Recruiting and hiring a new team member can be exciting! Hire the right person and the whole team benefits. When you invite the right person to join your team not only is there an infusion of new talent, but also new ideas, fresh eyes, and a new well of experiences to go to. One new hire can literally improve the performance of the entire team. On the other hand, hire the wrong person and the ministry at your church could be set back for years. Over the years I’ve written quite a bit about hiring and building staffing strategies in a church setting. Here are some of the more popular posts.
The reason that a new hire is so powerful and pivotal is because people lead out of who they are and the organization or church always takes on the personality of the leader. In other words, you are who you hire. No matter what their skill set, abilities, experiences or personality is; people always lead through the filter of their unique identity.
Churches are notorious for racing to the finish line of a hiring process, getting the newly hired candidate in the room and breathing a collective sigh of relief. The typical church basically says, “Congratulations, you’re hired! Here are your keys. Now go figure it out.” Once the new hire is made you’re not done.
Hiring a new team member can be exciting because it means there is going to be fresh eyes on old problems and status quo ministry, new ideas, and a new well of experiences to go to. But sometimes the best move that you can make is to enlist the help of an Executive Search Firm.
While at first pass this post may come off as negative, the goal I can assure you, is to be helpful. I’ve had to say no to more people than I’ve said yes to. My hope is that this post will help move you in the direction where you’d hear me, or someone else, say yes to you in the near future.
Churches are notorious for making well-intentioned bad hires. At most churches the hiring process usually goes wrong for one of the following 5 reasons.
Great teams don’t happen on accident. Over the past 15+ years of working with churches the best hires I’ve seen have always come through a well thought out staffing strategy. Based on that experience the following are 6 principles that I help churches think through when it comes to building a staffing strategy.
Success is rarely stumbled upon, and great teams don’t just happen. They’re intentionally built with a keen understanding of where you are going, and not just what, but whom it’s going to take to get you there. That’s where making the right hire comes into play. The problem is that churches are notorious for making the wrong hire, and the usual culprit is a lack of any semblance of a hiring process.
In growing churches it’s not uncommon for high capacity volunteers to serve as and function like paid ministry staff members. Instead of paid staff members I’ve seen volunteers oversee entire ministry segments in a church even attending weekly staff meetings and staff retreats. But when is the right time to hire that person and move them from a volunteer to a paid staff member?
In making your next hire the best place to begin is by looking for existing talent that is already inside the church or organization first. For more on that, check out part-1 of this post “When to Hire from the Inside.” But an inside hire may not always be the best hire. In fact here are three overarching principles that will help you understand when it’s time to go outside to make your next hire.
When a hire goes right it fosters synergy, movement, and momentum. But when a hire goes wrong there are setbacks, losses, and ultimately the mission suffers. Below are the 2 most common mistakes made by churches, which lead them to making the wrong hires.
This next post is a little extra bonus to follow up on that last one: “What a Hire Gone Wrong will Cost You”