Monday Morning Insights

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    10 Church Staff Hiring Tips from the Front Line

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    Hiring staff is a great blessing and I believe is wonderful for a church. I am a believer in being overstaffed. However the wrong hire can hurt you in many ways. I have learned this valuable lesson: No matter how bad the staff person you hire, there will be people who love them and are loyal to them. I have never lost a staff person where I didn’t loss a family in the church. So with that in mind, I thought I would share with you some random thoughts I have learned when it comes to hiring staff.

    1.) Ask Questions!
    There is no such thing as asking too many questions. Ask about doctrine, ask about standards, ask about philosophy, ask about their spiritual life, ask about their family life, ask, ask, and ask! My lack of asking questions has hurt me in the past.

    2.) Ask their references for references
    No one is going to give you a bad reference. So they only question I ask a reference is if they can give me another reference. I have found if you go two and three deep, you being to find out the truth about people

    3.) Lay out clear expectations
    Make it very clear what you expect of them. Let them know goals, leadership style, ministry style, etc. Don’t be afraid to scare them off. It is better for them to be scared and not take the job, then take it and quit later.

    4.) Talk to the spouse
    We expect no more of our staff spouses then we do of our regular church members. However we make sure their vision is the same as the staff person and that they are supportive of going into the ministry.

    5.) When possible, hire people you know

    I have only made one hire of someone I didn’t know. The rest of our staff I knew firsthand or knew someone who knew them. This has been a huge help.

    6.) When hiring friends, let them know things are about to change
    I have hired friends and it was hard for them and me to become the boss. It was hard to turn the friendship on and off. Let them know beforehand that there will be times when you have to be the boss and not their friend.

    7.) Only give someone their first chance if they are from your church and already doing the job
    I am all for giving people their first shot at ministry. However in the future I will only do that if they are in our church and already doing the job as a lay person.

    8.) Burst their bubble about ministry
    Those who have never been in ministry before think it is something that it isn’t. I want them to know beforehand that when they come to work there will not be angels standing at the entrance singing “Amazing Grace.” They need to know there will be conflicts, arguments, and disagreements. There is a huge myth about being in ministry.

    9.) Share your vision
    God gave you the vision as the pastor or planter. Make sure they line up with the vision you have for your church. We have a certain vision at
    RSC and we don’t think you are wrong if you have another type of vision, however we aren’t compromising on ours.

    10.) Learn from your mistakes
    You are gong to make bad choices. Learn from them.

    Any thoughts?  What would you add to the list?


    By the way, you can visit Gary’s blog site here

    Gary Lamb, is the church planting pastor of Ridge Stone Church in Canton, GA.  Gary writes at his blog… One of the areas that I felt very unprepared for in planting a church that has grown rather quickly was in the area of hiring staff. Matter of fact I would go as far to say I have done a very lousy job at it. God has blessed us with some great hires but I have made my share of mistakes. I currently have 2 full time staff and 2 part time staff (25+ hours) and myself on our staff. However since we have started I have parted ways with three staff people due to bad decisions on my part.

    Comments

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    1. Kenneth Chinn on Tue, April 12, 2005

      Can I say an AMEN to that!  I have had the same issues, every one of them.  These ten suggestions are the very same ones I came up with myself after three bad hires of a music minister.  I am still currently without one and will stay that way until I find the right person.  Every one of them caused a great amount of hurt when they left.  Take your time and do the hard work.  It will pay off in the future.  Thanks for the great advice.

    2. A Urbonas on Tue, April 12, 2005

      #2 of the 10 reasons for 10 Church Staff Hiring Tips from the Front Line is very obscure. I think your typist needs a cup of coffee in the morning before starting work. But otherwise, I appreciate your insights.

    3. Dr. Ollie Malone on Tue, April 12, 2005

      I would add to this list the us of certain personality assessments.  One of the greatest challenges I’ve found is the fact that individuals seldom present themselves completely in an interview.  Although this is natural, it is also potentially lethal.  As executive pastor in a very large church, I began to use assessments of various types (the more important the role, the more in-depth the assessment) to provide me with “inside information” on the candidate.  Seldom was I led astray by these tools.

