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					                      Recruiting
                           &
                    Hiring Process




                                   Prepared By

                            CTK Central Services

                                    July 2005




Christ the King Community Church
                                                   1
Recruiting & Hiring Process

Purpose

The purpose of the recruiting and hiring process is to find and hire the most qualified
applicant for the position. The goal is to find individuals who embrace the CTK Mission,
Vision, Values, and Priorities, and who will contribute greatly to the effectiveness of
Christ the King.

Roles & Responsibilities

Central Services establishes guidelines and provides the tools, oversight, and support
for the CTK recruiting and hiring process.

Network worship centers handle their own recruiting and hiring with the support of
Central Services.

CTK>> is responsible for overseeing the recruiting and hiring of new worship center
leaders.


Contact Information
Central Services - 2111 Riverside Dr., Mount Vernon, WA 98273; (360) 848-5116;
centralservices@ctkonline.com; Diane Schwartz, Director.

CTK>> – 2111 Riverside Dr., Mount Vernon, WA 98273; (360) 848-5116;
leaders@ctkonline.com; Paul Evanson, Director.




Christ the King Community Church
06-22-05                                                                               2
Recruiting & Hiring Process

#            Step                             Description                     Page
1   Staffing Requisition   •   Identify the need                               6
                           •   Define the job
                           •   Obtain approval

2   Recruiting Plan        •   Identify sources and methods                    8
                           •   Estimate cost
                           •   Obtain approval
                           •   Implement

3   Log Resumes &          •   Enter applicant on log to begin tracking        10
    Applications
4   Acknowledgements       •   Send email to applicant – acknowledge           12
                               receipt and set expectations

5   Initial Review of      •   Identify what’s important                       13
    Applicants             •   Initial screening should identify those you
                               are interested in interviewing and those you
                               are not

6a Rejected applicants     •   Send email advising them you will keep          15
                               resume on file for a year

6b Potential candidates    •   For pastor positions: request “Pastor Pre-      16
   - Contact regarding         Interview DVD Packet” be sent to
   interview                   applicants (send email to
                               centralservices@ctkonline.com)
                           •   For pastor positions: send email to
                               applicant advising them of DVD packet and
                               interest in telephone interview
                           •   For non-pastor positions: send email or
                               phone to set up an interview time

7   Recruiting & Hiring    •   Once an interview is scheduled – use the        17
    Checklist                  Recruiting & Hiring Checklist to document
                               the steps
                           •   Start a file on the candidate to record and
                               maintain pertinent information

8   Interview(s)           •   Use Hiring Excellence Interview Guides          19
                               a. Pastor Candidates
                               b. Non-Pastor Candidates



Christ the King Community Church
05-18-05
Recruiting & Hiring Process
#          Step                              Description                    Page
9   Reference Checks     •   Obtain list of references from candidate        40
                         •   Let candidate know that you are going to be
                             contacting references

10 Evaluation            •   After all candidate interviews and reference    41
                             checks are completed
                         •   Evaluate candidates based on information
                             and interview experience
                         •   Rank them 1-2-3

11 Make Offer            •   If #1 candidate meets requirements request      44
                             an offer letter be sent by Central Services
                         •   Complete bottom portion of Recruiting &
                             Hiring Checklist and fax to Central Services
                             HR (360) 848-0270
                         •   Offer letter will be sent to applicant with
                             copy to hiring manager

12 Offer Accepted        •   If accepted, the candidate signs and returns    44
                             the offer letter to Central Services
                         •   Central Services will advise hiring manager
                             as soon as letter is received

13 New Hire Packet       •   Central Services send welcome letter and        46
                             new hire packet to new employee
                         •   Packet contains appropriate new hire
                             paperwork




Christ the King Community Church
05-18-05
Recruiting & Hiring Process



                                   Steps
                                    &
                                   Tools




Christ the King Community Church
                                           5
Recruiting & Hiring Process


Step #1

#              Step                                     Description
1    Staffing Requisition       •   Identify the need
                                •   Define the job
                                •   Obtain approval




Notes

•   Identify the need - Is it a current position that is vacant? Or is it a new position?
    Does the budget support this position?

