Initial Search Steps

Communication

Finding and placing talented people in the right roles is critical. A ministry search starts with a thorough process and a reasonable timeline to find quality candidates. Communicate with ministry stakeholders, key leaders and position candidates throughout the process.

Outline a search process before you talk with any candidate or conduct any interviews. In the first conversation you have with a candidate, communicate the process along with an estimate of search scope and length. As a rule, most candidate communication should include:

• Where we are in the search process
• A specific due date for the next communication
• An action step for the candidate
• An action step for the interviewer

Schedule due dates as a reminder for communication with specific candidates. That extra step builds trust and prevents any confusion between the candidate and the interviewer. Generally, communication follows a search process step outlined below.

First Steps

First steps in a search process might include the following:

1. Key Leader Discussions & Recommendations
2. Develop a Position Profile
3. Online Job Posting(s)
4. Initial Resume Screening
5. Initial Phone Calls
6. Formal Phone Interviews
7. E-mail Questionnaires
8. Speaking/Teaching Video Samples (as appropriate)
9. Narrowed Search

[Search Steps 9-17]

2 | Position Profile

• Create a position profile for online job postings
• Introduce the church and community
• Profile the position and job responsibilities
• Describe required candidate skills, strengths, gifts and personality

Sample Position Profile

Sample Position Profile

3 | Online Job Posting

• Post your position profile with online job postings
• Grade submitted resumes with a tier ranking
• Send reply confirmation e-mails to anyone who submits their resume

ChurchStaffing.com

Reply Confirmation E-mail

“Pursue” E-mail

“Non-Pursue” E-mail

5 | Initial Phone Calls

6 | Formal Phone Interviews

1. Called – Is the candidate called to ministry, your position and your church?
2. Character – Does the candidate exhibit a habitual pattern of integrity?
3. Competence – Does the candidate have the essential skills needed to get the job done?
4. Catalytic – Does the candidate bring energy and create activity to make things happen?
5. Chemistry – Is the candidate likable and a team fit?

Phone Interview Questions

Phone Interview Questions

7 | E-Mail Questionnaire

• A questionnaire allows the church to dig deeper about a candidate’s ministry philosophy, theology, personality, family and hobbies.

Sample Questionnaire

Sample Questionnaire