You spent three weeks meticulously checking that candidate's references. You called their former supervisors, spoke with board members, and even reached out to colleagues who knew them. You didn't want to make a hiring mistake.
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But here's what you probably didn't consider: while you were checking up on them, they were checking up on you too.
That candidate called someone who used to work at your church. They asked around in ministry circles. They did some digging. And what they discovered might surprise you—or worse, it might cost you the perfect hire.
Welcome to the world of "reverse reference checks," where your church's reputation as an employer is being shaped by conversations you're not part of, in coffee shops and phone calls you'll never hear.
Every candidate worth their salt is doing reverse reference checks on your church. They're not just hoping for the best—they're actively investigating what it's really like to work for you.
Here's what they're doing:
After working with thousands of churches and candidates, I'm constantly amazed by how interconnected the ministry world really is. It's like six degrees of separation—but for church staff. People know people who know people, and your reputation travels faster than you think.
You might assume your former staff speak positively about their time at your church. But if they left due to cultural issues, here's what candidates are actually hearing:
"The senior pastor micromanages everything there."
"They say they value work-life balance, but they don't really mean it."
"Communication is terrible. You'll find out about major decisions from the bulletin."
"Good luck getting a straight answer about the budget."
"The board runs everything. Staff has no real authority."
These aren't hypothetical complaints—these are real statements I've heard candidates share after speaking with former staff members.
"Therefore encourage one another and build each other up, just as in fact you are doing." - 1 Thessalonians 5:11
Our calling as church leaders extends to how we treat our staff—both current and former. Every interaction is an opportunity to reflect Christ's character.
Here's the truth that might sting: Your church's hiring reputation isn't based on your website copy or your mission statement. It's built on:
Every former staff member becomes a reference for your church's culture, whether you want them to or not. They're writing your reputation in real-time, and you're not controlling the narrative.
When savvy candidates ask questions during the interview process, they're often testing you against information they've already gathered. They can smell desperation, disorganization, and dysfunction from a mile away.
Here's what they're really investigating:
When they ask about "growth opportunities," they're testing for dead-end roles.
When they ask about "leadership style," they're probing for micromanagement.
When they ask about "team dynamics," they're sniffing out conflict.
When they ask "why is this position open," they want the real story—not the sanitized version.
Here's where many churches shoot themselves in the foot: they give candidates the sanitized version of reality because they desperately want to make the hire.
But here's what happens: within the first six weeks, your new hire will be inside your ecosystem. They'll see how the sausage is really made. They'll understand why the position was truly open. And if there's a massive disconnect between what you told them and what they're experiencing, you'll lose them.
The solution? Be brutally honest in your interviews. Candidates actually respect transparency, and it builds trust from day one.
While you can't control every conversation about your church, you can influence your reputation. Here's how:
Do some honest detective work. Ask yourself: "If I called our last three staff departures right now, what would they tell candidates about working here?" Be brutally honest in this assessment.
If you're consistently losing staff due to cultural problems, stop putting band-aids on the symptoms. Address the real issues that make people want to leave.
How you treat people on their way out shapes what they say about you for years to come. Every departure is an opportunity to demonstrate grace and leave the relationship in a positive place.
Stay connected with former staff in meaningful ways. Celebrate their wins, remember their anniversaries, and treat them as extended family rather than "people who left."
"Whatever you do, work at it with all your heart, as working for the Lord, not for human masters, since you know that you will receive an inheritance from the Lord as a reward. It is the Lord Christ you are serving." - Colossians 3:23-24
This week, I challenge you to have an honest conversation with your leadership team about your church's hiring reputation. Consider reaching out to a recent departure—not to interrogate them, but to genuinely understand their experience and learn how you can improve.
Remember, your reputation as an employer is being written by the people who used to work for you. You can't control that conversation unless you first controlled their experience.
The good news? Every day is a new opportunity to build a culture worth talking about—for all the right reasons.
Have you discovered what former staff are saying about your church? How are you building a positive hiring reputation in your community?
I'd love to hear your story—email your thoughts to podcast@chemistrystaffing.com