hiring a new staff member
(finding a healthy, long-term fit)
The average church staff member in America stays at their church for about three years. Churches that hire well can increase the longevity and effectiveness of their staff exponentially.
There are five needed Elements of a great long-term hire
In our work with churches over the years, we have identified five different areas that need to match up in order for your next hire to have ‘long-term, healthy fit’ potential. Miss on any one of these five, and the chances for longevity of your new staff member goes down significantly. Misalignment on two or more of these areas are the things that bad hires are made of.
Too often churches fall in love with candidates too early in the interview process. While likeability is one of the five elements you’ll be screening for (personality), it is not the only filter. Great hires for your team equally search for theological fit, culture/DNA fit, personality fit, skills and experience fit, and ‘Chemistry’ (which is your final ‘gut check’ to be sure a candidate is the right person for your church and community.
That is why Chemistry Staffing developed an assessment process that gives us an understanding of who a candidate is theologically and culturally, gives us a sense of their personality, and helps us understand whether they have the necessary skills to do the job that they were hired for. This pre-interview assessment process allows us to gather 125 points of data early on in the process, allowing us to gain crucial insight into whether someone is a potential fit for the churches we work with or not. The end result of this process allows us to eliminate 90-95% of the candidates who submit a resume for a position. By the time a candidate completes our assessment process, we have a reasonable idea as to whether they could be a good fit for your church, and whether they should be interviewed for the position.
we have access to great candidates. lots of great candidates.
When your church starts a search with Chemistry Staffing, we’ll access our database of candidates that have already completed our entire assessment process. This allows us to quickly see if we may already have candidates that match what you are looking for. This is only the start. We also market your open position, network with thousands of church leaders across the country, and contact universities and seminaries on your behalf. You’ll tap into our network to help surface the right candidates for your role.
Let's start the conversation...
Are you getting ready to start the search process at your church? Or maybe you’re in the midst of a search that needs a little extra help? Let’s talk. We’d love to hear your story and see if there’s a way that we can help find your next long-term ministry staff member.
Questions? Concerns? We get it.
Finding your next staff member is a BIG deal. You SHOULD be asking a lot of questions. Maybe this will help. Click on any of the buttons below to (hopefully) get some answers…
Our team makes all the difference
When you partner with Chemistry Staffing for your next church staff search, you tap into an experienced group of church professionals that are passionate about helping your church find a great fit. Our team includes senior pastors, executive pastors, worship pastors, youth pastors… people highly trained and experienced in church work.
Our candidate coaches have been in the trenches serving churches for years. They have the experience to know the right questions to ask during our interview process. They can uncover theological discrepancies, character flaws, and ministry burnout. And they take the time to get to know your church and SPECIFICALLY the type of person you are looking for in your next staff member.
Our church coaches have a passion for the Church combined with deep experience and expertise in our Chemistry assessment process. Your church coach will get to know you and your church personally and work with you from the very start of your search until well after your new hire’s first day.