decided, articulate specifically what kind of person you want to join the team. If this is left vague, discrepancies in understanding with applicants will suddenly surface during the selection process.

Level/Experience

You need to decide whether to welcome experienced players, beginners, or set clear criteria such as "at least 3 years of band experience." The higher the skill level you require, the fewer applicants you'll receive, but it's important that it aligns with the direction of your activities.

Determination of commitment to the activity

Whether you're looking for someone with an intense level of enthusiasm who "never takes a break" or someone who "wants to continue at a comfortable pace as a hobby," make sure this aligns with the direction you decided on in step ①. If there's a mismatch here, friction will inevitably arise when you decide on the frequency of activities (discussed later).

Considerations for how to write about age groups and attributes

While it's natural to have an age range in mind, when incorporating it into your recruitment post, it's more effective to describe your activity style, such as "We want to play comfortably with people our own age" or "Age is not a factor if you have experience." Similarly, when it comes to gender, consider the roles and activity style required for the band, and be mindful of not unconditionally excluding any particular attribute. This will ultimately broaden the range of good matches you can make.

The way decisions are made differs between bands mainly composed of beginners and bands mainly composed of experienced players.

If you're expecting everyone to start as a beginner, then the requirements should be written in a way that emphasizes potential and perseverance, such as "people who can practice together" or "people who are willing to learn the basics through lessons or self-study." Conversely, if you want to attract experienced players, setting specific criteria such as "X years of band experience" or "experience playing in a specific genre" will make it easier to attract applicants with a similar skill level. For parts where you want to steadily improve from a beginner level, self-study roadmaps for each part can also be helpful. For example, you can find roadmaps for becoming a drummer , a bassist, a guitarist , or a vocalist.

Typical market rates by age group and experience level

While it's natural to wonder "what age range and experience level of people tend to gather," there are no clear official statistics showing the age distribution in band member recruitment. As a general guideline, recruitment for working adult bands tends to attract mainly applicants in their late 20s to 40s, while recruitment for student bands tends to be almost entirely from people of the same age group. Regarding experience level, recruitment that explicitly states "beginners welcome" tends to attract more applicants, but if you want to match the skill level, setting a specific criterion such as "X years of band experience" will reduce the effort required for selection. Rather than blindly accepting the numbers, it's more reliable to first decide which demographic you want your band to reach and then adjust the wording of your recruitment message accordingly.

Once you've articulated your requirements, you can get a better idea of the type of people who are likely to join by browsing through similar bands and recruitment posts on Membo . Since many foreign musicians who can't read Japanese use Membo , considering how to overcome language barriers to find members should also be helpful when setting your requirements.

④ Establish the practical conditions for the activities.

No matter how well the direction and conditions align, a project won't last long if the practical conditions don't match. The key here is to define these conditions concretely using numbers.

Activity frequency

Is it once a week, twice a month, or every other week? Rather than using vague expressions like "we want to get together as often as possible," specifying a number, such as "X times a month, for about X hours each time," makes it easier for applicants to compare it with their own lives. As introduced in the guide on how to start a band as a working adult , if the premise is to balance it with work or studies, clearly stating a manageable frequency from the beginning is key to long-term success.

As a general guideline, a band of working adults who want to continue playing as a hobby without overdoing it will likely need to practice 2-3 times a month, while a serious band aiming to perform live will often need to practice at least once a week. For student bands that want to intensively prepare for a school festival or training camp, a flexible approach such as increasing practice to 2-3 times a week for a limited time is also possible. Determine a manageable frequency in numbers, comparing it to the goal you set in ①.

Constraints for working adults and students

For bands comprised of working professionals, it's crucial to factor in overtime and busy periods in advance. Since busy periods vary depending on the industry, such as the end of the fiscal year or the end of the financial reporting period, it's a good idea to leave some flexibility, such as "We usually practice X times a month, but this may be reduced during busy periods," to prevent dissatisfaction from building up among members. If there are members who may be transferred or relocated, it's also reassuring to share this information early on.

For student bands, the key is whether they can balance their activities with academic commitments such as exams, club activities, extracurricular activities, and job hunting. Exam periods, in particular, are a time when many members want to stop activities at the same time, so establishing a common rule beforehand, such as "no activity for two weeks before exams," can reduce the awkwardness of individual requests for time off. Anticipating that some members will have less time available due to job hunting as they progress through their academic years will help prevent differences in enthusiasm later on.

Activity days

Will you be mainly practicing on weekday evenings or weekends? If your band consists mostly of working adults, weekday evenings or Sundays are likely to be good options, while if your band is mainly made up of students, weekday afternoons are also a possibility. Your preferred days of the week don't need to match perfectly, but it's a good idea to check beforehand to make sure there aren't any critical discrepancies such as "weekdays are absolutely impossible" or "I'm only free on weekends."

