How to interview for a church staff job?
Effective interviewers of prospective church staff don’t consider themselves excellent interviewers just because they are a “good judge of character.” They know how to conduct an interview that asks the right questions which requires time and preparation.
How often should you ask church staff questions?
Choose and adapt those that fit your personal style and are most critical to your understanding of a particular candidate. Asking no more than 12-15 questions per interview session is a good rule of thumb or up to an hour and a half at most. You will want to interview a candidate multiple times in multiple formats to properly assess the candidate.
What to look for in a church employee evaluation?
Each of the measures should have a description that is clear and understandable for the employee. For example: Teamwork: Employee values team interactions and works effectively with others. Is a team player and helps encourage and orient new team members. The employee is able to balance personal effort and project team effort.
Why are church employees important to the church?
A church is only as strong as the people who do the work and weak employees can affect the customer experience and the ability to meet objectives. Having a strong church staff requires: “ Get the right people on the bus, the wrong people off the bus, the right people in the right seats and then figure out where to drive.”
What should I ask in a church survey?
Ask questions about processes that impact the experience. Things like how church information is communicated; how well members understand services that are provided; how well the spiritual needs of their family is being met. Add a rating scale to the survey tool to determine the degree of respondents agreement or disagreement with the question.
Effective interviewers of prospective church staff don’t consider themselves excellent interviewers just because they are a “good judge of character.” They know how to conduct an interview that asks the right questions which requires time and preparation.
Choose and adapt those that fit your personal style and are most critical to your understanding of a particular candidate. Asking no more than 12-15 questions per interview session is a good rule of thumb or up to an hour and a half at most. You will want to interview a candidate multiple times in multiple formats to properly assess the candidate.
A church is only as strong as the people who do the work and weak employees can affect the customer experience and the ability to meet objectives. Having a strong church staff requires: “ Get the right people on the bus, the wrong people off the bus, the right people in the right seats and then figure out where to drive.”