Archives For hiring

Ministry Staff Team Summary

June 11, 2010 — 8 Comments

I’ve introduced the topic of choosing a quality ministry staff team, I’ve covered Hiring Quality #1 “Love Your Spouse” and I’ve wrote about Hiring Quality #2 “Love the Church” and I’ve tackled the most important Hiring Quality, #3 “Love the Lord.” Interviewing, reading resumes, checking references, and discussing a candidates strengths and weaknesses are all a part of the process, but this week I covered the three most important hiring qualities that I’m seeking.  It should go without saying, that I also want qualified indiviudals with a high capacity to lead without constant direction from me.  If a person isn’t qualified, they won’t get an interview.  If that person interviewed isn’t qualified, they won’t get the job.  Make sense?

Here are some other interview tips from my years of seeking those qualified individuals:

  • Don’t cry.  Crying in an interview is rarely ever appropriate.  You ask, “Who would cry in an interview?”  Well, you’d be surprised how often it happens.
  • If you can’t say something nice about a past employer, then don’t say anything at all.  One could also try and find the good that came about through a what may have been a bad situation.  My experience tells me that bitterness, frustration, and problems from a previous job will often find themselves present in a new job.  Just sayin’…
  • For God’s sake, dress appropriately.  If it’s a business environment please dress business casual.  I’d also like to say a little something special to the women…That thing you wear that makes men stare…leave it at home.  That is all.  Thank You.  This is not about me stumbling, this is about your maturity level and respect for those around you.
  • Be on time.  Not 30 minutes early, and not 1 minute late!
  • Bring a copy of any updates to the resume I have on file.
  • Take notes of things that will pertain to you working for me and be sure that you end every interview by asking tons of questions about the position.  I’m constantly shocked about how many people will have no questions for me about the job they hope to get.  That’s a big sign of laziness to me as the boss.
  • Don’t ever, under any circumstances tell me that God told you that He was going to give you this job.  Seriously, keep it to yourself…
  • If you have an email address that begins with ‘fuzzycherrybomb392805′ then change it please.  That also goes for the 50 Cent-themed voicemail greeting that you have on your phone.  Grow up please.
  • Take time to think through your answers to my questions.  There is no hurry.
  • Please answer my questions.  Do not deflect, and never leave a question unanswered.
  • Spit out your gum.
  • Tell me your faults.  What are you learning to be better at?  Humility is important to every employer and REALLY important to me.
  • When interviewing at a church, always demonstrate an ability to be flexible and open to change.
  • Feel free to compliment me on how good looking my family is.  Their pictures are everywhere, it’s natural.  Go ahead and just admit that you think we are all adorable.  Seriously, I love a little small talk.  Don’t be afraid to just act friendly.
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Hiring Quality #3 // Love the Lord

June 10, 2010 — 1 Comment

I’ve introduced the topic of choosing a quality ministry staff team, I’ve covered Hiring Quality #1 “Love Your Spouse” and yesterday I wrote about Hiring Quality #2 “Love the Church.” Interviewing, reading resumes, checking references, and discussing a candidates strengths and weaknesses are all a part of the process.  However, there are three things that I’m looking for in every person that has the potential to join my ministry team!

Third, I want somebody that loves Jesus.  I know that some of you that have been reading all three of these Hiring Qualities may wonder why I put this last.  It’s because I was saving the best, and most important for last.  All the other qualities hinge on this quality.

One of the differences in interviewing candidates to work for a church from any other location of employment is that I can ask personal, spiritual related questions.  And if you ever interview with me you will hear a variety of these questions:

  • Tell me your story of seeking and finding Christ?
  • Tell me how you seek God’s Will for your life?
  • What has God been showing you lately in your reading of God’s Word?
  • Is there somebody that is mentoring you, and helping to lead you spiritually?

All of these questions, and many more, help me to gauge one’s relationship with God.

Why does it matter?  If a person can’t demonstrate in words (and tears) what God has done in their life then they will not be able to lead others down that same path.  Whether you are on my team as an administrative assistant, or a ministry leader you will have to show me in our short interview time together that the things you hold the most dear is your relationship with Jesus Christ.

This isn’t the least bit complicated.  Loving Jesus, is the gateway through which you will receive all inspiration, power, and motivation to do your job well.

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Hiring Quality #2 // Love the Church

June 9, 2010 — 1 Comment

I’ve introduced the topic of choosing a quality ministry staff team, and yesterday I covered Hiring Quality #1 “Love Your Spouse.” Interviewing, reading resumes, checking references, and discussing a candidates strengths and weaknesses are all a part of the process.  However, there are three things that I’m looking for in every person that has the potential to join my ministry team!

