Jerry Hurley on “Hiring,” Part 2
Jerry answers another question on hiring:
How is our hiring process different from most?
I’m not really sure how different ours is from most, but I do think every organization—church or otherwise—should have a process that reflects that specific organization. I’ll share some components of our interview process that seem to work for us:
Consistent process. We have a consistent process that is essentially the same in every location and part of the organization. Using a consistent process is important because it helps build cultural integrity, team cohesion, and team unity.
Multiple interview format. We always use a multiple interview format. The average number of interviews a person will go through at LifeChurch.tv is four. We always interview in teams. For example, a Campus Pastor candidate will be interviewed by six to ten people. It can be challenging at times to come to a consensus, but it’s worth the effort. The biggest thing to watch for in team interviews is group think. The consensus process is always rigorous, challenging, and filled with passion…just as it should be.
Testing. We use a number of different tests in our hiring process. The great thing about testing is that it brings a consistent, objective, comparative element to what is inherently a very subjective process. There are two things to always keep in mind about testing. First, there should be some correlation between the test scores and performance. For example, we know that people with a positive approach to work perform better in our organization than those who don’t. One of our tests gives us important insight into a potential team member’s approach to work. Second, testing is only a tool and must be given the appropriate weight in the overall decision. It’s wrong to base a hiring decision totally on test results, and it’s equally wrong to completely disregard test results because they don’t support your perspective.
I’d love to hear what you have learned from recruiting volunteers or hiring staff.
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Jerry,
Is there any format you follow when you or other members see/feel there is a need for a new position or new ministry? Do you pursue an individual who has done that specific job before or look for someone who could bring more to it? What constitutes a need for hiring?
Thanks!
Hey Jerry,
Thanks for the great nuggets on hiring. I was wondering if you can you tell us what test you use in the interview process.
Thanks
J.G. - My name is Terri Taylor and I am the Director of Benefits and HR Administration here at LifeChurch.tv. In response to your question regarding the format we use for new position/ministry here and what we look for in a specific applicant. We really do not create new ministry areas, however we will create a new position as a result of our growth. Past experience is important, but our primary focus is on applicant potential. Dependent upon the type of position, specific job experience may not be necessary, but experience that developed necessary skills is something we would strongly look at. There are several factors that constitute a need for additional staff. Growth, work loads, focus areas, are among a few.
Todd - At LifeChurch.tv we use several testing materials in our interview process. Applicants complete an Application for employment; Ministry Surevey; several skills based tests on Math/Language/Vocabulary/Detail; Personality Profile; and a Spiritual Gifts Analysis. As Jerry states earlier in the posting, our testing is only a tool used as part of our interview process. Please see Jerry’s response to Testing for more information.
Jerry or Terri, I might have missed this in the prior posts or comments.
Do you hire for the position and try to find someone that best fits or do you hire the best person and try to tailor their position and requirements around them?
Obviously you hire a lot from within at Lifechurch so I thought this might be a great question.
How has Lifechurch.tv handled hiring when you find the right person for the organization, but don’t have a position open that is right for that person? The “first who, then what” philosophy of Jim Collins (taken from the book, “Good to Great”)? Have you ever run across individuals that you hired without knowing exactly what seat they would work best in, but you knew they were the right person for the organization?
Thanks Terri.
Many a time, I find people that are really committed and want to help, but there’s no particular position they have the skills to help with - what do you do then? There’s resources that aren’t being used.
I’m simply talking concerning my gaming team, but say its a church with people with time wanting to help, but nothing which they can help with?
[...] Interviews have been going very well. The hard part is that each person we have interviewed so far has a unique quality that sets them a part. The tricky part is determining what combination of strengths and weaknesses will make the best candidate. Early next week, we will probably start callbacks and then move to skill and personality testing. In June, Jerry Hurley wrote on the Swerve Blog that It’s wrong to base a hiring decision totally on test results, and it’s equally wrong to completely disregard test results because they don’t support your perspective. [...]