Attracting Top Tier Talent: Common Mistakes in the Hiring Process and How to Avoid Them

There are times when church staffs have a 'gold standard' candidate who they believe perfectly fits their needs, but somehow, this candidate fades away during the hiring process. The problem may not be with the candidate but with the church. There might be unintentional mistakes happening during the hiring process that are scaring off top-tier talent. These are usually issues associated with poor communication or chaotic interviews, which can lead potential candidates to quietly walk away.

Red Flags in Your Hiring Process

Every interaction with the potential candidate signals something about the dynamics of your church. A disorganized process communicates a disorganized church. Cold, impersonal interviews indicate a cold, impersonal culture. A poor follow-up implies a lack of thoroughness.

Good candidates tend to equate the hiring process with how the church leads. Sloppy, slow hiring might discourage them, thinking that's how the church runs.

Common Candidate-Scaring Mistakes

Your church might unknowingly be sending red flags to potential hires, resulting in lost opportunities and missed talent. Here are some common candidate-scaring mistakes to avoid:

• Long delays between communication
• Poor follow-up or vague answers
• Overselling roles or under-explaining challenges
• Overbearing interviews without any relational warmth
• Not being clear about the next steps in the process

Winning Top Tier Talent

The key to attracting top-tier talent and avoiding these mistakes lies in the approach to your hiring process. Here are four points to consider:

• Be fast, clear, and kind in your communication.
• Stay transparent about the challenges faced by your church and its current health state.
• Introduce your candidates to the actual staff, not just decision-makers.
• Structure your interviews to reveal a candidate's character and not just their achievements.

The golden rule? When in doubt, always over-communicate, doing it with empathy and clarity.

Bottom Line

The best candidates are discerning more than just a job - they are also evaluating your church's culture, health, and mission. They are interviewing you as much as you are interviewing them. If your hiring process sends the wrong signals or is easily misinterpreted, you risk losing the leaders your church needs.

Looking for more insights on how to improve your hiring process? Listen to today's Healthy Church Staff Podcast episode for a deeper dive into avoiding common candidate-scaring mistakes.