Are You Losing Great Talent Because of These Recruiting Missteps?

You’ve found the perfect candidate. Their resume checks all the boxes. Their initial interview was impressive. You can already picture them thriving on your team. Then they accept a position somewhere else. What went wrong?

 

Over decades of ministry experience, we’ve watched incredible organizations miss out on exceptional talent because of easily fixable recruitment missteps. These aren’t complex problems—they’re simple oversights that create big consequences.

 

When the “Perfect Fit” Walks Away

A local suburban church was searching for a communications director. They found an outstanding candidate who aligned with their team culture and mission. The candidate was excited about the church and ready to make a move.

 

Unfortunately, the process dragged on for months and included 10 or more separate interviews and a few “homework” assignments. By the time they finally made an offer, the candidate had accepted a position elsewhere.

 

The church leadership team was surprised and wondered how they could’ve been so wrong about it being a “perfect fit.” The answer was simple: The recruitment process itself pushed the candidate away.

 

Recruitment is an Experience, Not Just a Process

Many leaders miss a fundamental truth about hiring: Recruitment isn’t just about finding the right person, it’s about creating the right experience. 

 

Every interaction during your search process sends powerful signals about your organization’s culture, values, and how you treat people. Candidates are evaluating you just as carefully as you’re evaluating them.

 

When your recruitment process is disorganized, slow, or unnecessarily complex, top candidates draw conclusions about what working with you would be like. They wonder: “If this is how decisions get made during hiring, what will day-to-day operations be like?” Or perhaps they think, “If they don’t value my time now, will they respect it when I’m on the team?”

 

Questions like that often lead your best prospects to pursue other opportunities—even when they love your mission and would thrive in the role.

 

Three Common Recruitment Blind Spots

Even the most seasoned leaders fall into these recruitment traps. Here are three blind spots to watch for in your hiring process: 

 

1. Moving too Slowly

Great candidates are actively pursued by multiple organizations. When you find someone promising, every day matters.

 

Slow recruitment processes create several problems: 

• You lose momentum. Initial excitement fades when weeks pass between conversations.
• You signal indecision. Delays suggest your organization struggles with timely choices.
• You risk losing candidates entirely. Top talent won’t wait indefinitely.

 

How do you fix it? Create a clear timeline for your search process and communicate it to candidates. When you find someone promising, demonstrate commitment through responsive communication and decisive next steps. Make hiring a priority on your calendar—not something you fit in “when time allows.”

 

2. Overcomplicating the Process

There’s a delicate balance in recruitment: You need enough interaction to make an informed decision, but excessive steps create unnecessary barriers. It’s kind of like dating, isn’t it?

 

Warning signs your process is too complex:

• Candidates meet with the same people multiple times
• You request extensive “sample work” without compensation
• Your process includes more than 3-4 interviews for most positions
• Decisions require unanimous agreement from large groups

 

How to fix it? Map out your interview process, and get detailed. For each step, ask: What unique information does this provide that we can’t gather somewhere else? Eliminate redundant conversations or interviews, and consolidate decision-makers into fewer meetings. Do your due diligence and move the candidate forward with confidence.

 

3. Focusing on Capabilities Over Character

Technical skills matter, but they’re only part of what makes someone successful on your team. People join organizations where they feel valued for who they are in addition to what they can do.

 

When recruitment focuses exclusively on skillset, candidates feel reduced to their resume rather than seen as a whole person. This approach misses the relational connection that draws people to ministry roles in the first place.

 

How to fix it? Build relationship-focused conversations into your interview process. Take time to know candidates by asking about their personal journey in their work, what brings them joy in ministry, and how they’ve grown through challenges. Create space for authentic connection beyond role-specific skills.

 

The Hidden Cost of Poor Recruitment

When organizations miss out on great talent, the costs extend far beyond just restarting the search process: 

• The position stays open longer, putting strain on your current team

• Your mission momentum slows without key leaders in place

• Team morale suffers when positions remain unified

• Your reputation as an employer takes a hit when candidates share negative experiences

• You settle for less-than-ideal candidates because you’re exhausted by the process

 

These cumulative costs far outweigh the effort required to improve your recruitment approach.

 

Creating a Recruitment Process That Honors People

Remember, God has already prepared the right people for your team. Your role is to create a recruitment process that honors them and demonstrates the same care you hope they’ll show to those they’ll serve.

 

Here are practical steps to transform your recruitment approach:

• Audit your current process. Map out every step from initial contact to offer acceptance. How long does each phase typically take? Where do delays usually happen?

• Gather candidate feedback. Ask recent hires about their experience. What made them say yes? What almost made them walk away?

• Create clear timelines. For each open position, establish a realistic schedule with specific milestones and communicate it to candidates.

• Consolidate decision-making. Identify who truly needs to be involved in hiring decisions and create efficient ways to gather their input.

• Train your interviewers. Ensure everyone involved in recruitment understands your values and how to create a positive candidate experience.

• Build relationships early. Don’t wait until you have an opening to connect with potential team members. Create a pipeline of relationships with promising leaders.

 

Take the Next Step

If these challenges sound familiar, you’re not alone. Even the healthiest organizations sometimes struggle with recruitment blind spots.

 

The good news? Small adjustments to your hiring process can dramatically improve your ability to attract and secure exceptional talent. Start by implementing one improvement this week – whether that’s tightening your timeline, simplifying your process, or adding more relationship-focused elements to your interviews.

 

Remember that every interaction with a potential team member is a ministry moment. Each conversation is an opportunity to demonstrate the care, clarity, and purpose that defines your organization.

 

The right people are out there. With a thoughtful recruitment approach, you’ll not only find them, you’ll welcome them to a team where they can thrive.

 

At Slingshot Group, we’re passionate about connecting organizations with exceptional talent through a process that honors both. If you’re building your team, we’d love to walk alongside you on that journey.