Agree on who does what
A search can become difficult when several people assume someone else is responding to candidates or arranging meetings. Name a coordinator and assign the practical tasks. Establish who recommends a candidate, who approves the appointment, and how the church’s own procedures apply.
Set a realistic timetable around the availability of the people involved. Decide which requirements you will use to assess applications and where the team will keep its notes. Give access to candidate information only to people who need it for the search.
Use each stage for a clear purpose
An initial conversation might settle availability and basic expectations. A later interview can explore experience in more depth. Decide what each stage should help you learn so candidates are not repeatedly asked the same questions without progress.
Keep candidates informed about the process and any changes to timing. If you request work samples or a practical exercise, explain what you need and how it will be used. Keep the request proportionate to the role and the stage of the search.
Close the search carefully
Before making an offer, resolve remaining questions and complete the approvals and checks required by the church. Confirm the terms with the people authorized to commit to them. Give the candidate a written offer and a clear way to ask questions.
Once the appointment is settled, notify other candidates and remove or update the church’s job announcement. Shift responsibility from the search team to the person who will supervise the new employee. A successful search should end with someone ready to support the person being hired.
Discuss this guide with your search team and agree on your next action.
Explore more resources ↗
