I hope you have enjoyed part 1 and 2 of this trilogy as much as you enjoyed the Godfather! No, here it is, the Finale!
Section 5: Getting Team Members
Now you see how far into the process you are before you are even looking for team members for your new association. At this stage, you may have been in the planning process for several months. But this is good, because you are properly planning your association before getting it up and running. Remember, you will be working closely with these team members and you want the best of the best for your association.
By this stage, you should have a domain ready to go, be knowledgeable of your equipment and the theories behind paranormal research. You don’t know everything yet. In this field you learn every day. Ask any investigator that.
Section 5.1: Gathering Interested Parties
It is now time to add members to your association. You can do this in a number of ways. At this stage, you will be deciding how large your team is to be. We will go into this in more detail in section 5.3.
Section 5.1.1: People You Already Know
This is a great way to start an association. Starting with a group of friends is easier to manage initially and get your team up and running.
Section 5.1.2: Advertising Openings
Your first place to advertise your openings is through your domain and website, also through social networking sites. Now you see why this step is after you have everything in place. Other good places to look are online forums and sites similar to CraigsList.
Section 5.2: The Interview Process
Section 5.2.1: Reading The Applications
Once you have gathered your potential members, you should carefully examine the forms they have sent you. Look through what they think are their best qualities and think to yourself “what could they bring to my association”. From this, create a short-list of applicants who you wish to interview.
Section 5.2.2: Interviewing Applicants
Once you have selected the people you wish to meet from the short-list of applicants, arrange a time that is convenient to both you and the applicant. Choose a location such as a coffee shop where you can talk to them. Give them a chance to ask questions, and answer them to the best of your ability.
The interview should be for both you and the applicant. You should tell them exactly what the association does, how you achieve this, and why. You should make sure the applicant will fit into your association and that it is the right choice for both parties.
Avoid making any rash decisions. When the interview is over, thank the applicant for their time and effort, and tell them that you will contact them shortly with the results.
Section 5.3: Big Team or Small Team
Before you accept everyone that applies, you want to know how large your team is to be. When you are doing this, you want to take into account the two viewpoints.
Section 5.3.1: Small Team
Advantages: A smaller team is easier to manage. It is easier to train and keep in constant contact with. You get to know your team better, and your generally become close with your team.
Disadvantages: You may not have enough members with availability to cover a client request.
Section 5.3.2: Large Team
Advantages: A larger team means you have a larger pool or personnel to pull from if you require them for an investigation.
Disadvantages: The members may feel neglected if others are asked to an investigation ahead of them; The team is harder to manage and train.
Section 5.4: Team Structure
Your team should have a structure to it. It should take into account training and accountability. Teams with a set structure generally work well, as everybody knows what to do and what is expected of them. I will go more into the structure in 5.5.
Section 5.4: Training
You should have a concise training schedule for your team. They should be fully trained before attending an investigation with a client, and should be versed in the use of the equipment. You should also have on-going training and continuous education where you and your team can get together and discuss new techniques and theories.
Section 5.5: Advancement
Just like in your day job, the ability to advance in the association is very important to your team members and should be important to you. You should have a structured advancement program, with goals and requirements. This gives your team members a goal to reach.
The structure of the PRAB and requirements are:
Level 1 Trainee
· An ability and willingness to learn
· Analytical mindset
· Rational / Critical thinking ability
· Some working knowledge of paranormal terms and definitions
· Excellent people skills An ability to take on new tasks and work under direction of the core team
Level 2 Trainee (usually after 3 months)
· Competency with paranormal research equipment use and why we use them
· Developing leadership skills while still working under core team guidance
· A good working knowledge of paranormal terms and definitions
· Demonstrated good rational / critical thinking ability
· Good communication within the team, answering e-mails etc.
· Good public speaking skills
· Ability to set up and break down kit
· Ability to analyse data in a timely manner and provide reports
· Showing competency in research skills
Level 3 Trainee (Usually 6-9 months)
· Excellent public speaking skills
· Ability to set up and break down kit
· Ability to analyse data in a timely manner and provide reports
· Excellent knowledge of equipment use and reasons we use it
· Has led a small team
· May have started a research project / submitted an article
· Excellent team communication and mixing with the team
· Still showing a good interest in paranormal investigation
· Demonstrated ability to interview clients effectively
· Adhered to all PRAI Protocols with no major disciplinary action on file
Core Team Member (12-18 months)
· Ability to train others
· Usually assigned to or leading an organisational unit (Research, Technical, AV etc)
· Mixed well with the group and continues to develop that relationship
· Excellent debunking skills
· Ability to set up and break down equipment efficiently
· Ability to analyse data in a timely manner and provide reports
· Keeps up to date with equipment and theories
· Can take ownership of a client’s case
Organisational Unit Leaders
· Assigned by a joint vote of the Lead Investigator and Deputy Lead Investigator.
· These OU leads can be AV Analysis, Technical Management, PR, Legal etc. Only core team members with an established track record can be put forward for OU Lead.
Deputy Lead and Lead Investigators
Deputy Lead Investigator is picked solely by the Lead Investigator. Also the Lead Investigator must choose his own replacement when stepping down.
Keeps abreast of new techniques and theories and decimates to the team Keeps the team up to date Micro-manages the OU Leads and reads and replies to reports from the OU Leads Usually has published documents on paranormal theory and are the public face of the PRAB Researches and finds new locations to investigate Arranges all team meetings
Section 6: Conclusion
In conclusion, I hope this document gave you some helpful information and will aid you in the set up of your own association.
If there is a request of it, in the future I may write a document on how to run the team. Remember, this document is just a short introduction to setting up your own association, however I think if you follow the examples above, you should make a strong team.
If you require and further assistance, please do not hesitate to contact me on:
Ian Murphy,
Lead Investigator
Paranormal Research Association of Boston
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