•   Define the job – Central Services maintains job descriptions. If a job description does
    not currently exist, a new one will need to be developed by the hiring manager with the
    support of Central Service.

•   Obtain approval - of immediate supervisor and/or worship center pastor, as
    appropriate.

•   Staffing Request - complete and distribute per instructions on the form.




Christ the King Community Church
06-22-05                                                                                6
                                           Staffing Requisition
Location                                        Requestor                                Date


Position/Title                                      New Position                         Need by date
                                                    Replacement
   Full Time                     Permanent                   Salaried                       Hourly
   Part Time                     Temporary                * Range                        * Range

Reason for request:




Description of responsibilities (attach job description):




Budget & Financial Situation:
1. Was position planned for and included in current budget?                        Yes          No
2. Is the requesting department’s net income at or above plan?                     Yes          No
3. Is the worship center location’s net income at or above plan?                   Yes          No
                                               Approval Signatures
Requestor (required)                                                                             Date

Immediate Supervisor (required)                                                                  Date

Local Pastor (required)                                                                          Date

Area Pastor (if answer to #3 is no)                                                              Date

CTK Lead Pastor (if answer to #3 is no & Area Pastor is requestor)                               Date




Instructions:
    When form is completed with all appropriate approvals:
    • Original is sent to Central Services
    • Copy is kept by requestor
    • Copy is kept by immediate supervisor/pastor (optional)
    • Copy to Leader Development/CTKUSA, if position is pastor or full time permanent youth or worship
        director


                                          Central Services (internal use only)
Requisition Logged:                                          Financials Checked:




06-22-05                                                                                                7
Recruiting & Hiring Process


Step #2


#              Step                                     Description
2    Recruiting Plan            •   Identify sources and methods
                                •   Estimate cost
                                •   Obtain approval
                                •   Implement



Notes

Recruiting Plan -Identify and implement a plan including recruiting tools, estimated costs,
and hiring timeline.

Recruiting Sources

Before you decide which recruiting source to use, think about where you’ll find the most
qualified potential applicants for the position and determine the best method of reaching
them. There is no single source for recruiting.
• Referral & Networking - Two inexpensive and effective ways to recruit are referrals
   and networking. This should be an ongoing process.

•   In-House Promotions - While current staff members should usually be given first
    consideration for a new position, if they have the necessary qualification, the decision
    should ultimately be based on what’s needed to effectively meet CTKs goals the
    demands of the position.

•   Internal Postings (Weekly Program) - The CTK weekly program can be used to post
    internally, include the Position Title, Department, and Contact for obtaining job
    description & application.

•   External Postings & Ads - Position opening can be posted at externally at
    employment agencies and college placement centers. Church journal and newsletters
    reach an audience that is usually experience in the ministry however timeliness may be
    an issue since they may be published on a monthly or quarterly basis. Depending on
    the position, local newspaper employment ads may be an option.

•   Websites - For professional positions websites, which specialize in church
    employment, can be utilized. Be prepared to acknowledge and follow-up on resume
    responses. This option usually draws responses form across the country.


Christ the King Community Church
06-22-05                                                                                 8
                                                   Recruiting Plan
Prepared By                                                                     Date

Position                                                                        Location


                                                         Media Plan
    Internet                         www.churchstaffing.com                     Dates
                                     www.willowcreek.com/exchange
                                     Other, describe


    Newspaper                  List local papers                                Dates



    Weekly Program                   Local Worship Center                       Dates
                                     Area Worship Center
                                     Other CTK Worship Centers

    Other                      Describe


Ad copy (attached copies if appropriate)




Responses sent to (name/address)                                                Email


Search Team                      Team Members (3-4 member team)
(required for pastor search)
    Yes           No


                                           Estimated Recruiting Plan Expenses
                   Internet      $
               Newspaper         $
             Other Media         $
                     Travel      $
           Miscellaneous         $
           Total Estimate        $
Plan Reviewed/Approved By (immediate supervisor/pastor)                                 Date




05-17-05
                                                                                               9
Recruiting & Hiring Process



Step #3


#              Step                                      Description
3    Log Resumes &              •   Enter applicant on log to begin tracking
     Applications




Notes

•   In order to track incoming applications and resumes it may be desirable to log and
    number them as they come in.




