“How can you use these insights to recruit and retain talent on your church staff?’
“How can you improve your church staff culture?”
“The risk in hiring can be minimized, but it can’t be eliminated.”
“Feeling under pressure? Overworked? Are you and your team working hard but can’t seem to keep up, let alone get ahead? You are not alone.”
Here are three overarching principles that will help you understand when it’s time to go outside to make your next hire.
If you don’t plan for it to go well, then it won’t. You want them going home saying, “This is going to be a great place to work. I’m so glad I took this job!”
Churches are notorious for making well-intentioned bad hires. At most churches the hiring process usually goes wrong for one of the following five reasons.
When I think of a team of people who were invaluable to one another, the “Big Three” comes to mind. And no, I don’t mean the Father, Son and Holy Spirit, but LeBron James, Dwyane Wade and Chris Bosh for the Miami Heat.
Put simply, hiring is RI$KY business. If you’ve ever made a bad hire, I don’t have to explain this to you. Saying yes to the wrong candidate is costly. In an article by David Fletcher on XPastor.com, he writes, “One ‘wrong fit’ on your staff can cost a bundle. My estimate is that a hiring
Each of these three techniques will instantly make you stand out above your competition and give you a fighting shot at your dream job.