Review your church’s constitution and personnel handbook to make sure you have a clear understanding of what policies are in place for the hiring process.
Know exactly what the expectations are for the position you are hiring. Clearly articulate primary responsibilities for the role. Make the job description available on your website and to your congregation.
Connect with leaders in your denomination and in your personal networks to reach qualified applicants. Continue to build out your network and create reciprocal relationships.
An applicant is someone who has applied for the job but does not meet the qualifications or is not someone you would like to bring in for interviews. A candidate is someone you would like to bring in for interviews and meets all, or most, of the listed qualifications or requirements of the position.
When you are ready to bring a candidate to the next round, have them fill out a personality assessment that will give you more insight to their gifts and abilities. There are a number of assessments that can be helpful – StrengthsFinder, DISC, Enneagram, Myers-Briggs. Also include a theological questionnaire to make sure you are on the same page.
Follow the policies in place with your personnel committee. If you do not have a policy, establish a rule of four for interviews. Choose three other people who will perform the interview with you. Ideally, these would include the hiring leader, a current staff member in a similar position, a current staff member not in a similar position, and a trusted volunteer or lay leader.
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