Activity Area

Decide on both the area of the studio you'll use for practice and the area where you'll anticipate performing live. Whether or not it's within easy commuting distance from your home is a major factor in deciding whether or not to apply. Information on how to find a practice space is summarized in the Complete Guide to Renting a Band Practice Space/Studio . If this is your first time practicing in a studio, reading the Complete Guide to Your First Band Practice will also help you visualize the flow of the day.

⑤ Align financial assumptions

Financial matters are often put off until later, but they are a common source of conflict. You don't need to decide everything perfectly at the recruitment stage, but having even a general idea will make discussions after joining much smoother.

Sharing of studio costs

We need to decide whether to split the studio fees equally for each practice session or adjust them according to the number of practice days. The overall picture of the costs involved in band activities is explained in detail in the Complete Guide to the Costs of Band Activities in Japan .

There are three common methods for dividing costs: ① dividing the cost equally among all members present, ② setting aside a fixed amount each time and managing it through an account or app, and ③ setting a monthly fee based on the frequency of activities. Since studio rentals in urban areas often cost several thousand yen per hour, if you plan to practice two to three times a month, it's a good idea to estimate several thousand yen per person per month to make the explanation more concrete when communicating with prospective members. Whether or not to include the cost of live performances should be decided in conjunction with the next section, "Preparing for Live Performance Quotas."

Approach to purchasing equipment

It's a good idea to decide early on which instruments, amplifiers, and effects pedals you'll provide individually and which will be purchased jointly as a band. For the basics of choosing equipment, please refer to a guide to band equipment and effects pedals .

Mindset for meeting live performance quotas

Live music venues often require a ticket quota. Understanding the booking and quota system beforehand can prevent situations where you think, "I really want to play live, but I wasn't prepared to spend that much money." While detailed financial arrangements are covered in the section on money and rules that we discuss with new members after they join, it's a good idea to have a general idea of your approach even before you start recruiting.

There are other ways to find members besides recruitment websites.

We've covered the steps to prepare for recruitment so far, but knowing about other ways to find candidates besides recruitment websites will broaden your options. Each method has its strengths and weaknesses.

• Social media (X, Instagram, etc.) : While it's easy to share posts with existing connections and convey the band's atmosphere through photos and videos, accounts with few followers have a limited reach and tend to be harder to find for people searching for recruitment criteria.
• Bulletin boards at music schools and vocational schools : While it's easy to meet people with similar skill levels, the target audience is limited as it only reaches current students, and the demographics tend to be biased towards certain regions and age groups.
• Live music venue notice boards and studio bulletin boards : These have the advantage of being easily seen by people actually involved in music activities, but they only reach people who visit the venue, and it takes time and effort to post notices by hand one by one.
• Referrals from acquaintances or friends : While this offers the reassurance of starting with someone whose character you already know to some extent, there's a limit to the number of people you can be referred to, and you can't always guarantee that you'll find someone who meets your criteria at the right time.
• Local music communities and circles : While these facilitate the formation of lasting connections, their activities tend to be limited to the local area, and many do not disseminate information in foreign languages.

These methods all share the common characteristics of being limited to a certain range or requiring the effort of searching for each individual listing. Member recruitment services like Membo differ significantly from these methods in that they allow you to search information from multiple Japanese recruitment sites at once, cover all 47 prefectures of Japan, and reach people who cannot read Japanese through automatic multilingual translation. Of course, it can also be used in conjunction with social media and referrals from acquaintances. If you want to broaden your recruitment reach, it is recommended to use a combination of multiple methods.

Deciding in advance makes everything easier afterward.

Having a firm grasp of these five points will make the subsequent steps much smoother.

First, the time spent agonizing over how to write recruitment ads will be drastically reduced. If the direction and conditions have already been articulated, all you have to do is put them directly into the recruitment text. In fact, bands that write good recruitment texts tend to have solidified their direction beforehand.

For example, based on the information organized in ① to ⑤, the beginning of the recruitment letter can be structured like this.

• Good example : "Seeking a bassist who likes City Pop and R&B. Practice twice a month on weekday evenings at a studio in the Mitaka area. We welcome those who want to continue playing as a hobby at their own pace, experienced players are welcome, but beginners with enthusiasm are also welcome."
• Bad example : "We're looking for band members! Enthusiastic people are especially welcome!"

A good example incorporates all the concepts of direction (genre), activity frequency, activity area, desired level of commitment, and experience level into a single sentence. On the other hand, a bad example lacks information, making it impossible for applicants to determine if it's a good fit. This difference arises simply by listing the content described in ① to ⑤.

Next, the selection criteria after receiving applications become clear. If you articulate the "required conditions" in advance, you won't be confused about what to confirm when talking to applicants. Conversely, if you conduct interviews with vague conditions, you may make judgments based only on the impression you get at the time, which can lead to a mismatch later on, where applicants feel that "what they said was different from what I expected."

