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Staffing a Purpose Driven Church by Glen Kreun |
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The entire premise of staffing any church is getting the right person into the right position. There are many tools and inventories that are available to assist a Pastor or leader in the hiring process, however, I believe the interview is the single most important aspect of the hiring process.
The church does not have enough resources to hire staff to do all the ministry, nor can the church afford to make bad decisions in the hiring process. Over the past several years we have learned and have refined our hiring process at Saddleback.
Step 1. Write a Position Plan: This is one of the most important steps in the process. Note, this has nothing to do with a person, but has everything to do with defining what you will expect a person to do. Without a position plan the person responsible for hiring is shooting in the dark.
Unfortunately, we as pastors often don't take the time to think through the job before we begin looking for a person. We then compound our problem by look for people we 'feel good' about. A position plan will take the personality out of the process and help will one focus on the job. Position plans can be written for generalists or for specialists types of position. When you have completed this plan you will have a hiring document and an evaluation document for the future.
Step 2. Advertise the position: We have found that the person who is currently gainfully employed is the best candidate. Candidates can also be found in colleges, seminaries, or by contacting denominational leaders, and the peers with which you network.
At Saddleback, we have found that networking and word of mouth advertising has been our best resource. Advertise the Position Title, not the Position Plan. Never give a potential candidate the specifics of a Position Plan. You can give general data, about the position and personality expectations. However, each of us knows that the interviewing process for an interviewee is about selling himself. You want to hire the person who possesses the shape for this position, the person who has a passion and the gifts required to get the job done. A person will spend his creative time and energy doing the things for which he enjoys doing, not things that are written in a job description.
Step 3. Interview the Candidate(s): Remember the purpose of the interview is to learn as much as you can about the candidate. I believe the #1 cardinal rule that pastors break during the interview process is 'talking" too much. Pastors do all the talking rather than the listening during the interview process. Without thinking we begin selling the position and the church before we know who or what this candidate brings to the position.
The pastor needs to lead the candidate through a systematic process that will strip away all the fluff and get to the heart of the interviewee. The interview must bring the interviewing person to a place of a thorough understanding of the candidate: his heart/passion, goals, gifts, abilities, experience, strengths, weaknesses, etc. If we do not get to this point we have failed the church and the person being interviewed.
The following are some suggested open-ended questions that, in my opinion, must be asked:
- Have the candidate share his/her "life story" including: family of origin, educational experiences, testimony, calls into ministry, and vocational experience. I often use the expression "Give me the WHOLE story." This will give me a better understanding of the person and will give me opportunity to talk or probe areas after he completes his story. This also tells the person I want everything the good, the bad and the ugly. If a person is not honest or hides information you will have recourse later on.
- Other questions to ask: How do you do personal evangelism? What do you do to mature your daily walk with the Lord? What are your strengths/weaknesses? Tell me 3 things that have brought you the most satisfaction in your ministry? Tell me about a failure in your ministry. How have you built your ministry? (Look for leadership and building skills). What do you really enjoy doing? (This is where they will spend their time and energy) What aspects of your last job were the least enjoyable? (This is what they do not want to do) What is holding you back from accomplishing your goals? (tells you if they accept responsibility or place blame) In what kind of environment do you work best? (will let you know what kind of leadership you will have to give) Talk about your leadership style? What is missing in your current position? Where do you see yourself in 5 years - 10 years? (Will they be around for awhile?)
- Tell me your dream job. What would be some of the components of that job? This will again affirm what they enjoy doing and where they this person would like to spend his time and energy.
- For Married Candidates: Talk about your marriage and family. Have you gone to counseling? This is a question you would ask of both husband and wife, separately of course.
- Is their anything in your life or lifestyle that we have not talked about that would be in conflict with the Scriptures or harmful to the reputation of this church. (suggestions: legal issues, moral problems; lifestyle issues)
In addition to these questions, I would do a thorough theological interview. At Saddleback we do theological interviews with every ministerial candidate; even if they are graduates of a Southern Baptist Seminary or coming from another Southern Baptist Church. Don't assume things or take things for granted!
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