Welcome!

10 Webinar Discussions

1. Hiring—David Lyons.  April 22

2. Hiring, part 2—Dr. Bill Egner. April 29

3. Compensation—Sutton Turner.  May 6

4. Compensation—May 8 (9 am) & May 13

5. Reviews—Dr. Paul Utnage.  May 20

Today’s Class

Part 1—Introduction, 10 min.

Part 2—Interactive Lecture with

Dr. Bill Egner, 40 min.

Part 3—Q & A, 30 min.

Staffing, Class 2: Hiring

What are the various hiring methods “out there?” How do some of the largest churches in the US hire their staff and what can we all learn from them? This session will also examine accurate and helpful job descriptions.

For the Q&A time, bring issues from your current hiring practice and what your hiring practice should look like.

Reading

Required Reading Hiring For Right Fit by Dr. Bill Enger

www.xpastor.org/staffing/hiring/hiring-for-right-fit Hiring 101: How the “Great” Ones Do It by Bill Egner

www.xpastor.org/staffing/hiring/hiring-101-how-the-great-ones-do-it/ How to Hire: The In-Person Interview by Dr. David Fletcher

www.xpastor.org/staffing/hiring/how-to-hire-the-in-person-interview Suggested Reading

Combining Biblical Principles and Best Business Practices for Hiring “Right Fit” Pastors by Bill Egner. Doctor of Ministry dissertation at Dallas Theological Seminary. Available from Dr. Egner at bille@christchapelbc.org.

Checking References by Dr. David Fletcherwww.xpastor.org/money/legal/checking-references

Assistant Professors

Dr. Bill Egner

Dr. Brad McKerly

Dr. Bill Egner

Dr. Bill Egner is the Executive Pastor of Christ Chapel Bible Church of Fort Worth, Texas. Bill worked in jet propulsion (a rocket scientist!) before entering ministry. Bill wrote his Doctor of Ministry dissertation at Dallas Seminary on the hiring practices of Willow Creek Community and Fellowship Bible of Little Rock. He describes his job of Executive Pastor as similar to being a CEO of a large corporation—he directs long-range vision planning, personally shepherds the pastoral staff and cabinet, gives guidance to countless committees and ministries, keeps the inner workings of the church streamlined and efficient, and occasionally preaches.

“Right Fit” Pastoral Hiring

Combining Biblical Principles and Best Business Practices for Hiring “Right Fit” Pastors

Today’s Agenda

Do a brief, high level summary of my research on hiring for “right fit”

Share four “Monday morning” practical lessons I learned (handouts)

Share some of the positive results we’ve experienced since 2006 when I first started implementing some of the findings

Might want to download the handouts now if you haven’t yet

Brief Research Overview

Derived hiring principles from the Scriptures Studied marketplace “best practices” on hiring Synthesized an “idealized” 4-part biblical hiring

philosophy/process supplemented by best practices from the marketplace

Qualitatively compared my idealized process to how Fellowship Bible Church, Little Rock and Willow Creek hire pastoral staff (handout)

Favorable Comparisons To The Model

Biblical Principles and Best Marketplace Practices Fellowship Willow (1=“met;” 2=“met in spirit;” 3 =“not met”) 1 2 3 1 2 3

(1) THE HIRING CONVICTION X X Resolve to hire new team members for role and fit under the Spirit’s constant direction.

X X

(A) Engage in persistent prayer (e.g. for discernment) X X (B) Exercise diligent patience to “get it right” X X

(i) By using policies and procedures to minimize impulsiveness and maximize objectivity

X X

(ii) By requiring supervisors to take full ownership for hiring their direct reports

X X

(iii) By leaving a role open rather than fill it with “almost”

X X

(2) THE HIRING TARGET X X Resolve to define a new team member’s role and minimum degree of fit using outcomes and the 4 C criteria of Character, Calling, Competence and Compatibility (e.g. a success profile).

X X

(A) Define the hiring “target” in terms of outcomes and the 4 C’s criteria

X X

(B) Define the minimum acceptable thresholds for each outcome and criteria

X X

(3) THE CANDIDATES X X Resolve to seriously consider only candidates who meet or exceed the minimum required thresholds of fit.

X X

(A) Consider traditional and non-traditional candidates X X (i) Use personal and professional networks X X (ii) Use referrals X X

(B) Use an Opportunity Profile to surface passive candidates, if needed

X X

(4) THE MATCHING PROCESS X X Resolve to interview relationally, objectively and thoroughly before declaring a match for the team.

