In his post, Groeschel and his blog readers listed these benefits of hiring church staff from within:
- You develop a culture of leadership development.
- People already understand your culture.
- People are generally more loyal to the vision.
- They can bring huge life experience.
- Better opportunity to really know the character of the person you are hiring.
- They also have a support network of friends and family already around them.
- They would not necessarily have to relocate, unless it’s a multi-campus church. Reduced stress on the family.
- There is a much smoother transition process in developing relationships with the existing staff.
- People who have transitioned into ministry have more realistic empathy and street cred with the remaining volunteer ministry team in the church.
- Their ability to influence and lead a team of people–how they interact, communicate, teach, correct, receive guidance and input–has already been observed and demonstrated.
- Their teachability and correct-ability.
Steve Marr, owner of Business Proverbs, a management consulting firm for Christian businesses, advises that churches hiring from within use a well-defined and orderly hiring process, such as the one below.
Start with a clear job description. Hire only members who are well qualified.
Tap the entire market. Be careful not to reduce your standards in order to hire a church member.
Do not hire someone who cannot be fired. If the person is too entrenched that they couldn’t be terminated, keep looking.
Conduct a professional interview.
Add another step for church applicants: (a) Don’t allow personal feelings to influence your decision. (b) Don’t allow the opinions of other members to dictate your choice. (c) Make your decision based on applicant’s qualifications rather than need. (d) Decide whether the person is capable of handling confidential information and can withstand the pressure of staff responsibilities.