Four lessons from recruiting pastors – that any organization SHOULD use

by Jul 19, 2011Insights, Leadership, Professional Development

For the last 18 months I have been fortunate to be working with and leading a fabulous group of people to fill two open roles for pastors.  While I have worked in the for-profit world doing this work before, it was a new experience doing this in a not-for-profit organization.  I learned that when talking with a person called to a profession of service, their passion is infectious.  It made the evenings go by quickly.  Here are 4 lessons that can and should be applied across any effort, whether it is for-profit or not-for-profit:

  1. Everyone deserves a response:  Responding to every inquiry with a timely response was a practice.  Every letter from a candidate received a letter back.  We also adopted a practice of providing a verbal response to every candidate we actually talked with, whether it was an actual interview or an exploratory phone call.  It was not always an easy call, but we did it because it gave us a chance to offer encouragement and prayers.  Remember, not-for-profit (especially church) leaders are not just pursuing a job, it is a calling.  NO has the potential to hurt more, and they deserve much more than silence.  I was surprised how many stories I heard of committees waiting several months to call back after an interview.
  2. Some “Just for them” Interviews:  When people are pursuing a calling, the interviewing process is often more of a discernment journey.  Many have left something else behind to pursue this career.  It is important to see these candidates (new grad, 2nd career, etc.) as great people on an amazing journey, and giving them 30 minutes to have a conversation with you is part of the process of equipping them with greater clarity on what path is right for them.  Make the interview more than your process, make it our process.
  3. It Still Needs to by Rigorous, without being Ruthless:  This is a sentence I use when describing goals of the process in front of a candidate so they understand how important it is to thoroughly explore if this is the right role for them at this point in their journey AND to get them the information they need to make a personal decision about us.  References, using personality assessments, multi-hour conversations, and maybe a personal appearance to demonstrate their skills / passions / beliefs are all part of it.  
  4. Be willing to celebrate a NO:  I remember the phone call vividly.  Listening to a candidate we loved read a well thought out letter why he felt called to another place.  I also remember smiling because of the soundness of his reasoning and the effort he put into being nice to us.  I did my best to turn the next 2 minutes into a party, even though it meant 7 more months of work for us.  Sometimes our needs don’t come first in a process, and believing that changes how you approach it to from the beginning.  Thinking of that call still makes me smile.

I agree with Peter Drucker, leading in a not-for-profit situation is one of the best leadership development opportunities for anyone in industry.  It is a good reminder of the basic things that still matter, and that a great process not only finds a great person, but allows you to lift up some others along the way.  We (for-profit world) have a lot we can learn from the not-for-profit wold

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