Are you planning to expand or close gaps in your church staff? In that case, it’s important to remember that hiring church staff is about more than just filling positions. It’s about building a team dedicated to fulfilling your mission. You need to find skilled and experienced people whose beliefs align with your church’s. And that’s where a well-defined hiring process comes into play.

Why Developing a Church Hiring Process Is Important

If you don’t have any kind of procedure for hiring church staff, now is the time to create one. A structured process provides a solid foundation for all hiring decisions. It makes sourcing new team members to assist with the day-to-day management of your church much easier. 

But if you’re not convinced, consider some of the benefits of implementing a church hiring process:

• It increases your chances of finding the right fit.

With a well-defined hiring process, you can identify candidates with the necessary skills for the positions you need to fill. But more importantly, you can determine which will fit seamlessly into the culture of your church community. 

• It improves operational efficiency. 

As a church leader, you don’t want to waste time and resources on people who aren’t the right fit. That’s why you should take a structured approach to hiring church staff. You can save a lot of time and energy by streamlining the entire process.

• It paints your church in a positive light. 

Having a hiring process in place can make even the smallest, most informal churches appear more professional. When people see the effort you put into hiring, they’ll likely form a positive impression of your church. 

• It helps ensure legal compliance. 

Adhering to a standardized hiring process ensures you comply with legal requirements, such as nondiscrimination laws and background checks. By covering your bases, you can protect both your church and potential hires.

• It can lead to greater engagement. 

New team members who are carefully selected are not only more likely to fit but also more likely to feel valued. They’ll be more motivated and engaged in their roles, collaborating with the rest of the team to grow your church. 

7 Steps for Hiring Church Staff

When it comes to hiring church staff, there’s a lot to consider. After all, you want the people you welcome to your team to stay on long term. For that reason alone, you need to be thorough. Below are some of the most critical steps for recruiting individuals to help shape your church.

1. Outline the Role and Skills You’re Looking For.

Start by making a list of roles you’re hiring for, outlining the responsibilities and expectations of each. What are the essential skills, qualifications, and values someone needs to be successful? Create a description of exactly what you’re looking for. And don’t just focus on technical skills—express the characteristics of your ideal candidate. 

Tip: It’s worth incorporating your church’s values and core beliefs into every job description so you can ensure those who apply are in alignment. 

2. Research Fair Pay and Benefits.

Depending on how long it’s been since you’ve hired anyone new, you may not know what current pay rates look like. That’s why you should research salaries and benefits among churches in your region. It’s also a good idea to look at similar positions in other industries. 

Don’t underestimate the importance of offering fair compensation. It reflects the value you place on the role and the person filling it. Plus, it can help your posting stand out to potential candidates.

3. Post Your Job Opening in the Right Places.

Although member recommendations can be useful for hiring church staff, don’t rely on word of mouth alone. Instead, use a mix of traditional and modern channels. Doing so allows you to reach a wider pool of candidates.

Here are some examples:

• Add a notice to your bulletin board.

• Put the opening on your website.

• Post the job on professional networking sites. 

• Share the listing on your social media pages.

You may also want to check out church-specific job boards, such as JustChurchJobs, ChurchJobs.net, ChristianJobs, and ChurchStaffing. 

4. Conduct Personality Assessments.

As part of your initial recruitment, consider adding personality tests to the mix. There are many options available online, such as 16Personalities. You can provide applicants with a link and ask them to share their results before the next step. 

Such assessments can provide valuable insights into a candidate’s communication style, work preferences, and compatibility with your team dynamics. Though no test is foolproof, combining assessments with interviews and references can help you make more informed hiring decisions.

5. Perform Reference and Background Checks.

Those who work at your church are a reflection of your church. So, you should take the time to vet every candidate. This is a critical step in the hiring process you can’t afford to skip! 

Contact previous employers, colleagues, and other references to request feedback. Begin by confirming the candidate’s past employment or relationship. Then, ask targeted questions to learn about their performance, character, and reliability.

Also, be sure to conduct thorough background checks to ensure there aren’t any red flags that could jeopardize the integrity of your church.

6. Make Every Interview Count.

Every interview is an opportunity to get to know a potential team member—and vice versa. Make it count by preparing thoughtful and relevant questions ahead of time. Take notes during the meeting gauging the candidate’s capabilities and cultural fit. And don’t forget to leave an opening for the candidate to ask their own questions.

It’s also worth involving other staff members in the interview process. They can ask questions you might otherwise forget and provide valuable perspectives. Further, they may be able to see beyond surface-level responses to determine if someone has the right passion for the work. 

7. Onboard New Staff Members Properly.

The last—and arguably most important—part of hiring church staff is onboarding them properly. You need to welcome new team members into your community with open arms and equip them for success. After getting them set up, you should provide ongoing training and feedback to help them integrate seamlessly into their roles. Making sure they have the support they need can also decrease the chances of burnout down the road. 

Conclusion

The right team can go a long way in improving the state of your church. That’s why you need to be intentional about hiring church staff. By developing a structured hiring process and following the steps provided, you can attract, select, and onboard people who share your passion for serving God and others!