Late last year, the funk-rock band Primus found themselves in a tough spot, their drummer quit without notice. The band had to scramble to find temporary replacements with upcoming shows already booked. At their level, this wasn’t just an inconvenience, it was a high-stakes situation involving contracts, booking agents, and the livelihoods of everyone relying on the show. From their fellow bandmates and touring crew to venue staff, security, and bartenders who depended on those paychecks.

But here’s the catch: Primus isn’t a band you can just "wing it" with. Their complex, offbeat music is akin to bands like Rush that require serious skills, familiarity with odd time signatures, and an ability to bring something fresh to the table.

Faced with this challenge, Primus took a page from Talent Acquisition and turned to social media and other platforms to post the job vacancy (see below). A quick YouTube search for "Primus drummer auditions" yields numerous talented musicians playing the songs flawlessly. Here is just one example. But as the band put it: “We aren’t looking for a clone, but rather someone who can contribute to the band's musical conversation.”

The Hiring Lesson from Primus

When making hiring decisions, you often know a candidate's technical abilities. After all, they’ve applied, passed screenings, and maybe even aced several interviews. But the bigger question is:

• How will they align with the rest of the team? In this case the band members.

• Can they drive projects and initiatives forward and contribute beyond their core skills?

• Will they bring fresh ideas while respecting the company’s history and culture?

Just as a new drummer needs to balance staying true to a band's sound while adding their unique style, a great hire should respect past successes while bringing innovation and fresh perspective. This is why behavioral interview techniques like the STAR method (Situation, Task, Action, Result) are invaluable. Instead of just confirming technical qualifications, they reveal how a candidate thinks, collaborates, and problem-solves in real-world scenarios.

How This Relates to Talent Acquisition

Whether you’re hiring a software engineer, a CFO, or a drummer for a legendary band, the hiring process must be structured, strategic, and selective. You need:

• A system to stay organized and screen candidates effectively

• A process to evaluate both technical and fit within the discipline (finance, corporate, or musical)

• A method for narrowing down the pool and selecting the best match

• A team to support such a large volume of applicants and a communication plan for next steps

A friend of mine, Tim, submitted his audition video (his “resume”) for the Primus drummer role. I know Tim is an incredible drummer, technically skilled, a great performer, and an all-around solid musician. Our bands shared the stage on a few occasions, and the hang was always top-notch. But with thousands of applicants, there was only one open slot so the odds were tough.

The same principle applies to corporate hiring. It’s not about questioning a candidate’s competence, as many applicants are qualified. It’s about finding the one who best matches the company’s vision, culture, and direction.

Encore:

If you’re unfamiliar with Primus, some of their biggest songs include My Name is Mud, & Jerry was a Race Car Driver. Oh, and they also wrote the theme song for a little TV show called South Park, a show known for cutting through the noise and providing a humorous outlook and slice of life.

At the end of the day, hiring isn’t just about finding someone who can do the job, it’s about finding the right person to elevate the team. Not overcomplicating the hiring process is key. Whether you're recruiting top talent in HR or looking for the next great drummer, the same principles apply.

Lessons from the stage that are rarely covered in traditional MBA programs.

It’s no secret that I love music, always have, and always will, and I am talking about love music! Not just the occasional sing-along song on the radio or playlist. As many of my friends excelled at sports in high school, I found myself spending less time throwing the ball, and more time learning to play guitar. From learning how to play, learning to read music and music theory to listening to music and diving into every album liner note about songwriting, producers, and album credits. Simply put, I was hooked and all in! While I may have jumped off my bed as a kid with my first guitar pretending to be Richie Sambora from Bon Jovi, while cracking the headstock on the bed frame as I landed in the coolest of moves. Tears were shed and I had no idea how to explain to my parents what happened. Remember, this was at the height of MTV fame when they played actual music videos and weren’t the Ridiculousness network (I love that show!)

Throughout high school, I continued to learn guitar, jam with other musicians in school and dreamed how I could put my first band together. I consumed guitar books, magazines and learned more about the music industry.

As high school ended and college began, I found myself drawn to both business courses and psychology. After a few semesters, it was clear that Human Resources combined these two passions. I was learning everything I could relate to business and learning a way to apply it to a band. Within a couple of years, we were off and running, taking any gig we could. However, we learned we had to be organized, selective, strategic, and intentional.

Here are five HR skills I learned playing in a rock band.

