by David Lyons

Too often a church doesn’t have a clear picture in mind of the type of person they need or are looking to fill a role.

During the Discovery Phase, writing a narrative that describes the person you are looking for can be a big help. This involves getting a good profile of your church, community, staff, and leadership team. It also involves putting together a realistic and thorough job description. For instance, identifying the job responsibilities, knowing how you will measure success, knowing what you want out of the job, and also having a good understanding of the compensation range and whether or not it is competitive. By the way, the old adage “you get what you pay for” is often true, so don’t skimp on the compensation or think that just because someone is going to work in ministry that they don’t need a competitive salary. If you want big things to happen, then do the best you can to pay an above average wage.

Take the time to paint a picture of your ideal candidate. What does that person look like? What are they doing now? Where did they get their education? What part of the country are they from? What is their church or denominational background? Will their family also fit in with the church and community? What is their leadership style? 

Before you start looking to fill a role, establish the baseline minimum requirements for your candidate. Define those attributes and write them down. Why? If you don’t have a guideline or standard for what you are looking for, you are less likely to hold yourself accountable when it comes to hiring. You may end up simply hitting it off well with a candidate, but having good chemistry with a candidate is not enough if they don’t measure up to several key points on your documented standard.

What’s on your list of minimum requirements for a candidate? What’s your vision of the ideal person to fill the job position you have available?