Describe the job before you advertise it

Start with the work that needs doing

Gather the people responsible for the appointment and list the work the church needs covered. Group related duties and decide which belong in this position. If the list combines several different jobs, reconsider the scope before looking for one person to do everything.

Check that the available hours, budget, and supervision fit the proposed responsibilities. A useful description reflects what the church can support now. Future hopes can be discussed separately so they do not become unspoken expectations for a new employee.

Make the description specific

Explain the role’s main purpose, its regular tasks, and whom the employee will report to. Include recurring commitments that affect a candidate’s decision, such as Sunday work, evening meetings, or travel between locations. Use language someone outside your congregation can understand.

Identify the experience and qualifications that are necessary on arrival, then distinguish them from skills the person could develop. Describe relevant faith, membership, and denominational expectations accurately. Have the appropriate church leaders and advisers review requirements before publication.

Make applying straightforward

Read the finished posting from a candidate’s perspective. They should be able to understand the opportunity and know exactly how to respond without searching through unrelated pages.

• Identify the church and the city and state where the work is based.
• State the employment type and expected hours if settled.
• Include approved compensation and benefits information where available.
• List the materials applicants should send and where to send them.
• Provide a closing date if one has been set.
• Give someone responsibility for keeping the posting current.