Communication

This skill is key in any industry, and listening has become a lost art. From friendships to professional relationships, clear communication can avoid misunderstandings, hurt feelings, and arguments. Having clear communication with your band members (team members) is critical. From working out song ideas during rehearsals, discussing the vision and goals of where the band should be headed, what type of gigs to seek out, to communicating on stage, in a very loud environment, running on adrenaline, where you have to keep the audience engaged while the clock is running during your set time.

From one person showing the band a song idea, and jamming it out to see what happens, this requires not just communication, but being empathic, as showing someone your art, or creation on a personal level can be very stressful, and nerve-wracking for many.

One thing we strived for was when working out a song idea, we tried to keep our instruments quiet as much as possible. Nothing is worse than the guitarist and drummer discussing and hashing out an idea, and the bass player or guitar player just jamming in their own little world. Knowing when not to play is just as critical as knowing when to play in the song, on stage, or in rehearsal.

The equivalent of this in a corporate setting could be being in a meeting as someone is presenting and others are scrolling on their phones, checking emails, or working away on their laptops while partially listening. The person presenting worked hard on their research, and presentation and presumably rehearsed and practiced before presenting to their target audience, You!

For HR more specifically, there are many times where HR rolls out a new initiative or policy update. Having clear communication with employees is critical. This avoids misunderstanding, and confusion and shows employees that their concerns are being heard and hopefully met.

The Power of Problem Solving

Playing in a band is full of surprises and problems ranging from minor inconveniences to massive headaches are inevitable, no one likes to find out you were double booked during load-in. Whether dealing with equipment failures, being booked with mismatched bands (pop rock mixed with death metal? Yikes!), dealing with shady promoters or navigating the complexities of band dynamics.

Now imagine, being on a dark, dimly light stage with 500 excited and drunk people in front of you, half are cheering you on, and half are thinking impress me. Then your amp dies, a guitar string snaps mid-song, or there is ear-splitting feedback from the PA system. These moments are full of chaos and nerve-wracking but demand immediate problem-solving.

We were offered a gig to open for Buckcherry and were thrilled to share the stage with a band we all loved. During load-in, and setting up, we said hello and were able to chat with the guys for a bit, mainly about gear and touring. Fast forward to 10 minutes before showtime and disaster struck. I am on the side stage with some pre-show nerves, tuning my guitar, and I break a string. Panic set in as I calculated whether I had time to fix it or if I needed to switch to a backup guitar, leaving us with just one spare. For a two-guitar band, that’s risky. Before I could decide, their guitar tech stepped in like a superhero. “Hey man, throw me your axe, I’ll fix it in no time,” he said. Within two minutes, my guitar was ready to go. Thanks to him, the show went on flawlessly. Afterward, I made sure to thank him again and bought him a well-deserved beer. #Gratitude

The lesson? Problem-solving is essential, whether you're rocking a stage or managing the complexities of an HR role.

In HR, challenges arise daily. Your laptop might crash minutes before a big presentation, or a policy change could disrupt carefully laid plans. On a larger scale, the pandemic forced companies to pivot rapidly. From visa complications to employees with family abroad, HR teams had to find solutions while navigating strict government restrictions, compliance issues, and team concerns all while showing empathy to colleagues balancing their own challenges.

Like on stage, HR professionals must act swiftly, collaborate effectively, and stay composed under pressure. Problem-solving is not just a skill; it’s the heartbeat of overcoming obstacles and creating meaningful outcomes in any role.

Overcoming Imposter Syndrome: From the Stage to the Workplace

You’ve poured months of hard work into rehearsing with your band, perfecting your songs, refining your setlist, and fine-tuning your performance. Then, it happens: a connection leads to an incredible opportunity to open for a national act or play a major gig sponsored by a well-known radio station. The confidence is there, stage fright is long gone, and the entire band is dialed in.

But as you set up your gear and glance out at the crowd, a wave of doubt hits: Do we deserve to be here? How did we get this opportunity? Are we imposters?

Then, the moment comes, when you hit the stage, and the excitement kicks in. As the music takes over, you notice the guys from the headlining band watching from the side, giving you a thumbs-up. It’s a surreal moment for sure. But as the night goes on, you remind yourself of the countless hours of effort that brought you here. We’ve worked our tails off for this moment, and you absolutely deserve to own that stage, perform your songs, and win over new fans.

This scenario isn’t unique to musicians; it’s just as common in the world of Human Resources and professional growth.