Christ the King Community Church
06-22-05                                                                                 10
                                Application/Resume Log
Resumes for (position):                                         Location:


#            Applicant’s Name        Acknowledged     Initial     Interview   Status
                                                    Screening        Date




Christ the King Community Church
                                                                                    11
                                                                              09/22/04
Recruiting & Hiring Process



Step #4


#            Step                                       Description
4    Acknowledgements           •   Send email to applicant – acknowledge receipt and set
                                    expectations




Notes

•   Sample Wording

    Thank you for your interest in the _______ position at Christ the King. The search team
    will be reviewing responses and we will contact you in 4-6 weeks with an update on our
    progress.

    If you would like to learn more about Christ the King Community Church, please go to
    our website www.ctkonline.com


    (Name & Title)
    Christ the King Community Church




Christ the King Community Church
06-22-05                                                                               12
Recruiting & Hiring Process



Step #5


#               Step                                     Description
5    Initial Review of          •   Identify what’s important
     Applicants                 •   Initial screening should identify those you are interested
                                    in interviewing and those you are not




Notes

•   See guidelines (following page).




Christ the King Community Church
06-22-05                                                                                   13
Recruiting & Hiring Process
Resume Review
(Initial review of incoming resumes)

Incoming resumes for pastors should be reviewed and placed in one of three
categories:
       Yes     (send them CTK DVDs and set up a telephone interviews)
        Maybe (send them CTK DVDs and ask them to contact you to set up an
              interview)
        No    (send a rejection letter)

For other positions it may make sense to do “Yes” and “No.”

What’s important to you? As part of the recruiting process you have decide what
employee attributes are important to you. Make a list of those items and keep them
handy for the initial review process. This list can also be given to others that may be
doing the initial review for you.

Immediately read the resume. Keep review process simple at this point.

What do you look for without spending an hour on each resume?

           Review your preferences. What is important to you? Check to see if the
           candidate fits your preferences. If not, then is there a compelling reason to move
           forward? A compelling reason might be that his/her resume has experience that
           fits your need or that the content of the resume is spectacular. Or, God may just
           move in you to think this person deserves a deeper look.

           Check the education of the candidate. Some schools will sell you a diploma.
           Do you know and respect the listed schools?

           Do the references look acceptable? Don't call them yet, just glance at them.

           Are there any or many typos in the resume and/or cover letter?

           Check the employment history of the candidate. If someone has served at
           five churches for two years each, how long to you guess he or she is going to
           serve at your church ... two years!

           Read the cover letter.

If you don't like a resume in five minutes, then you probably won't like it any better in
sixty minutes.




Christ the King Community Church
06-22-05                                                                                    14
Recruiting & Hiring Process



Step #6


 #          Step                                       Description
6a Rejected applicants          •   Send email advising them you will keep resume on file
                                    for a year

6b Potential candidates -       •   For pastor positions: request “Pastor Pre-Interview
   Contact regarding                DVD Packet” be sent to applicants (send email to
   interview                        centralservices@ctkonline.com)
                                •   For pastor positions: send email to applicant advising
                                    them of DVD packet and interest in telephone interview
                                •   For non-pastor positions: send email or phone to set
                                    up an interview time




Notes

•   Rejection – Sample Wording


    Thank you for your interest in the ________ position at Christ the King. To keep you
    up-to-date on the status of your application, the search committee has reviewed the
    information you sent to us on __________; and while your qualifications are
    impressive, we will not be contacting you further at this time.

    As you might imagine, the opportunities at Christ the King are continually expanding
    and changing. We have placed your resume in our future reference file where it will be
    reviewed again as pastor openings become available, within the next year.

    We sincerely appreciate your interest in Christ the King and wish you well.


    (Name & Title)
    Christ the King Community Church




Christ the King Community Church
06-22-05                                                                               15
Recruiting & Hiring Process

•   Next Steps – Sample Wordings

    DVD’s & We Schedule Interview
    (Usually for those with a higher potential)

    Thank you for your interest in the ____ position at Christ the King. We have reviewed your resume and
    are very interested in setting up a telephone interview with you the week of _____________________.
    The one-hour teleconference will be with __________ (name/title), and one or more members of the
    search team.

