HR talent management
hiring new employees
If you have a vacant position or are anticipating a vacant position in your church, you are in the right place. We want to help you through this process. The following resources to help you in recruiting God’s BEST person for your church — from job posting templates to interview guides, we have you covered.
In the midst of a leadership transition? Reference this guide for best practices as you begin your pastor search process.
Are you serving on the board and confused about your next steps? This resource will help you think through the process.
The purpose of this resource is to offer a job posting guide to help you attract the best candidates for your needs. You may tailor the job posting template based on the unique culture, demographics, and leadership skills you are looking for in the Senior Pastor at your church.
This is a comprehensive list of the best place to advertise for your openings.
You’ve selected your interview candidates — congratulations! Consider sharing this interview preparation guide with potential candidates so they can best prepare for the conversation.
Once you have scheduled your interviews, it is important to create a consistently high-quality experience. Consider using this interview resource guide with each of your candidates to structure the conversations with each of your potential candidates.
Once you have completed the interviews, you likely have a gut feel on who will be the best fit for your church. Use this interview recap guide to help you process the information and pragmatically select the best candidate for the Senior Pastor role.
Now that you have selected the best candidate, you can officially extend the job offer! Consider using this guide to help the candidate with the transition into their new role.
Use this resource for pre-employment screening and drug testing for potential candidates.
Onboarding to your new role
Taking on a new leadership role can be a tough transition — but you have help! Start strong in your first 30, 60, and 90 days with essential first steps, the right mindset, and important information. Then take it month by month to get to the fundamentals of how to manage your strengths, your staff, and your organization.
In preparation for your first one-on-one with each employee, review what it means to establish positive relationships with your direct reports.
Your first order of business is to get to know your team members as individuals. Make time to meet with them 1:1. Wondering what to talk about? Share a little about yourself, your transition timeline, and address any urgent questions on their mind. The engagement interview can be sued to select questions that will help you get to know them and their needs better.
First 90 Days Article
Consider reading this article on how to get off to a strong start through this transition in building new partnerships, identifying key priorities, and how to best integrate with the organization.
Good Questions for Key Contacts
Managers who have transitioned successfully created a transition support network for themselves. Use this guide to identify who to include and what questions to ask them.
Take a New Approach to Time Management
As your work becomes more strategic, basic time management might not be enough. Review an approach found to be more effective.
As you continue to get to know your broader organization, consider these tips and traps as you onboard into your new role.
New Manager Assimilation
Looking to build team alignment can drive culture change? Get off to a great start with a new manager assimilation.
Manage Your Energy
If you thought you were busy before, you haven't seen anything yet! Getting the most out of the time you have requires managing your energy. Use the Energy Self-Assessment to identify where you might have some energy deficits.
Three Leader Objectives
Frame your role and your everyday interactions with your team around three basic objectives of a leader in the GLR.
Focus on Your Strengths
You already have strengths that will help you as a leader. Do you know what they are? Identify what they are and focus on how you can use them in your new role.
What NOT to Do: A self-assessment on how things are going
During the stress of transition, new managers can sometimes act in ways that can threaten their performance and alienate them from their teams. Learn about derailing behaviors, identify if you’re at risk, and plan to overcome.
Managing Oneself by Peter Drucker
Learn how to hone in on your strengths to make the biggest leadership impact.
Assess How You’re Doing
After being in your role for 12 months, it’s a great time to get some feedback. Choose from a variety of ways to get feedback.
Consider a Coach or Mentor for Your Development
After getting feedback on how you’re doing as a leader, it’s a great time to engage with a coach, mentor or both. Refresh yourself on the differences between coaching and mentoring, and consider requesting one or both to support your leadership development goals.
Select Development Options to Achieve Your Goals
Need ideas for achieving your development goals? Explore ways to develop through formal learning, learning from others, and learning on the job. Update your development goals with the specific actions you’re going to take and follow through.
Recommended TED Talks
Consider watching the following TED Talks to continue to build upon your leadership skills.
Resources for ongoing development
So in order to develop our capacity to “lead” we need to put ourselves in situations that develop our capacity to set direction, allocate resources, enroll others and inspire action, and hold ourselves accountable for results.
Survey Question Guide