We’ve got to stop the bad hires. It’s killing churches and staff people.The goal HAS to be healthy transitions and better, longer-term fits. Churches need to filter candidates better; and candidates need to vet and do due diligence on the churches they’re considering working for.It’s that simple.Of course, it’s not that simple.The average church staff member stays on staff for about three and a half years. And according to some internal research I conducted last year, 59% of those that responded said that their last staff transition was ‘unhealthy’. That’sSEE DETAILS
When your staff search begins, you’ll have piles of resumes, doctrine statements, and cover letters to sort through. Some churches also pile on their own written surveys and questionnaires in the hope of uncovering more information about applicants. However, at Chemistry Staffing we believe there are much better ways to evaluate a pastoral candidate. Here are a few broad insights into our thorough candidate evaluation process.
OK, maybe we’re overselling this list a little bit, but we talk to a lot of churches, read the blogs of hiring consultants, and network with church leaders experienced in the hiring process for church staff and pastors. We’ve heard good questions, mediocre questions, and some really vague, unhelpful questions. We’ve adapted questions from others, developed our own from scratch, and tested these questions through our years of interviewing candidates.
How does a church determine the ideal number of paid staff? Here are a few guidelines we offer to our clients as they consider a lead pastor search or a church staff search...
Churches that need a pastor want to find highly qualified candidates as fast as possible. Having gone through this process hundreds of times with churches, we’ve found that the job description itself and the publicity of the position can go a long way to attracting the right pastors for an open ministry position.