Debunking the "Perfect Candidate" Myth in Church Staffing

In the world of church leadership, there's a persistent hiring myth that's sabotaging many churches. It revolves around the seemingly never-ending quest for the perfect candidate, the so-called 'unicorn hire.' The idea that echoes in church corridors, "We're waiting for the right person," may seem like a nurturing, patient approach. But in reality, it's fueling unrealistic expectations.

The Alluring Myth of the Unicorn Hire

The "unicorn hire" illusion is a candidate who ticks all boxes: seminary-trained, compelling communicator, theologically grounded, simultaneously young enough to connect with Gen Z and mature enough to engage with the boomers, a strong leader and team player who's willing to relocate. However, this mythical unicorn is not coming to rescue your church staffing needs.

Behind the Perfect Candidate Mirage

Too often, churches are wasting valuable time holding out for this unicorn hire. The ultimate cost of this wait is not vacant positions, but the side effects of an open role left unfulfilled for an extended period. Staff morale drops, volunteers get frustrated, people leave quietly, and your church's culture suffers. All this because of chasing the fantasy of a perfect hire instead of investing in a realistic one.

Reformatting Hiring Expectations

While it's not wrong to have high standards, marrying the idea of the perfect candidate is unrealistic. The emphasis should be on the potential hire's trajectory and character, rather than expecting a plug-and-play candidate.

Here's how to shift your hiring focus or approach:

• Clarify Non-Negotiables: Being clear and honest about what's essential versus what's ideal is crucial in creating realistic expectations for your potential hire.

• Hire for Trajectory, Not Perfection: Look for candidates who are teachable, grow continually, and can lead with support might not be perfect, but certainly promising.

• Widen the Lens: Consider internal candidates and marketplace leaders who might not match the old mould but fit within your mission.

• Invest in Development: Acknowledge that the best leaders often become great; they don't necessarily arrive great. Build them up with the right tools, support, and opportunities.

Actionable Lesson

This episode is an excerpt from my book 'Silent Alarm – The Quiet Collapse of the Church Staff Pipeline and how to Rebuild it Before it's Too Late.' The book deconstructs and provides a constructive approach towards identifying and overcoming the prevalent staffing issue.

To dive deeper into redefining church staffing expectations, listen to the latest episode of the Healthy Church Staff Podcast here. Let's build a vibrant and dynamic church staff base together.