Second, I want somebody that loves the church.  I want to be careful here, because many that I interview have a pollyanna view of the church.  They think that working for a church, in any context, will set them free from all the workplace problems they’ve ever had.  I do indeed work with a quality team of individuals and some amazing leaders…but we are also all human and from time to time act like human beings.  I’m not looking for somebody that loves the idea of working for a church, but am looking for somebody that truly loves the local church.

How can I find this out?  It always starts with the “Where are you currently serving?” question.  Whether it’s been at the church I’m interviewing for, or at a previous church; if you truly love the church then you will be serving the people therein.  I’m also looking for warning signs.  Do they have terrible things to say about the past churches you’ve worked in?  Are they harboring resentment and bitterness about a past church experience?  Do they show respect towards previous pastors they’ve worked for?

This is much like Hiring Quality #1, in that I’m looking for someone that can articulate why they love their church (and the greater worldwide church as a whole.)  If you are going to serve on my ministry staff team, leading volunteers, inspiring leaders, and working with other ministry teams within the church; I NEED to know that you are concerned with the greater good of the Body of Christ.  I NEED to know that you are committed to the future of the church that you will be serving in.  I NEED to know that you will always defend, protect, and support the local church that signs your paychecks.

It’s simple really, if you don’t love this church…you will NOT be on my ministry team.

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Hiring Quality #1 // Love Your Spouse

June 8, 2010 — 6 Comments

Yesterday I introduced the topic of choosing a quality ministry staff team. Interviewing, reading resumes, checking references, and discussing a candidates strengths and weaknesses are all a part of the process.  However, there are three things that I’m looking for in every person that has the potential to join my ministry team!

First, I’m looking for somebody involved in a healthy married relationship. (Of course if they are not married, they are exempt.) I’m not going to hire somebody that can’t say something nice about their husband (or wife.)  I want somebody that is secure in their relationship, and won’t be coming to work everyday looking for my approval for them as an individual.  It’s a dangerous game for me as a man to surround myself with needy women that don’t get enough attention at home.  That sounds harsh, doesn’t it?

Now, how do I find this out?  Legally, I can’t ask questions about their spouse; but I can listen for little things.  For instance, do they mention their spouse when I ask about their purpose?  Do they mention their spouse when I ask them to describe how they make decisions that affect their families?  I’m always looking and listening for the little things people say about the person they’re married to.  It always makes me feel more comfortable with a person that speaks well of their spouse.

You will disqualify yourself almost immediately if you disparage your husband, belittle his past ideas, or tell me that he doesn’t want you to work for the church.  By the way, I’ve heard all these things in interviews over the years.  This filter helps me to determine how committed a person will be to their purpose and passion serving our church in a ministry staff position.  If they’re committed to their spouse, and consider themselves blessed to share life with them, then I know that they will feel the same way about many other committments they make.

I have a team of all women, besides myself of course, yet the same applies when the day comes for me to hire a male counterpart.

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Building a Ministry Staff Team

June 7, 2010 — 4 Comments

I’m fortunate to have a stellar ministry team that I get to work with every single day to create these environments for children every weekend.  Some of them are administrative experts, others are creative geniuses, others are gifted communicators, and every one of them is truly dedicated to the vision of our church and ministry vision, values, and mission.  I’m speaking of our paid staff team that does Children’s Ministry at Trinity Church.  Every one of them has been hired by myself, and they all fit together nicely.  Do we always get along?  I’ll let you ask them!

When building a volunteer team you often take what you can get your hands on, then work to find the right place for them.  That means sometimes you bring someone on for one volunteer role, then move them elsewhere when you discover more about their gifts and/or talents.  However, with a ministry staff team I have to get it right the first time, and except for the rare exceptions; I need them to do the job they’re hired for because… I’m paying them!  The reality is that the ministry staff team that I build has more to do with the health of my volunteer culture than many of the volunteers.  Choosing the right person to come on staff is important, and it’s a slow process.

When I’m going through the hiring process, of which I’ve been doing quite a bit over the past 3 months; I look for some key qualities in those that may potentially join my team.  Over the next three posts, I’ll be covering the three most important things I look for in a person that has the potential to join my ministry staff team.  This is not meant to be an exhaustive search, as there are many, many, many things I’m looking for in each staff candidate.  However, these are the big three that are the same for every position and every person.

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