Hiring competent staff is essential for successfully operating churches and their community projects. In this post, I will explore and suggest how the principles and practices of faith-rooted community organizing can be applied to staff recruitment processes for more effectiveness. It must also be pointed out here that these expressed ideas are intended for the current method of the local church’s recruitment processes and not as a replacement of its existing practices.
Methodists already have a lay employment and recruitment resources on their website for all its churches to use. You will find below, that most of the strategies outlined within these steps may already be a part of the current process, but highlighted here are the essential aspects of a strategy that will, hopefully, improve the recruitment process.
It’s A Collaborative Approach
Faith based community organizing is a dynamic and collaborative approach to creating positive change within a community. It involves building relationships, fostering inclusivity, and engaging community members in decision-making processes. When applied to staff recruitment, community organizing can enhance the hiring process by ensuring that the chosen candidates are qualified and deeply connected to the church and its mission. Both church leaders and candidates must be made aware that the role agreed upon and advertised is a collaborative venture with collective responsibilities to make the job successful for enabling change.
A Ten Step Approach
Step 1 – Identify the Role:
This step involves engaging with the church community through one-to-one meetings. And group meetings (what organisers often refer to as House meetings) to bring leaders together to understand its specific staffing needs and commitments to playing roles in the recruitment process . By applying community members in defining roles, the hiring process becomes more aligned with the church’s values and the unique needs of its congregation.
Step 2 – Set Terms and Conditions:
Community organizing emphasizes transparency and inclusivity. When setting terms and conditions for a staff position, involving the community ensures that the expectations and responsibilities are communicated and agreed upon. For example, asking the recruitment committee to review and being honest where there might be unnecessary impediments, say in things like, unnecessary qualification criteria, clarity in the language used, and the quality of the interview panel members.
Steps 3-5 – Advertise, Shortlist, and Interview:
Making sure that the job advert is in clear and accessible language, and using community networks to advertise job opening (Step 3), can lead to a more diverse pool of candidates. Community members can participate in the shortlisting and interview processes (Step 4), bringing different perspectives and ensuring a well-rounded evaluation of candidates. (Step 5) prepare for the interview, be welcoming and professional, listen carefully, and use accessible language.
Steps 6-7 – Test and Check, Make an Offer:
(Step 6) Collaboratively involve the church employment team in the decision of interview questions to ask. Shortlisted candidates could also be invited to visit the church/project for an informal tour, this will help the church to assess the personality of the candidate and put them at ease for the interview. In community organizing, testing candidates’ skills and checking references involves input from the church community. (Step7) Additionally, making a job offer should be a collaborative decision where community members have a say in the final choice, which might not be the case in some appointments.
Steps 8-9 – Induct and Support, Review and Learn:
Welcoming a new staff member (Step 8) can be enhanced by involving the community in the induction process, starting with the practice of one-to-ones with colleagues. Ongoing support and feedback (Step 9) are essential aspects of community organizing that can be embedded, thus ensuring that the staff member is well-integrated and supported.
Step 10 – Exit with Respect:
A respectful exit (Step 10) aligns perfectly with community organizing values, through honest evaluations and review by both the exiting staff and the church. Involving the community in acknowledging departing staff members promotes a positive and harmonious transition.
Positive Outcomes and Benefits
When community organizing principles are applied to staff recruitment and to the day-to-day activities of the role, several positive outcomes emerge:
Inclusive Process: Community members contribute to defining roles, setting terms, and making decisions.
Aligned Values: Candidates selected are more likely to align with the church’s values and mission.
Enhanced Community Engagement: Community involvement leads to a stronger sense of ownership and engagement in the hiring process.
Long-Term Relationship Building: The community’s involvement extends beyond recruitment, fostering ongoing support and collaboration.
I must add, that throughout this recommended approach, the church community and its leaders should actively involve the use of prayer and reflection to enable God’s guidance to ensure the selection of a suitable candidate.
Conclusion
By integrating community organizing principles into staff recruitment, churches and staff can build stronger connections with their congregations and create a more inclusive and collaborative environment. The Ten Steps to Hiring Competent Staff and community organizing offer a comprehensive and effective approach to ensuring that the right staff members are chosen to help the church thrive and impact its community positively.
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