X X

(A) Use the structured, behavior-based style interviewing format as a data-gathering tool rather than a decision-making tool

X X

(B) Conduct no less than three of these kinds of interviews, with at least two being face-to-face

X X

(C) Complete all reference checks, ideally as additional interviews

X X

(D) Complete all candidate interviews before recommending the final “right-fit” match for the team

X X

Monday Morning Lesson 1

Churches that hire well have a well-defined hiring process that they execute rigorously They’ve realized that the lack of investment on the part of the

direct supervisor, fudging, taking short cuts, allowing discouragement to result in “almost,” etc. all will reduce the eventual fit

They’ve developed a conviction that the eventual “fit” of the hire is directly proportional to the strength of the commitment to the hiring process

Leave it open rather than fill it with “almost”

Monday Morning Lesson 2

Churches that hire well have pre-defined what they’re looking for in at least the four areas of character, calling, competence and chemistry Aren’t using traditional job descriptions, but are instead using

something like a Success Profile Wrestled through what the target they’re aiming at – and its bull’s

eye – looks like in “hard” factors (e.g. expected 12-month results) as well as “soft” (e.g. behavioral, interpersonal) factors

(Success Profile handout)

Success Profile

Mission statement and role requirements Required competencies

Character Calling Competence Chemistry

Expected 12-month outcomes

Monday Morning Lesson 3

Churches that hire well only interview candidates that meet or exceed their pre-defined threshold of fit They’ve identified some way they trust (e.g. a telephone call, 5

key questions, an application, etc.) to screen “below” and “above” threshold applicants (like rings around the bull’s eye)

They focus their available time on the candidates who seem to have the highest potential to succeed in their environment

Monday Morning Lesson 4

Churches that hire well interview relationally, objectively and thoroughly before declaring a match for the team They use interviews as data-gathering rather than decision-making

tools They do multiple in-person interviews (marriage) They focus as much as possible on track record They use reference checks as additional interviews (interview questions handout)

“Right Fit” Interview Checklist

"Right Fit" Factor Questions(Get a concrete story whenever possible.

For example, "Tell me about a time when…")

Scale

Yes Unsure No

Use a "1" only once per row to indicate your selection

Character      

1)   From 1 Timothy 3:1-7 and Titus 1 is he living in an “above reproach” manner especially with regard to moral, relational, financial and sexual integrity?

     

2)   Does he have a track record of being trustworthy with others?      3)   Does he have a track record of persistence in the face of difficulty?      

4)   Can you confirm there's little human “wreckage” behind him from poor interpersonal relationships on his part?

     

5)   Can you confirm he's not arrogant, volatile or angry?      

6)   Can you confirm that he's not aloof, detached, insensitive, dismissive of others or unteachable?

     

7)   Has he previously failed to achieve agreed upon results with excuses not reasons? In other words can you confirm he's not an "excuse maker?"

     

8)   In your opinion, is he an overall humble person?             

Calling      

1)   Will this role inspire his God-given passion?      2)   Will this role require him to depend more on God?      3)   Is this role in line with his God-given SHAPE and track record?      4)   Is he able to articulate some sense of the Lord’s calling to Christ Chapel?             Competence      1)   Is his education sufficient for the needs of this role?      2)   Does his track record affirm his stated spiritual gift(s), skills and passions?      3)   Is there evidence of his ability to be self-managed?      4)   Is there evidence regarding his effectiveness at interpersonal relationships?      5)   Is there evidence regarding his ability for forethought, planning and execution?      6)   Is there evidence of his dependability?      7)   Is there evidence regarding his resourcefulness (turning lemons into lemonade)?      8)   Is there some evidence regarding his ability to learn, adapt and flex?      9) Does he have a strategic mindset?      10) Does he seem to be disciplined in his ministry preparation?      11) Does he have a commitment to action?      12) Is he courageous in the face of difficulty?             Chemistry      1)   Does he love the Lord’s Church? Is he a "churchman" over a para-church guy?      2)   Is he loyal?      3)   Is he energetic?      4)   Is he innovative?      5)   Is he humble and gracious?      6)   Will he fit and even thrive within our staff culture?      7)   Will he fit and even thrive within our church culture?      

Total (possible of 31) 0 0 0

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Four Key Resolutions

1. Churches that hire well have a well-defined hiring process that they execute rigorously

2. Churches that hire well have pre-defined what they’re looking for in at least the four areas of character, calling, competence and chemistry

3. Churches that hire well only interview candidates that meet or exceed their minimum level of fit

4. Churches that hire well interview relationally, objectively and thoroughly before declaring a match for the team

Benefits We’ve Experienced

This model prioritizes what the Scriptures prioritize (prayer, character, calling, spiritual gifts, relational abilities and specialization)

This model requires a great deal more prayer, dependence, intentionality, effort and training

Using this model, we’ve improved our five-year retention ratio from about 55% (est.) to about 90% since 2006

Contact Information

Dr. Bill Egner Executive Pastor

Christ Chapel Bible Church www.ccbcfamily.org BillE@christchapelbc.org (817) 546-0177

Q & ASend Questions via Chat to Tami

Bring issues from your current hiring practice and what your hiring practice should look like