Let’s say you’re thriving as an individual contributor in HR. You’ve built deep expertise in your area and are playing a critical role in advancing key initiatives that positively impact your department and the organization. The results are there, and your efforts are paying off.

Then, you get promoted. Suddenly, you’re leading a team of professionals, and those same doubts creep in: Do I deserve this role? Am I ready for this promotion? Do I have the right skills, credentials, and experience to lead? Will my new team respect me as their leader?

These questions are normal, but they’re not the whole story. Just like on stage, when you reflect on your journey, you’ll realize that you’ve earned this. Your skills, dedication, and continuous growth got you here. You’ve proven that you can succeed, and you’re willing to keep learning and improving.

Imposter syndrome is a universal experience, whether it’s in your career, on a stage, or in any high-stakes situation. But the key to overcoming it lies in recognizing the effort, talent, and perseverance that got you to where you are. You belong, and it’s time to embrace the moment.

Follow the 6 P’s: Proper Planning Prevents Piss Poor Performance

Whether you’re in a band or working in Human Resources, one truth remains universal: preparation is everything. In a band, every member plays a role—literally and figuratively. They learn and know their part from guitar, keyboards, drums, vocals, and slapping some bass! From learning the song, and practicing on your own, (on your own time, as band rehearsal is our collective time as a team), to coming to rehearsal prepared, and ensuring everyone is ready. There were times when we couldn’t get a new song to click for whatever reason, and we had to push pause and not play it until our next show, sometimes a month later.

One thing we learned by playing as many shows as we did is, be prepared. Not just with the songs, setlist, stage clothes, backup gear, and merchandise, but ensuring we work together during load in/load out with all our gear. Work in teams. It is easy to get on each other’s nerves at 1:30am while loading out and having a long drive home.

One particular show stands out as a lesson in the value of preparation. We were playing at a college town venue about three hours away, sharing the stage with another band we’d befriended on the Detroit music scene. They hadn’t played at this venue before and were pumped for the show, but two of their members were not feeling well. When they asked if we knew where they could find medicine nearby, we pulled out our “emergency bag.”

This wasn’t just a typical gear bag filled with extra guitar strings, duct tape, and flashlights. It also had headache remedies, stomach medicine, sore throat lozenges (a must for singers), band-aids, tea, and extra batteries. They couldn’t believe how prepared we were. That night, instead of scrambling to find a store, they relaxed, took what they needed, and focused on their set. Their gratitude was a reminder of how far preparation can go, not just for yourself, but for those around you.

Preparation is equally critical in Human Resources. Just like a band’s setlist or backup gear, HR has its own events and cycles that require planning. One prime example is the Open Enrollment season, a major moment for benefits teams.

Each fall, employees review and select their benefits for the coming year, often with questions about enrollment options, policy changes, and deadlines. For the benefits team, this is their “Super Bowl.” There’s no room for missed details, delayed communications, or errors in submissions to insurance providers. A poorly prepared benefits team can create confusion and frustration for employees and risk non-compliance with regulations like ERISA.

Proper preparation ensures a smoother process for everyone involved. It means anticipating challenges, having resources ready, and creating clear communication strategies. Just like the emergency bag that saved a bandmate’s night, HR preparation can make a huge difference in building trust and keeping things running smoothly.

Whether it’s on stage or in the workplace, the 6 P’s remind us that success is built on thoughtful preparation. It’s about being ready not just for what’s planned but for the unexpected too.

Be Professional and Approachable

We always had a golden rule of being professional and nice to all the bands we performed with, the staff at the venue, including the one person who could make or break the entire show – the soundperson. Every single soundperson we have worked with always had great stories and had seen a thing or two over the years. Sometimes they are pissed off and just not in the mood to chat. They are dealing with 2-4 bands per night, all with unique personalities, egos, and requests on how to mic amps and drums, so we could be rock stars for the night. The best sound people we have worked with ran a tight ship, explained the night ahead of time, helped us during soundcheck, etc. We tried as much as possible to have our requirements printed out for the sound person. Had a list of how many amps, guitars, bass, drums, mics for vocals, background vocals, special requests for lighting, etc. Once you knew the soundperson and learned their style, you did everything possible to stay on their good side. When you played a second time at a venue, you not only knew the drill, but you pulled the sound person aside after soundcheck thanked them for everything, told them you were excited to have a great show, and handed them a pint of their favorite beverage. Would this happen in a corporate setting? Perhaps with cookies or bagels on a Friday morning.

