3 Big-Gulp Hiring Questions

April 02, 2017

I can laugh now, but, I actually found a Children's Minister position that stated the job description as "must love kids". This was all that was needed for the position according to the resume posting site. Gulp!

While looking over dozens of job descriptions, one of the startling things I find, are inadequate statements of what the position entails. And, sometimes the applicant is surprised to find out that they have added expectations they weren't made aware of once they finally take the position. This may cause undue stress for both the staff and the pastor from the get-go.

You've seen it several times. A youth pastor, near you, full of zeal and passion working out great in the beginning. Youth are having a great time and things seem to be going well. A year and a half later, the youth pastor gets let go from the position. What happened in between the honeymoon phase and the final moment that led to this outcome?

Consider this, the person who is doing the hiring may not be aware of a few factors that cause this pattern to continue even after taking six months to hire a pastor.

Let's acknowledge that being the person that does the hiring isn't easy. There is a lot of things to consider and a lot of people's resumes to sift through. And absolutely no time to do it.

Are there any telling questions that can give you future insight as to whether the person you are hiring will work out for the long term?

Start by asking a few short questions.

Do I know the position well enough to be able to fill it?
If, no, then should you be the one doing the hiring? Find someone who knows the position well!

Is there a set standard for each type of job description? 
In short, no, but there certainly are patterns that are common in each position type.  

So, how do you find the time to write an accurate job description?
Most churches use the outdated method of using job/resume posting sites. You may also hire a head hunter, which isn't a bad idea, but most churches do not have the capital to do so. 

So, how do you get the most important information, so you don't have to waste your time with pointless interviews? 
You can have us do it for you for free. 
We consider even the most mundane of details and ask all the big questions for you before you enter the interview process. All of it is accessible to you at any time. You may also have access to a side by side comparison of your requirements for the position vs the candidate's answers.

So, what questions do you feel are the most important to ask?

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