Creating an Application and Tryout Process

Before designing an application, define what a successful candidate looks like:

• Commitment: Will they remain active? Look for members who have a track record in other communities.
• Communication: Can they follow instructions and communicate clearly in text?
• Conduct: Do they behave appropriately under observation during a tryout?
• Knowledge: Do they understand the basics of ERLC and your server's standards?

Design each stage of your application to test one of these factors specifically.

A two-stage process (application then tryout) is the most reliable filter for most servers:

• Stage 1 — Written application: Collects basic information and a written response. Filters candidates who cannot commit to a text form.
• Stage 2 — In-game tryout: Tests practical competency, conduct under pressure, and ability to follow instructions.

Do not advance every applicant who completes Stage 1. The review between stages is a deliberate filter, not an administrative step.

Keep the application focused. Recommended fields for most ERLC departments:

• Discord username and user ID.
• Age (if relevant to your server's maturity standards).
• Timezone (for scheduling awareness).
• Why they want to join — short paragraph, not an essay prompt.
• Previous ERLC or roleplay community experience.
• Available times for a tryout.

Long applications with many questions do not produce better candidates — they produce longer applications. Focus on what you can actually use to make a decision.

A tryout should test what the role actually requires. Standard elements for ERLC department tryouts:

• Briefing: Explain the format, expectations, and how the candidate will be evaluated. Keep this under five minutes.
• Knowledge check: Ask three to five factual questions about your server rules, radio codes, or department procedures.
• Practical scenario: Run one or two in-game scenarios — a traffic stop, a dispatch call, or a patrol sequence.
• Debrief: Give the candidate feedback at the end regardless of outcome.

Every application and tryout outcome should be documented:

• Log the applicant's name, ID, tryout date, evaluator, and result.
• If an applicant is denied, record the specific reason — this prevents the same outcome from being decided differently next time.
• Set a re-application waiting period — typically two to four weeks after a denial.
• Review application outcomes quarterly. If you are accepting most applicants, your filter may be too loose. If you are denying most, your criteria may be unclear.

Slow communication signals low organizational quality:

• Acknowledge every application within 48 hours of receipt.
• Notify applicants of their tryout result within 24 hours of the tryout.
• If an application is pending review for longer than expected, send an update.
• Denials should be delivered with a brief explanation — not a generic "we have decided to move on with other candidates."