I serve on the board of a local youth leadership program. These students are the top of their class, so the entry is competitive. Part of the qualifying process is an interview with board members—most of whom are seasoned business and community leaders. I am always reminded in the process how interviewing, as critical as it is to acquiring a position, is not something everyone knows how to do—regardless of their other accomplishments.
I’ve found that to be true in the church also. And, in business when I was in that world. I have hired dozens, maybe hundreds of people in my career—which means I’ve interviewed lots of people. Some people do better at interviewing than others.
I decided to offer some advice from the hiring side of the table. Since my blog is read mostly by church leaders, I am speaking primarily from that perspective.
Here are seven suggestions for interviewing for a church staff position:
Know the church.
Do as much research as you can about the church, its history and its culture. Obviously, read all you can online. Ask who will be in the interview and what role they have in the church. Google can be your friend in researching these people. Find out if you have any connections in the church. (LinkedIn can be a great source as it shows you connections to your connections.)
This is critical. They need to know you and you need to know them—as openly as possible in a formal setting like this. The worst thing for you personally would be to land a job where you would be miserable—or make them miserable. Plus, in my experience, the more honest and transparent you are—even about your weaknesses or past failures—the more attractive you will be as a candidate—if you’re a fit for the role.
I’ve learned this is especially difficult if you are nervous—or, like me, an introvert. The main concern in adding staff at most churches is that the person be a good fit for the church and current team. Show you’re easy to get along with, fun and likable. Have a firm handshake. Look people in the eye. But, balance this with also attempting to be yourself. It’s obvious if you’re trying too hard. Especially on a first interview, the key should be to connect with those in your interview.
If you’ve had past success, don’t take all the credit. Share the victories with others, knowing that most likely you couldn’t have succeeded without them. It’s a much more appealing approach. Use the word “we” more than “me” or “I.” While you need to demonstrate your ability to perform, keep in mind arrogance is never an attractive quality in a team member.
Appear competent without appearing controlling.
There is a huge difference between being able to lead with confidence and being a bullying leader. Churches are places where people need to be empowered. Your goal should be to demonstrate a care and love for people (which should be genuine), while assuring you have the tenacity and courage to lead boldly. That’s a delicate balance every church needs.
Be forward thinking but celebratory of history.
Most churches, even after a difficult period, continue to remain proud of their heritage. (This is where researching the church as much as you can helps.) The worst thing you can do is to bash the church or its culture. They may welcome your input to change, but you won’t endear them to you if you make them defensive about their history. Let them know you are willing to build on their past, but also willing to help them go wherever God leads in the future.
It should go without saying, but pray before and after the interview and ask others to pray with you. (Although as I’ve seen people do, I wouldn’t necessarily post this on Facebook.) In the end, you want this to be a God thing—not a man-made thing. You don’t want to take the position if it’s not of God. I believe God often gives tremendous latitude and freedom in choosing our place of service, and we should represent Him with our best appearance, but in the end, we want to be in the center of His will.
What tips would you offer to those interviewing at another church or ministry?
This article originally appeared here.