At Chemistry Staffing, we look at hiring a new staff member as a series of conversations. The more prepared we are for these conversations, the more successful we will be during the hiring process. While planning a new church staff hire or a new pastor hire, we help walk you through the following conversations:
Bringing the right person on staff can bring tremendous blessings to the church staff and the entire community. However, the wrong person can be disruptive, divisive, and destructive. With the stakes so high, we never want to lead with our own wisdom or instincts alone.
Making the hiring process thorough and professional shouldn’t undermine the centrality of church leaders meeting to pray together and on their own about this new hire.
Making a new hire gives church leaders an opportunity to revisit their mission and vision and to make sure the open staff position fills a vital need. We encourage reflection on both the responsibilities of the open position and the ways that this staff member interacts with the rest of the staff.
Were there concerns about the ways that the previous staff member interacted with the rest of the team? Are there more effective ways to accomplish the same goals without a full or part-time staff member?
A senior pastor, executive pastor, elder, or church staff member who serves as a supervisor for the new hire needs to be integrally involved in all aspects of the hiring and onboarding process. Make sure you’re on the same page about the qualifications, responsibilities, and characteristics of the new hire before sitting down for the interview. Have your next steps mapped out, including who will handle orientation once the new staff member is hired.
As you get closer to a hire, contacting references provides some much-needed insight into your potential new staff member. This is an opportunity to ask references for information about how a candidate responds to pressure and conflict. Ask each reference what they know about the candidate’s daily habits and practices and how these routines impact the candidate’s spiritual and personal health.
Don’t rush the interview process. Set up several different types of meetings in different settings, one-on-one, small groups, and a meal out. Observe how the candidate reacts to unexpected situations and how the candidate treats others.
It’s especially important to get a candidate talking about former colleagues and supervisors. Is there a history of conflict or dissatisfaction? Is your candidate more likely to work well with others in close collaboration or does the candidate prefer to work in isolation?
If seeking a new pastor or filling an open position at your church overwhelms you, consider bringing in expert help. At Chemistry Staffing we love helping church leaders conduct efficient, affordable, and effective searches for pastors and church staff.
And we’d love to talk with you about how we can help you with your next staff search!
Sign up for a free consultation today.