      I think #2 is GREAT and is something that I often recommend.  What it says is that after receiving the name of a reference, ask that individual whom he or she would also recommend talking with.  This tends to remove the reference checking process from the “fans” of the candidate to include other persons whose opinions may be a bit more objective.

       

    4. Steve Miller on Tue, April 12, 2005

      I have just interviewed for a staff position and felt that the leadership didn’t ask enough of the right kinds of questions.  I, on the other hand, interviewed them extensively. 

      I’m glad to hear others out there who feel the same way about asking tons of questions.  Being thorough, smart and professional does not equal unspiritual.

       

    5. David Jankowski on Tue, April 12, 2005

      In my experience, it is dangerous to hire from within the congregation if the person has been a part of the church for a long time with lots of webs of support and loyalty when one is in a relatively small church (750 and under). If for some reason the chemistry or the ministry doesn’t work out, you have a MAJOR conflict on your hands. If the church is 1000 or more, you can still have damage, but it’s much less hurtful. Sometimes you THINK you know people, and you discover serious quirks along the way.

    6. Rees Olander on Tue, April 12, 2005

      Don’t forget that when you are interviewing non-ordained persons for staff (secretarial, bookkeeping & custodial), you need to be very careful about ASKING questions that violate Title VII ot the Civil Rights Act, including questions about family and health. [ See The Church Guide to Employment Law published by Church Law and Tax Report.]Title VII does not specifically exempt churches except in certain aspects of religion. Twenty years of experience has taught me to INVITE applicants to tell me about themselves. They will offer up an amazing amount of information that I cannot legally solicit.  Church board elders need to remember that they, too, may legally represent the church as the hiring agent, and should be educated about Title VII.  In addition to the tips above, remember to start with one essential element: a well-written, clear job description with duties and time expectations.  Then the interviewer can ask specifically about whether the applicant can fulfill these responsibilities (family conflicts with duties may surface).  For example, if the job will regularly require evening meetings and full days of Sunday work, plus half days on many Saturdays (all of which will require family cooperation and support), say so.  Also clearly identify when days off will be given.  Many family problems can result from unspoken expectations that program and ministerial staff will be 24/7, which puts the staff in a bind toward fulfilling Biblical obligations to care for their spouses, children, and parents.  I would be very careful about interview a spouse other than those of clergy snf those clearly and legally defined as ministers, as it could lead to a lawsuit.  Remember, as a hiring agent, we don’t do our churches favors if we involve them in lawsuits in a litiguous society.  The number one lawsuit class for churches is employment actions.

    7. dick daniels on Tue, April 12, 2005

      Here is a list I drafted in this past year:


      1.  Chemistry…is this a person I want to spend time with…or would I find myself regularly avoiding them?


      2.  Strengths…Can this person fill the existing leadership gaps…or do they add redundancies to the current leadership mix?


      3.  Match…I this the best fit for the position to be filled…or is this a convenient or safe choice at this time?


      4.  Sub-culture…Does this person reflect the primary socio-economic and educational profile of this organization…or are they a “fish out of water”?

      5.  Theology…Is this person within our acceptable range on the theological continuum…or are they marching to a different theological drummer with specific agendas or perspectives that has the potential to divert the time, attention and energy away from the organization’s stated mission and vision?


      6.  Philosophy…Does this person agree with and commit to support the strategy by which we live out that mission…or might they become divisive in public and private conversations within their arena of influence?


      7.  Loyalty…Can this person set aside personal preference for the sake of the mission, vision, values and ministry strategy…or will their preferences become a backroom agenda that becomes destructive to the organization as a whole?


      8.Authority…Will this person respect those who serve at a higher level of leadership…or might they have tendencies toware insubordination in light of past performance?


      9.  Past…Does this person’s past reflect stability personally and professionally…or are there patterns of behavior and frequency of transition that raise concern?

       

      10.  Future…Can this person meet the requirements and expectations for the next levels of ministry development…or what’s the risk of the investment necessary to equip them?


