Podcast Episode #407
SUBSCRIBE: iTunes • RSS • Stitcher • TuneIn Radio • Google Play • iHeart Radio
Hiring in the church can be tricky at times. Today, we expound on a post by Chuck Lawless that looks at some warning signs to be on the lookout for when hiring a minister or staff member at your church.
Some highlights from today’s episode include:
- If someone has several consecutive, short-tenured pastorates, it should be a warning sign when considering hiring them.
- Sloppy résumés mean you’ll likely do sloppy work.
- If you have a time gap in your résumé, you’re likely going to be asked about it. Don’t leave gaps.
- Theological questions and compatibility should be a starting point when hiring in the church.
The 12 warning signs we cover are:
- Previously short tenures of ministry.
- Incomplete degrees.
- Sloppy resumes.
- Resume gaps.
- Unasked theology questions.
- Criticizing former employers.
- No current references.
- Tardiness without explanation.
- Spousal disagreement on calling.
- Poor social media witness.
- Little talk of Bible study or prayer.
- Unlikeability.
Episode Sponsors
Midwestern Seminary is interested in helping you get to the field faster. And they’re serious about training leaders for the church. That’s why they’ve created the all-new Accelerate Program. In Midwestern’s Accelerate Program, students earn both Bachelor of Arts degree and Master of Divinity degree in just 5 years of intensive study. That’s a B.A. and an M.Div. at the same time. This innovative residential program combines rigorous academic training with practical ministry preparation, resulting in one of the most effective programs around, so that you can pursue your ministry calling as soon as possible.
Two degrees in five years – all in one program: Accelerate at Midwestern Seminary. Take the next step by visiting mbts.edu/accelerate.
Our friends at Vanderbloemen Search Group help churches and ministries build great teams by finding their key staff, but did you know they have a ton of resources around team building? Their newest addition is TheCultureTool.com , a free comprehensive staff engagement survey to help you build, run, and keep a great team. It’s brand new and still in beta, so check out TheCultureTool.com to be on the cutting edge of this new tool that will help you improve your church staff culture.
Visit TheCultureTool.com to learn more.
Feedback
If you have a question you would like answered on the show, fill out the form on the podcast page here at ThomRainer.com. If we use your question, you’ll receive a free copy of Who Moved My Pulpit?
You mention “incomplete degrees”, I would expand that to include not vetting the institutions from which degrees are granted, especially those where no residency is required and “life experience” is given undue credit. While I strongly support online education, there are many “degree mills” out there that require very little effort and study.
“Incomplete degrees” would never be on my list of “warning signs.” I’ve been a pastor for 20 years and a business owner or manager for 10. A “degree” never impressed me and an “incomplete degree” never bothered me.
Degree attained from “degree mills” should be substituted for incomplete degrees.
I get the point about incomplete degrees. It could be the sign of someone who doesn’t finish what he starts. Is that a deal breaker? Not necessarily, but is a red flag that should be investigated. True, one red flag does not a bad hire make, but I’d still check it out and see if it’s accompanied by any other red flags.
P.S. I also get the commenters’ point about “degree mills”.
I agree. It may be, for example, that he started a program, learned that it was teaching doctrine with which he disagreed (e.g. he believes in Biblical inerrancy, the seminary does not), and withdrew as a matter of conscience.
Or maybe family issues got in the way.
Amy T. is the Doris Burke of Team Rainer!
I definitely agree with asking theological questions during an interview for shepherding and teaching roles.
Can’t “No current references” often be explained by being on a search without your current church knowing that you are in a search process?
We often received resumes that stated “References upon request” , rather than simply not including references. This makes it clear that they do have references and the church that is interested can receive them upon request. If one doe not want their church (or its leaders) to know they are in a search, they could supply references that are not in the current church. By the way these referees should be told that no one is to know that they are in the process of seeking another position at this time. Any person in a search process should be amply aware that references will be needed at some point.
I would not be immediately concerned with “incomplete degrees” but would see that as a good topic of discussion in the interview process.
I would add nepotism as a warning sign. Hiring someone who has many family members who are members of your congregation is not a good thing, regardless of how qualified the person may appear to be. This is especially true for hiring anyone in a full-time leadership position, e.g. pastor, associate pastor, etc. Probably not as much of an issue for something that is time-limited and supportive in nature, e.g. pianist/organist, worship leader, etc.