3 Interview Guidelines for Finding the Best Next Hire for Your Church

Mistakes are most often made when hiring is based on surface characteristics like stage ability, resume experience or fashion sense, rather than on the foundation of church culture. Your values define your church’s culture. Therefore, values should form the basis of your staffing logic, whether the prospective leader is paid or unpaid. Well thought-through interview questions, based on values, could be the difference between a perfect match and the perfect storm.

The best values-based interview questions are those that do three things: 1) Hide the “right” response, 2) Reveal practice not thinking and 3) Mine for specifics. Let’s take a look at each technique and provide a simple illustration for each one.

#1 Hide the “Right” Response

Let’s imagine one of your church values is “Risk-Taking Faith.”

  • Ask…  If you knew that God would meet or exceed one goal you have right now, what would you ask for?
  • Not… What was the last faith risk you took?

Why? Because the natural tendency when being interviewed for a position you want is to frame the answer to what you think the interviewer wants to hear. Questions that state the value up front, don’t allow the candidate to reveal how the value is present – or not present – in their life and ministry.

#2 Reveal Culture in Practice, Not Thinking

Let’s imagine one of your church values is “Evangelistic Ethos.”

  • Ask… What do you know about your 5 closest neighbors (geographically) ?
  • Not… How important is evangelism to you?

Why? Because it is easy to talk about how things should be, and avoid talking about how things are. Questions that allow the potential staff member to speak to a value from experience not ideas, separate mere affinity from life application.

#3 Mine for Specifics, Not Answers

Let’s imagine one of your church values is “Doing Life Together.”

  • Ask… What was the last tough conversation a close friend had with you?
  • Not… Who are you doing life with?

Why? Because simple answers that are easily given leave little room for follow-up and become fairly useless in determining cultural alignment. Questions that generate responses with multiple follow-up possibilities (why don’t you have close friends? how did you respond to their criticism?) can produce a multi-dimensional understanding of the person in context of the church value at hand.

So remember, experience is important, but programs will change. Stage skills are huge, but presentation can be developed. Fashion is fleeting, but skinny jeans will eventually go out of style… we pray. When you hire by values, culture becomes the glue that holds your staff together.

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ABOUT THE AUTHOR

Bryan Rose

As Lead Navigator for Auxano, Bryan Rose has a strong bias toward merging strategy and creativity within the vision of the local church and has had a diversity of experience in just about every ministry discipline over the last 12 years. With his experience as a multi-site strategist and campus pastor at a 3500 member multi-campus church in the Houston Metro area, Bryan has a passion to see “launch clarity” define the unique Great Commission call of developing church plants and campus, while at the same time serving established churches as they seek to clarify their individual ministry calling. Bryan has demonstrated achievement as a strategic thinker with a unique ability to infuse creativity into the visioning process while bringing a group of people to a deep sense of personal ownership and passion.

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Recent Comments
I'm lost, to say the least! As a new pastor, taking over a newly started church I have read just about everything there is to learn what I can do to grow the church. I truly beleive that those attending our church are friendly and sincere. So that can't be the issue. I have read all the comments to this article and I feel that most churches will never have a fair chance! We are a VERY small church, so we don't have a children's church (yet). So if a family comes and gets upset that we don't have a children's church for them to put their children into, we lose! We do provide things for their kids to do during the service and even have an option for their kids to be in a different room, if they don't want their kids to sit with them. We are also such a small church that we don't have a worship team/band/etc. Our worship music comes from music videos. The congregation we do have likes it this way, but of course we would love to have a worhsip team. So, if someone comes to our church and is upset that we don't have live music, we lose! The point I am trying to make is that when people come in with preconceived ideas of what a church should be like, they will never find a church home, unless they find a church who's goal is to entertain! Every Sunday our message comes from the Bible, so that can't be a complaint for someone, so instead, people leave the church and never come back because they want more from a church: they don't want friendly people who are following the Word of God; they want a church that give them something (a babysitter for their kid, entertainment, free gifts, etc.) I'm sorry if sound cynical, I truly want everyone to hear the Good News and learn about Christ's love, but if they come in looking for something else, then the church will always lose!
 
— JAG
 
Reminds me Tony Morgan's classic post entitle “What If Target Operated Like A Church?” I wrote about this in a blog post "Is Your Church Like Target…or More Like A Mall?" https://goo.gl/2qQIy3
 
— bruceherwig
 
Challenging and very good
 
— John Gilbank
 

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