Guest Blog by Jule Watson, Artistic Director of Act One Panto
Criteria
Well, obviously each casting criteria is different but the basis is the same. Whether I’m looking for a physical Shakespeare, a comedic film or a pantomime actor, the first port of call is advertising the position correctly so you only the attract the right applicants.
Actors are like personnel in the health industry, at least that’s the way I like to look at it. In the health industry you have surgeons, nurses, dentists, chiropodists - the list is endless, and it’s the same for actors who fall into various categories, in the main tending to specialise in their own field:
1. Strong film actors whose eyes do all the talking and whom the cameras love. Whether they’ve been influenced by Chekhov or Meisner, they know how to keep movement to a minimum as the camera reveals all.
2. Well-grounded performers with natural RP who have usually been treading the boards for years, usually working with the Stanislavski's acting system.
3. Physical actors whose predominant strength is movement for the portrayal of a piece. Influences include included Lecoq, Jerzy Grotowski, Peter Brook and Rudolph von Laban.
4. Comedic. Now these actors are lucky as their large movements can work for both theatre and film. Just watch Mrs Brown with Billy Connolly to see how this can be incorporated.
5. Improvisers. These performers again can adapt to theatre and film, and a majority are influenced by Keith Johnston. Jim Carey, for example, is well known for improvising in most of his films.
6. Finally Pantomime which requires larger than life actors who constantly break the fourth wall and are prepared to accept the ‘anything goes’ mayhem.
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Well as you know our industry does not have to abide by the employers discrimination act and we can be quite specific in outline when describing whom we require, gender, age, height and weight. Again the list is endless.
Personally, I still am using the traditional format of having the main boy character played by a girl and the Dame played by a male – but, trust me, that is where the tradition ends! So when advertising for this year’s productions, I left the other parts open to any gender.
The advert specifies how new and unusual the company is and what a tight ensemble we are. We only employ professional talented multi-faceted theatre trained actors, who are CRB checked, have countless energy and exceptional comedic timing. Oh - and who can fly (only joking!)
Applicants
So the applicants CV s come flooding in – now this is the hard and heartless bit.
All casting Directors have their own methods at this stage – this is mine: I look at the profile picture – this says a lot to me. Model looking shots are binned straight away, as I do not believe this is a true reflection of the actor – I’ve had actors arriving for auditions and had to ask who they are because they look nothing like their photo.
Once that is done I look at their age against their photo – again some actors shot are over 10 years old than their image, so again, I don’t recognise them when they turn up.
Now the pile is getting a little thinner.
OK more shallowness from the casting director: Overall body shots.
Already I have an idea of what I am looking for and if the body shape is not right, out they go. It’s no good having the lead girl towering above the male love interest. In film, maybe, actors can get away with such disparity in height. Sylvester Stallone was known for soap boxes and elevated shoes so he looked bigger than his leading lady and, nowadays, it’s amazing what air brushing and special effects can do to raise a man’s ego.
Wow the pile getting smaller. So now it’s time to see what they can do. While reading their CV, I look for several things:
· Whom they’ve worked for
· What kind of productions dominate their CV
· Whether they worked for the same employer more than once (good sign if so)
· Have they toured before?
· Any special skills, e.g. stage combat, circus training etc.
· Are they CRB checked?
· Can they drive? ( Always a bonus)
· Which Academy or University they attended (but as you see this is at the bottom, as last year’s lion had not attended either and she was so talented I had Jacy change the whole script to ensure she was in the production!
Short List
Ok. I’ve now compiled my short list and audition invitations are emailed.
With my need to have the best, I’m prepared to scour the country but realise that the cost of attending an audition up North may not be possible for a lot of Southern-based actors, so I offer the option of a Skype audition, even though I do prefer face to face. However, an actor’s ability to attend often depends on their finances!
When acceptances come in, I try wherever possible to accommodate audition times and dates around train times and existing work schedules, as most working actors have supplementary jobs like bar or restaurant work or selling to finance them during in quiet periods – often termed as RESTING.
Audition
This is my favourite bit – as I love to see people perform. Knowing how nerve-racking auditions can be, I always try to put the actors at ease with general chit chat, as otherwise they may not give a true performance.
I explain a little about the company, structure, pay, accommodation and what we’re looking for to enhance our already strong ensemble.
I then ask them what they would feel comfortable doing first - their songs or monologue. If singing is not their strength, they tend to choose that first and I’m never opposed to this being done in character. These applicants have usually been shortlisted for comedic skills and physicality rather than their vocal chords but, if they can sing it’s a bonus, one that can be written into the script.
I ask what monologues they have chosen and ask if they are from directed pieces. Personally, I don’t like it if they want to do a directed piece, as I believe this is the director’s vision rather than theirs.
If I can see that an actor may be a potential member of our team, I will stop their monologue mid-flow and direct them, changing various elements of their existing monologue. This enables me to see a) their versatility and b) how they work with direction.
Monologues and songs out of the way, the floor is open for questions from the candidate, after which I inform them when they’ll know the outcome – and, as a casting director, I always them know ether way, viewing this as a matter of courtesy.
Decisions Decisions
This is always a toughie, but I have to take everything into consideration:
Acting
Singing
Movement
Special Skills
Attitude
Aura
And, most importantly, will they fit in with the already strong ensemble?