      I also suggest a leadership covenant clearly indicating the non-negotiables as well as the process to:  (1)  review ministry priorities and performance, and (2)  remind them of the process and structures (3)  restore them to more effective service, or (4)  remove them to more suitable roles within the church or to another ministry setting.

       

    8. Rob on Tue, April 12, 2005

      Thanks Gary for the great article, good advice, its always helpful to learn from someone else’s experience. I have just one question relating to point # 7. Who gave you your first chance at ministry?

    9. Mike on Tue, April 12, 2005

      Great article I also echo what’s been said above that the interviewee should also be asking questions.  I’m sure with little adjustment these could all be reworded to be used by the one being interviewed to determine from her/his perspective whether it is s good fit for them.

      Having recently resigned from a 4 year stint as a youth pastor, I will ask many more questions of the next ministry that we interview with. 


      Consider the possibility that a church not asking the questions that Gary has suggested, or some form of them, should be e red flag.  If they aren’t concerned about the issues that these questions deal with, you may find out you’ve signed on for more than you’ve bargained for say 3-4 years down the road.

       

    10. Jade on Tue, April 12, 2005

      Great article some good points to think about.  I do have some questions about #7 as well.  Main question: why?  If the person seems right for the job, is experience necessary?  Does the schooling they went through not count for nothing?  What a terrific opportunity to mentor a person. 

      Possibly the position recuires experience?  For instance, if your church has a youth group of 200 you probably need a more experienced youth pastor.  I would just like to know why you would not hire a person fresh out of college?


      What do you guys think?

       

    11. Thomas LeFevre on Tue, April 12, 2005

      Very good article, and an important issue. A couple reflections - from my perspective as a Christian songwriter and church music director - and formerly a hospital executive, and manager of many resources and individuals.


      1) Never forget that employment/work arrangements are a two-way street. A mutual love of genuine teamwork is an ingredient for organizational success. (This means neither the boss nor the employee always gets their way.)


      2) The best “consultant line” I ever heard was, “What you permit, you promote.” Think it over. It applies to everything from parenting to friendships, to work relationships and marriage. Think about Moses and the Ten Commandments.

      3) On hiring friends, I once heard this from a musician: “Musicians can make great friends, but friends make lousy musicians.” Lesson: let a candidate’s gifts, skills, nature, faith and other existing attributes be the reasons you consider them. If you try to imagine your friend into a necessary skill that doesn’t exist, be prepared for disappointment.


      4) Last, before assuming that all unsuccessful employees’ strengths or nature is the cause of their failure, take a good look in the mirror, and assess whether you’ve been an “enabler” rather than an empowerer as a boss.

    12. Brandon on Tue, April 12, 2005

      GREAT aricle yet I think Jade and I are in the same boat.


      Everyone wants EXPERIENCE.  So how do I get it?  While I was living in OH I was involved with an AWESOME jr. ministry, teaching Sunday school, leading community building games, and was a small group leader.  I now live in NC and am back involved with youth again. 


      I have life experiences and ministry degree BUT it doesn’t seem to be enough.

    13. Art on Tue, April 12, 2005

      Great job Gary!

    14. Tony on Tue, April 12, 2005

      I’m so proud.  I can’t believe our little Gary’s all growed up and even learning to use spell-checker!

    15. c hammonds on Tue, April 12, 2005

      Nice article.  While I agree in principle with most of your points, in my experience, many church staff and/or search committees are very unprepared for the interview and hiring process.  As such they read points as you have made and not know where to from there.  Example: they want to ask, ask, ask..but simply don’t know what or how to.  They are wanting to find the issues you discuss but don’t understand the process of asking open-ended questions, follow-up questions, looking for behavioral qualities, etc.

      Before my church position, I spent many years in the business world and have interviewed over 1000 folks.  Coming into the non-secular arena has opened my eyes to our vulnerability in hiring.


      While I don’t totally disagree with hiring someone you know, it can and often does create distractions and negatively effect objectivity and the ideas pool.  It just depend on the job being hired for.


      Finally, I would ditto your point on giving clear expectations.  All interviewers would be wise to remember that making a bad hiring decision not only hurts the organization, it is a disservice to the hiree.  The right hiree is qualified, motivated, and prepared to succeed.

       

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