    Please check your schedule to see if any of the following open times will work for you:

    (list some options)

    We are sending you four (4) CTK DVD’s – “A Little Bit About Us,” “What Kind of Church Is This,”
    “Culture,” and “Organization.” As you can tell by the titles, these DVDs will give you further insight into
    what we are all about. You may find this information helpful in preparation for the teleconference.

    Please let me know what times will work best for you and I will schedule and confirm the interview.

    If you have any questions, please do not hesitate to contact me at (email) or (phone).

    Again, thank you for your interest in CTK and we look forward to talking to you.


    (Name/Title)
    Christ the King Community Church



•   Next Steps – Sample Wordings


    DVD’s & They Schedule Interview
    (Usually for those with a “maybe” rating)


    Thank you for your interest in the ____ position at Christ the King. We have reviewed your resume and
    will be sending you four (4) CTK DVD’s – “A Little Bit About Us,” “What Kind of Church Is This,” “Culture,”
    and “Organization.” As you can tell by the titles, these DVDs will give you further insight into what we are
    all about.

    After you have watched to DVDs, please contact me so that we can schedule a one-hour telephone
    interview with _________(name/title), and one or more members of the search team.

    If you have any questions, please do not hesitate to contact me at (email) or (phone).

    Again, thank you for your interest in CTK and we look forward to talking to you.

    (Name/Title)
    Christ the King Community Church




Christ the King Community Church
06-22-05                                                                                                    16
Recruiting & Hiring Process



Step #7


#              Step                                      Description
7    Recruiting & Hiring       •   Once an interview is scheduled – use the Recruiting &
     Checklist                     Hiring Checklist to document the steps
                               •   Start a file on the candidate to record and maintain
                                   pertinent information




Notes

•   See checklist following.




Christ the King Community Church
06-22-05                                                                              17
                                        Recruiting/Hiring Checklist
Applicant’s Name (full name)                                                Location                          Position (job title)


  Date                              Recruiting /Hiring Steps                                              Comments
Completed
               Staffing Requisition approved locally and sent to Central
               Services
               Recruiting Plan developed, approved, and implemented

               Resume and/or application received                                       What source?
                                                                                          Internet         Paper          Program
                                                                                          Other,
               Logged & acknowledgement sent

               Initial review – screen and rate                                             Yes      No       Maybe

               DVDs for pastor candidate – Ask Central Services to send                 DVDs – little bit, culture, organization
               DVDs (send email with name, address, and position title)
               Email to candidate regarding interview
               (Do concurrent with sending DVD request)
               Telephone Interview
               (individual or search team)

               Teaching Tapes for pastor candidates - request & review
               teaching tapes
               (later in the process, may want to schedule them to teach on a Sunday)

               Reference check – may want to reference check at this
               point. Be sure to get applicants permission.
               (This can also be done later in the process)
               In-Person Interview(s)
               (For pastors there will be multiple interviews, i.e. search
               team, individuals, with & without spouse)

               Assessment(s)
               (optional, depending on position & candidate)


               Evaluate – in relationship to other candidates

               Background check (this can also be done later in the process, i.e.           Ordered; acceptable
               offer can be made “subject to”)                                              Request Central Services order
               Offer Letter request to Central Services:
               I confirm that all of the above items have been completed unless otherwise noted. Please send offer letter
               below information.

              Signature:                                                                              Date:
Offer Letter Information:
Applicant’s name (if different that above)                    Mailing Address:


Proposed start date:                                          Starting compensation:

Note: Central Services will send offer letter to applicant with a copy to the immediate supervisor. Once an offer is
accepted, a packet of New Hire information will be sent to the new employee.

Central Services     Letter sent                       Acknowledgement received                            New Hire info sent




05/16/05
                                                                                                                                18
Recruiting & Hiring Process


Step #8


#              Step                                   Description
8    Interview(s)              •   Use Hiring Excellence Interview Guides
                                   a. Pastor Candidates
                                   b. Non-Pastor Candidates




Notes

•   Following are two interview guides




Christ the King Community Church
06-22-05                                                                    19
               Hiring Excellence

                 Interview Guide – Pastoral Candidates

                          Christ the King Community Church




CTK – Hiring Excellence
                                         1
05-17-05                                                     20
Caution: Handle With Prayer
Nothing should drive us to our knees more than a people decision.

