5 Filters for Hiring Staff
In my three-and-a-half decades of pastoral leadership, I was blessed to witness a church grow from 50 to 2300. While in the early days I was able to lead the church with a staff of one (me!), it wasn’t long before I discovered that the demands and responsibilities of a growing church had moved beyond my capacity.
That meant hiring staff. In the end, that staff numbered 25. But along the way, there were many more who came and went.
In many cases, those that were hired were “hits.” Indeed, it was not uncommon for staff members to remain for 8, 12, even 20+ years.
But I also had my share of “misses.” After a brief “honeymoon” period, it soon became evident that this “marriage” wasn’t going to last.
In reflecting back on all of this, I would suggest 5 Filters for Hiring Staff. While not foolproof, more times than not, when a person came through this grid, it was a “win.” When I failed to exercise these filters, it ended up being a “loss.”
I learned some of these in my reading on leadership. Others I discovered along the way. Here they are:
1. Character
It’s no accident that character ranks first. Talent, expertise, and charisma are worthless if there is a fatal character flaw.
Talent, expertise, and charisma are worthless if there is a fatal character flaw.
Good character is difficult to assess on a resume or in a 30-minute interview. You’re going to have to do your due diligence to make sure the person you’re about to hire on to your team is a covenant keeper, a truth-teller, a relationship valuer, and a hard worker.
Only after a person passes the “character” test should you move on. The second filter might surprise you. (Indeed, it was a late addition to my list.)
2. Convictions
In this day and age when theology is often seen as an afterthought, it needs to be forethought. Those areas which might have been formerly taken for granted (bibliology, Christology, and ecclesiology) must be vetted. Now more than ever, doctrine needs to be a high priority.
In this day and age when theology is often seen as an afterthought, it needs to be forethought.
Beyond that, issues such as views on sexuality, gender, etc. cannot be ignored. Don’t assume. Ask specifically. Listen intently.
Putting these convictions into a statement of faith and practices and having all staff sign the statement might be a wise thing to do (Make sure you check out the legalities of such a thing first.) It might not only serve you in the present but in the future.
3. Competence
We can argue about experience versus education all day, but really, we’re looking for staff members who demonstrate an appropriate mixture of the two to equip them for the position.
I’ve heard it said, “Look for character. You can always train for competence.” That’s only partially true.
You are seeking to meet a need. That’s why you’re hiring in the first place. That being the case, giftedness and passion matter. If you have a ten-talent position to fill, a five-talent person won’t get the job done.
Trying to do someone a favor by hiring them to do something they aren’t equipped for isn’t a favor at all. It’s a hardship on the staff member and the church.
Trying to do someone a favor by hiring them to do something they aren’t equipped for isn’t a favor at all.
4. Chemistry
This one gets overlooked, but it’s also highly important for the long haul. I’m looking for someone who is not only qualified but whose personality is a good fit for the team.
That includes me…especially me as the senior leader. I’m not searching for blind loyalty or “yes men,” but I have learned the hard way that if I struggle to resonate with a person relationally, I will hesitate to work with them professionally.
One more thing here. I came to trust my wife’s instincts on this. Many times she was the one who offered a warning before a hire. All too often, she ended up being right.
If the chemistry is off, problems are inevitable, and too many churches have died from a “staff” infection.
If the chemistry is off, problems are inevitable, and too many churches have died from a "staff" infection.
Finally, I look for something that doesn’t make most lists.
5. Courage
This can be hard to assess because it usually doesn’t surface until it’s called for. So you may need to create some scenarios in your interviewing. But you would be wise to do so.
Working on a church staff not only requires a soft heart, it often requires a tough hide. To hold onto convictions when challenged by accusers takes courage. To respond with grace and truth when assaulted by critics takes courage. To stay the course when success is limited and encouragement is little takes courage.
Look for evidences of courage in a potential hire. And let them know that you will stay on the front lines facing the fire with them.
Working on a church staff not only requires a soft heart, it often requires a tough hide… Look for evidences of courage and let them know that you will stay on the front lines facing the fire with them.
These filters aren’t foolproof. You can and will occasionally misfire with a hire (I certainly did!)
However, using them can help you build a great team that will not only be effective for the Kingdom but love each other like family.
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