Timeline Flowchart for Hiring Process (Pastors)
1. Transition Planning
a. Recruit Interim Team/Person
b. Design Communication Plan
c. Set transition goals
2. Job Review
a. Engage stakeholders (including district office)
b. Create Ministry Profile (document describing the ministry)
c. Create Church Profile (document describing the church vision, values, culture and community)
d. Write (or rewrite) job description
3. Job posting
a. Post job
b. Short list candidates
c. Send package of information about church to short list
d. Ask for additional information from short list (questionnaire)
4. Vetting process
a. Review candidate list by decision maker(s) and create short List
i. Screening Candidates (Use an established set of interview questions, for candidate, references, team interview, explore competencies, character, police clearance and theological/biblical foundation for ministry))
1. Reference Checks
2. Telephone interview
3. Team (stakeholder) telephone interview
4. Salary range communicated with potential candidate
5. Interview face to face interview
ii. Key Stakeholders asses and choose candidate
iii. Extend offer for official candidating weekend
b. Candidating Weekend
i. Credentialing (CMA) and denominational clearance
ii. Team interview or experience without spouse and with spouse
iii. Elders interview for senior staff members and key full time pastoral staff
iv. Individual team member interviews/dialogue
v. Proposal for 1-year plan of how they would fulfill responsibilities
vi. Exposure to the community
vii. Exposure to lay people with whom they will be working
viii. Discussion with personnel committee re: employment contract and moving arrangements.
c. Decision to hire by appropriate body made
i. Extending call
ii. Personnel Committee to finalize employment contract and make an offer
iii. Employment contract confirmed and accepted in writing
iv. Set up time frame for start date
v. Cover off denominational requirements, informing district leadership
Timeline Flowchart for Hiring Process - summary
1. Transition Planning
a. Recruit Interim Team/Person
b. Design Communication Plan
c. Set transition goals
2. Job Review
a. Engage stakeholders
b. Write (or rewrite) job description
3. Job Posting
a. Post job
b. Short list candidates
c. Ask for additional information from short list (questionnaire)
4. Vetting Process
a. Review candidate list by decision maker(s)
b. Reference Checks
c. Set up preliminary interview
d. Stakeholder interview (to be decided depending on stakeholders)
e. Second interview
f. Job offer