It is getting increasingly more difficult to attract and hire qualified candidates to senior church roles. The process of staffing can be a delicate endeavor, and leaders may unknowingly make several mistakes that hinder their chances of attracting the best talent. We exist to help big-vision churches find long-term solutions and in our experience, these are some of the mistakes churches make that become obstacles to hiring and keeping the best candidates.
- Failing to Act with Urgency: Time is of the essence when it comes to recruiting top-level talent. Delaying the process may result in losing excellent candidates to other opportunities. Demonstrating a sense of urgency in recruitment is essential. Be proactive and maintain responsive communication with candidates to create a positive experience.
Tip: Once you are 70% confident in a candidate, proceed with booking a site visit to show your serious intent.
- Overanalyzing and Overinterviewing: Excessive interviews and analyses can be overwhelming for candidates and lead them to question the church's culture. Instead, establish a streamlined process that doesn't overly burden candidates with needless steps. Have faith in your ability to make informed decisions after conducting realistic due diligence.
Tip: Keep casual conversations and correspondence concise and avoid overwhelming candidates with administrative tasks. Always remember to center your discussions around your shared faith.
- Lack of Access to the Lead Pastor: Top-tier candidates desire meaningful interactions with the key decision-makers, including the lead pastor. Even if the candidate won't be reporting directly to the lead pastor, make sure to provide opportunities for quality time between them. This interaction allows candidates to understand the church's direction and the lead pastor's influence on the church's culture.
Tip: Facilitate a personal call or meeting with the lead pastor within a week of the candidate's positive initial encounter. Also, plan for additional personal time, such as sharing a meal, including spouses in the process.
- Neglecting the Person Behind the Resume: While professional capabilities are crucial, valuing candidates as individuals is equally important. Take the time to get to know them personally and learn about their values, passions, and life experiences. This includes understanding their spouses as well.
Tip: Ask insightful questions that delve into their personal lives, such as their upbringing, life's proudest moments, major influencers, alternate career aspirations, and what drives them.
- Dwelling on Past Successes and Failures: Leaders who focus excessively on the past may fail to inspire top talent. Instead, visionary and forward-thinking leaders are more likely to attract individuals who are enthusiastic about building both people and programs.
Tip: Clearly define the church's vision and values in written documents, along with a detailed job description that sets the candidate up for success.
- Making Poor First Impressions: Candidates often research churches before applying and expect to see authenticity and genuineness during interviews and site visits. Overselling the church's awesomeness and an overwhelming site visit schedule can exhaust candidates and negatively impact their perception.
Tip: Plan ahead to manage first impressions thoughtfully. Include individuals with the right personalities who can connect with top-level talent genuinely and avoid resorting to hard-selling tactics. Involving non-staff individuals who share the church's values can also be beneficial.
- Setting Unrealistic Expectations: Effective leaders understand that fostering a healthy work environment is essential for employee growth and success. Ensure that job descriptions are designed to help individuals thrive in all aspects of life.
Tip: Hire exceptional individuals with specialized talents and allow them to excel in roles that align with their strengths. Ideally, at least 70% of their work time should be spent on tasks that align with their passions.
By avoiding these seven mistakes and adopting an experienced, insightful, and concerned approach, your church can enhance its recruitment process and attract the best-suited individuals to build a thriving, healthy team.
