Welcome to my blog! My name is Douglas Bernanke. I have always wanted to start a business and have had the finances and knowledge to do so. But something has always occurred in my life that has interfered, whether it be my sick mom or a brother who desperately needed help getting back on his feet. But I have kept the entrepreneurial flames burning and have continued to research and prepare for the day when I will finally take the plunge and start my business. If you are like me and want to be highly prepared and informed before jumping into the world of business, this is the blog for you!
When you are the pastor, preacher, or priest for a church, you are essentially the person in charge of the day-to-day operations of your church. While you may have committees and boards that are in charge of certain activities and areas of church life, you are largely responsible at least in part for most hiring decisions for the church. If you have had the same staff working with you since you came to the church, the idea of hiring new staff members may be a daunting one. However, there are steps that you can and should take when you are looking to add new members to your church's staff that will ensure you find someone that is the right fit for your special and close-knit church environment. Get to know some of those steps you should take.
Make Sure You Find a Background and Criminal Screening Provider Online
Chances are that because you do not hire new staff members often, you do not have a regular process for screening job candidates for problematic backgrounds or a criminal past. For example, if a person is on the abuse registry for child abuse, neglect, or elder abuse, you will want to know about that before offering a person a job in an institution like a church that serves the needy and the vulnerable.
While you want to trust that the candidates applying for the jobs at your church are trustworthy and present themselves in an accurate light, for legal reasons as well as ethical ones, background screenings are a necessary part of the hiring process. Luckily, modern technology makes getting these criminal and background checks easier than ever before.
Before you begin the interviewing process, get your church signed up for a background and criminal screening provider online. You will need all of your church's information including the tax exempt ID and the like to set up the account. Once you are registered with the online screening provider, you can interview your candidates and eventually, run background checks on the ones you want to offer jobs to. This will make your current and future hiring process much easier.
Have a Specific Checklist of Skills and Characteristics You Are Looking For
Oftentimes, if you are not adept and interviewing people for jobs, it can be difficult to really hone in on what you are looking for in a job candidate. While you may like someone in an interview because they have a charismatic personality or they are a kind person, they may not have the skills that are needed to successfully fill the position.
So that you do not let your heart rather than your head take the lead when interviewing job candidates at your church, make the conscious decision to set out a checklist of skills as well as personality characteristics that are necessary to fill the position. Then, create a separate, secondary list of those qualities that are not requirements but are still desirable in a candidate. Ideally, the person you hire will fill all of the items on the "needed" list and many (or all) of the characteristics on the "wanted" list.
With these tips in mind, you can be sure that you are doing what is best for your church when you are looking to hire new staff members.Share