In the hiring process, the qualities that often seemingly “qualify” a person for a position on paper may not correlate with who they are internally. More often than not, we judge whether or not a person is eligible for a position based on their prior work experience, accomplishments, and so forth. One great thing resumes can offer us is a quick, easy way to see a person’s track record.
But can a resume truly give you an accurate picture of who that person is? Are resumes really the best way to find the best people?
To find the best people, we need to dig deeper. What is their story? What is their “bent”? When I have an initial conversation with someone about a job, here are the things I want to know:
- What energizes you?
- What are your favorite books and movies?
- What did you love about your former job?
- Tell me about one of the most successful times in your ministry.
- Tell me about your family—your wife, kids, etc.
- What’s the best concert you ever attended?
- What is a mistake you have made in the past and how did you correct it?
Learn how to ask inspiring questions that draw out the personality and character of the person who you are considering hiring. At Slingshot Group, we hire people who are kind and have contrite, humble spirits—these are qualities you simply cannot glean from a resume.
Imagine if the tables were turned and the candidate was actually interviewing you and your church. Here are some questions you might want to ask yourself prior to interviewing the candidate:
- Is our church a great place to work?
- Do we have too many staff leaving our church?
- Does our staff feel valued?
- Are we really getting the best possible results from our staff?
- Would our staff recommend our church as a great place to work? • Does our staff not only know but feel that we care about them?
- Is our staff allowed to contribute creative, innovative suggestions to the leadership?
- How will the staff respond when asked,“Do you love your job?”
The working environment or culture of a church will often be the very thing that will inspire highly skilled, talented people to want to stay. It is the responsibility of leadership to attract, inspire, develop, resource and challenge talented people. Don’t assume that everyone wants to come work at your church. Spend time learning how to be an attractive place to work. Be prepared to create jobs at your church that the future will require. Some of these skills are not even on the radar today, but they soon will be.
Plan for the future ministry jobs, but in the meantime, be proactive in becoming an attractive place to work.
This is an excerpt from Monty’s new ebook STAFFING SMARTS: Effective Techniques to Help You Hire the Best. To read more, download this free resource here.