There were many times we played with bands that had to have some of the nicest people we met but musically it wasn’t our cup of tea. There was still mutual respect for fellow working musicians in the local/regional scene and supporting each other. We learned very quickly that working with fellow bands, supporting each other, and going out on nights off to see others goes much farther than competing with one another.  We became good friends with several bands, and it was common to share gear at shows and run merch tables for one another.

We always prided ourselves on being professional, approachable, and nice to everyone at the venue: bartenders, sound, local crew, security, talent buyers, and other bands and their fans. If something was off, we saved it for rehearsal in private or on the drive home.

This is no different in Human Resources in a corporate setting. I have worked with some amazing HR professionals and truly learned a ton from them over the years. I saw daily how professional they were in their work, advising employees (internal customers), and what being approachable means to the employees we serve.

I take great pride in being an HR professional who is approachable, and knowledgeable and if I don’t know the answer, I will be sure to tap on someone who does and get back to that person. I would never want a team member not to approach me because I work in HR. If they have a question and it is sensitive in nature, of course, you want to talk in private. Sometimes it may be a request for something, and ultimately the answer could be a No due to a policy. However, I would always want team members to feel HR is approachable and feel as if they are heard. If not, then there is a good chance something may be broken within the organization including HR.

Whether you’re on stage or in the workplace, being professional and approachable builds stronger relationships, earns trust, and creates an environment where people want to collaborate. In HR, that trust translates into employees feeling supported and valued.

At the end of the day, whether you’re working with sound people at a music venue or employees in an office, respect and kindness go a long way. And just like the best sound crews help bands shine, a great HR team helps employees thrive.

Encore: Final Thoughts

Musicians bring a unique set of skills and perspectives to any team, including HR. While I’ve highlighted just five lessons in this article, I’m certain there are countless others. I’d love to hear your thoughts—whether you’re in HR or another field—on the unique talents or experiences you’ve brought to your team.

Let’s keep the conversation going! Be sure to tune in to The HR Rock Star Podcast for more insights, trends, and challenges shaping the world of human resources and beyond.

Picture this: a concert venue buzzing with anticipation. The lights dim, the crowd roars, and the band steps onto the stage. Every person in that room is fully present, united by a shared experience, and ready to sing along. Now imagine if your employee meetings or workplace culture had that same energy and connection. It may not be as far-fetched as you might think!

1. Set the Stage with Clear Expectations

The setlist is carefully curated at a concert to give the audience an unforgettable experience. Very few professional bands wing it with their setlist. Similarly, employee meetings need a clear agenda to keep everyone aligned. While artists enjoy surprising their audiences throughout their performance, from a meeting side, sharing your "setlist" in advance, so everyone knows what to expect and can engage more deeply. No one wants to be stuck in a meeting where the "encore" is yet another unplanned agenda item!

2. The Power of Shared Purpose

Concertgoers sing their hearts out because they feel connected to the music and the message. Employees are no different. To foster engagement, ensure that your team understands why their work matters. Like a great concert connects people to the artist, strong leadership connects employees to the company’s mission.

3. Turn Up the Energy

A band’s energy fuels the crowd and vice versa. Meetings and workplace interactions thrive on the same principle. Encourage active participation, celebrate wins, and inject a little fun! Whether it’s starting meetings with a quirky icebreaker or spotlighting achievements like an encore performance, your energy can turn a meeting from mundane to memorable.

4. Acknowledge Everyone in the Audience

Ever been to a show where the lead singer calls out someone in the crowd? It’s electric. The same principle applies at work: recognition matters. Take time to acknowledge contributions, big and small. It makes employees feel seen, valued, and excited to stay "in tune" with the team.

5. Handle Feedback Like a Pro Sound Engineer

In a concert, the sound engineer tweaks levels to ensure the band sounds great, and the crowd gets the best experience. In meetings or employee engagement efforts, feedback is your soundboard. Listen carefully, adjust where needed, and ensure everyone’s voice is heard.

Encore: Final Thoughts
Whether it’s a concert or a workplace, engagement is all about connection. When employees feel heard, valued, and inspired, they become your biggest fans, just like a loyal concert crowd.

Keep the energy alive, and don’t forget to capture those "standing ovation" moments. For more insights into how we can rock our roles in HR and beyond, be sure to tune into The HR Rock Star Podcast.