Hiring a new staff member is one of the more challenging and important decisions a faith community can make—especially when that person will shape the spiritual lives of the next generation. In today’s competitive market, quality candidates are harder to find, and the pressure to choose well can feel overwhelming.
We get it. The hiring process can feel like navigating a maze, hoping to emerge with the perfect person who will connect with your young people, serve your volunteers well, and thrive in your unique church culture. At the same time, we know that perfect candidates don’t exist. Every person brings a mix of strengths and growth areas. Each potential hire involves trade-offs—and when you’re in the middle of it, the decision can seem unclear. But while there are no guarantees in hiring, there is wisdom. And we believe it starts with clarity.
Instead of chasing the vague idea of “the right fit,” we encourage you to evaluate candidates through the lens of the Three C’s: Character, Culture, and Competencies. This framework helps move beyond the resume and toward an informed decision.
In ministry, character is foundational—but not in a one-size-fits-all way. Each church has unique needs, and the character traits that will help a leader thrive and move the ministry forward can vary widely. Instead of only screening for integrity, consider which qualities are most essential in your specific context. Are you in a season that requires resilience? Compassion? A humble, team-oriented posture? Align your evaluation of a candidate’s character with the traits your ministry most needs in this moment. Look for:
Observe how candidates engage not just in interviews, but in real ministry settings. During the on-site visit, provide opportunities for them to connect with volunteers, parents, and students through interactive activities or informal gatherings. These unstructured moments often reveal more about a person’s fit and relational instincts than any formal interview ever could.
Even gifted leaders struggle when there’s a culture mismatch. While diversity in background and personality is healthy, alignment in vision and values is key. To evaluate cultural fit:
Ask questions like: “How do you handle different views on ministry style?” or “What kind of church culture helps you thrive?” Don’t overlook red flags—acknowledge them and ask clarifying questions to better understand what’s behind them. Misalignments tend to grow over time and, if left unaddressed, can hinder long-term effectiveness.
This is where many hiring teams start, but it’s best considered in balance with Character and Culture. Competency matters—and of the three C’s, it’s the one most easily developed. Skills can be developed, but the character and calling essential for ministry—and the ability to thrive on your team—are much harder to teach.
No candidate will check every box. That’s why it’s essential to identify the 3–5 core competencies your ministry needs most. Let these guide your evaluation process. Examples might include:
Use practical, real-life scenarios to go deeper: “How would you respond if a parent questioned your decision?” or “Walk me through how you’d engage and recruit volunteers.” These types of questions don’t just confirm experience—they uncover how a candidate thinks, leads, and navigates complex ministry moments.
Hiring is a journey that often includes both highs and lows. Take the time to discern with prayer, collaboration, and clarity. Using the Three C’s framework doesn’t guarantee a perfect hire, but it will give your hiring team a strong lens to evaluate candidates.
Remember, you’re not just filling a role—you’re inviting someone into a sacred mission of investing in the next generation. When Character, Culture, and Competencies align, you’ll be well on your way to making a wise, Spirit-led decision.
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