We recently had the opportunity to fill three staff positions that have been open for months in our creative arts ministry (one position was open for over eighteen months). Each time that I walk through the staffing process, it reminds me of a great quote that Pastor uses often – it can be applied to a variety of situations.
I’d rather want what I don’t have than have what I don’t want.
When we’re looking for staff, that quote sticks in my mind. Having the right team is an awesome blessing while having the wrong team can create difficult and stressful circumstances. Michele did an awesome job filling these positions over the past few months. Here are some thoughts that come to mind.
- Look inside before looking outside. When it comes to staff, we’re trying to look inside before looking outside of the church. One of the three came from within – I think we’ll see more and more of that. If you must look outside, consider using a staffing firm like MinisterSearch to help in the process.
- Have clear job descriptions & use helpful tools. We try to clarify job descriptions and then use the Caliper Profile to look at job match. No matter what, use something more than the “gut” feeling in making hires.
- We value multiple touches with different people. In the process, we have different people strategically meet with staff hires – both lay people & members of the staff team.
- Clarify (in writing) the important details. Ensure that each potential employee receive a letter detailing their employment. Clarify significant parts of the Employee Handbook (we emphasize our Membership Covenant that is a part of the handbook).
There are tons of other items, but this hits a few. What are some things you would add?
I think that it would be helpful to have a follow up meeting with everyone who has been a part of the interview process without the candidate present. The purpose of this meeting would basically be to give everyone an opportunity to express their excitement (or lack thereof) about the potential hire of the candidate, whether it seems like the candidate fits into the position that they applied for or another position, etc. Sometimes things come out in a group discussion that may not come out otherwise.
Good thought. Follow-up is definitely a key and honesty in that is a must, even if we are the only one that is dissenting.