The “right timing” is as key to hiring staff as marinating is to a cooking, and the bugle’s “Call to the Post” is to the start of the Kentucky Derby. The excitement of hiring, or “finally” hiring, should not overshadow the thoughtfulness needed to ensure it is done correctly. The success of the new staffer can depend upon it.
The list below is not exhaustive, but reflects points I recount sharing regularly over the past few years. If you are considering a hire allow your imagination to wonder about each, or the consequences of not carefully considering each. Pass up the temptation to skip quickly over the points that may seem a given; think about the implications of each.
The example illustrated is one of hiring a student minister, but in many ways the principles are the same regardless of the potential hire.
1. Hire when the church leadership (senior pastor, elders, personnel management team, whoever) have a vision for the central ministry goal – in the case of a student pastor, discipling students. Is the desire to hire based on an “it’s just our next step” anticipation of the congregation, a compulsion, or a genuine conviction and calling?
If the leadership is not in agreement with the hire, how is the church expected to be, or expected to support the leadership’s actions? If the person who will give oversight [“supervise” for those preferring management over leadership] to the new staffer is not enthused by the vision for the ministry then ...
To read the full article download When to Hire Church Staff.
© 2010 Randy Cobb, New Day Leadership
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