Chemistry Staffing helps churches find healthy staff members
RESUME SCREENING PLAYBOOK: A GUIDEBOOK FOR REVIEWING CANDIDATE RESUMES
It’s important for church leaders to pursue the right fit for the right position, which helps determine a long-term, healthy fit. It all starts with properly assessing the applicant’s resume. That’s why we have created Chemistry Staffing’s Resume Screening Playbook. This playbook will walk you through a screening process that will help you discover which candidates to focus on and who will not be the right fit. We’ll share our search philosophy and give you the tools you will need to make the screening process more consistent, with clear goals.
The formula for church staff success:
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?
I’d love to hear your story and see if there’s a way that Chemistry Staffing can help find your next long-term ministry staff member.
THERE ARE FIVE NEEDED ELEMENTS OF A GREAT LONG-TERM HIRE
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.
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.
Chemistry Staffing developed an assessment process that gives us an understanding of who a candidate is. 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.