And most importantly, it significantly reduces conflicts arising from differences in musical direction after the band has started. Having everyone on the same page from the beginning is the most important foundation for a band to last.

How to proceed when making decisions alone vs. when there are existing members

You don't necessarily need to decide on all five of these items perfectly on your own.

If you already have a few core members, we strongly recommend setting aside time to talk with everyone before putting out a call for new members. It's quite common for each person to have a slightly different understanding of the direction. The discussion doesn't have to be a formal meeting; it could be a casual chat before going into the studio or a brief conversation at a cafe. The important thing is to not leave it at "vague" but to put at least the minimum points into words and share them.

If you're starting from scratch on your own, try writing down each of the five items on a piece of paper or in a memo on your smartphone. Writing them down will help you realize areas that were unclear even to you. You don't need to decide everything perfectly; simply categorizing what you've decided and what you're still unsure about will greatly reduce your indecision when writing the job posting.

You don't need to decide everything perfectly.

We've covered five points so far, but you don't need to finalize every single word before posting a recruitment notice. In particular, the genre and the goals you aim for may not become clear until you actually get the members together and start making music. What's important is to put into words "the direction you're heading in right now," not that you'll never change it. In fact, it's not uncommon for things to change for the better when new members join.

However, make sure to distinguish between "conditions you absolutely cannot compromise on" and "conditions you are open to negotiation on." For example, prioritizing things like "the activity area is absolutely non-negotiable" and "it's okay if the genre is slightly different" will allow you to respond flexibly during discussions with applicants and prevent you from wavering on important points.

Common questions

Is it okay to start recruiting even though we don't have any members yet?

That's perfectly fine. The "starting from scratch" approach, where one person decides on the direction before recruiting, is quite common at Membo . In fact, this is an opportunity to clearly articulate your direction on your own. Try filling out the five items I've introduced by yourself before incorporating them into your recruitment message.

What if we decide on a direction, but no one applies?

Narrowing the requirements too much can reduce the number of applicants. In that case, one option is to slightly loosen the requirements other than the "absolutely non-negotiable conditions." Our guide on writing recruitment advertisements also introduces techniques for writing compelling text to attract applicants, so please refer to it along with reviewing your requirements.

What if the direction changes midway through?

It's natural for a band's direction to gradually change as they continue their activities. The important thing is to articulate and share these changes with the other members as soon as you notice them. Bands that have had a proper discussion at the beginning tend to be able to make these course corrections more smoothly.

Checklist of things to decide before posting a job opening.

• □ Do you want to enjoy it as a hobby, or do you want to pursue it seriously?
• □ Can you articulate the genre and musical style you want to pursue?
• □ Have you decided on your direction, whether it's original songs or cover songs?
• □ Do you have a clear image of your goal (live performances, recordings, release venues, etc.)?
• □ Have you identified the composition of the existing members and any missing roles?
• □ Are the required experience and skill level clearly defined?
• □ Does the level of commitment and passion you're looking for align with your direction?
• □ Can you state the frequency of your activities (X times per month / X times per week) in numbers?
• □ Do you have a preference for the days of the week (weekdays/weekends) you would like to participate?
• □ Have you decided on your activity area (practice location/live performance area)?
• □ Do you have any ideas about how to share the studio costs?
• □ Do you have a clear idea of what criteria you use when deciding whether to purchase equipment?
• □ Are you mentally prepared for the live performance quota?

It's okay if you can't check everything. Just sorting out what's "decided" and what's "still unclear" will prepare you for the next step. It's convenient to save what you've written down on your smartphone so you can refer to it directly when writing your job posting in Membo .

Once you've decided, the next step is to write the job posting.

Once you've articulated everything up to this point, it's time to write your recruitment ad. The Complete Guide to Writing Member Recruitment Ads provides detailed explanations of effective recruitment ad templates, good and bad examples, and how to use Membo 's posting form. The direction, part structure, required conditions, activity frequency, and expected salary that you've organized will serve as the basis for your recruitment ad.

If you're curious about how other bands that are already recruiting are writing their recruitment notices, it's a good idea to check out a complete guide to finding bands that are recruiting , or a map of the current Japanese band scene . Knowing what conditions other bands are using in their recruitment notices will help you refine the details of your own recruitment notice.

summary

Before forming a band, there are five main things you should decide: "direction," "part composition," "required qualifications," "practical conditions for activities," and "financial projections." You don't need to decide all of them perfectly, but at least being able to articulate them to yourself will help both attract applicants with your recruitment message and prevent mismatches after members join.

Once you're ready, try posting your recruitment notice on Membo . With Membo's automatic translation into multiple languages, not just Japanese, you'll have a wider chance of finding members who fit your band's direction, regardless of whether they're Japanese or foreign. First, use this checklist to prepare before posting your recruitment notice. If you're unsure how to use it, be sure to check out Membo's help page , user guide , app usage page , announcements page , and writers page.