When Samuel was looking for a king, he came to Jesse’s oldest son, Eliab. Eliab was
tall and handsome. He looked the part of a leader, much as Saul had years before.
Surely this is the Lord’s anointed, Samuel thought. But the Lord was quick to intervene:
“Do not consider his appearance or his height, for I have rejected him. The Lord does
not look at the things man looks at. Man looks at the outward appearance, but the Lord
looks at the heart” (1 Samuel 16:7).

E.M. Bounds notes that while the Church might be searching for better methods, “God
is searching for better men.” That’s what we should be about, too. Prayer is the critical
component to finding the better man to meet our unique needs:

      • Pray for wisdom and insight - the ability to discern God’s mind, to probe for
and understand the gifts and skills of those we evaluate (see 1      Corinthians 2:16,
James 1:5).

           • Pray for love and wisdom for those we evaluate - that our love will show
           through and they will feel our acceptance. Pray that they might have insight into
           God’s will for them.

           • Pray for courage - to make the right decision for the right reasons. Often the
           most qualified candidate may not be the most personable, or the person whose
           strengths most match our needs may have weaknesses that challenge our
           “comfort zone.”

Prayer is not just the first step of a process, but rather an integral part of every step.
Prayer is one major way we involve God in the process, and without such involvement,
regardless of the quality of our decision process, we will surely build a church of Eliabs
rather than of Davids.

“Inner” Viewing
King Solomon wrote, “The purposes of a man’s heart are deep waters, but a man of
understanding draws them out” (Proverbs 20:5). The interview can be an excellent tool
for evaluating a candidate’s qualifications, if:

           • The questions are tied to relevant selection criteria.
           • The questions are properly designed to elicit the right information.
           • The questions are asked in a suitable manner.
           • The climate is conducive to open, candid, non-defensive communication.


CTK – Hiring Excellence
                                                2
05-17-05                                                                                      21
           • We maintain an attentive, open, nonbiased attitude that allows us to really hear
           what the candidate is saying.
           • We correctly interpret and evaluate the results.
“Hiring Excellence” is to serve as a guide through the critical interview process.
Included are:

           • Question lists, broken down according to four sessions (A,B,C,D).
           • Follow-up questions for the interviewer after each session.
           • A final summary sheet




                           Interview Questions
Introduction:

1)   The Interview Questions are broken into four sessions (A,B,C,D).
•    Sessions A and C include questions designed for just the candidate.
•    Session B includes questions designed for both the candidate and his wife.
•    Session D includes questions designed for just the candidate’s wife.

2) The questions should be asked in conversational style, not mechanically.

3) The questions should be asked by various team members.

4) Search team members should take independent notes, and try hard not to compare
   impressions until there is a formal report for the entire team.

5) Team members should feel free to ask other questions as they come to mind during
   the interview process. These questions should also be noted.

6) Special focus questions that may apply to only one of the candidates will be noted in
   a box.

7) It will be important to establish repoir with the candidate, and their spouse, prior to
   getting into the questions. During the questioning, this comfort level must be
   maintained, even if this means abandoning the agenda.




CTK – Hiring Excellence
                                                3
05-17-05                                                                                     22
Interview A (Candidate Only)
1. What is your life’s story? (give us a thumb-nail sketch)

2. Why do you do what you do (ministry)?

3. If you could do anything, the ideal position to maximize your strengths, what would it
   be?

4. How long do you foresee yourself in ministry?

5. What three things have you done which have brought the most satisfaction? Tell us
   2-3 “success stories”?

6. What role do you prefer to play?

7. What do you feel is holding you back in life?

8. In what areas would you most like to grow personally?

9. What income range are you at now?

10. How are you doing with the pay you’re making?

11. What income range are you seeking?

12. What do you like best about your present position?

13. What has been missing in your present position?

14. Is there any problem in your present ministry that is causing you to consider
   leaving?

15. What adjustments do you feel you’d have to make to tailor your ministry to CTK?

16. How do you go about recruiting leaders and volunteers? What kind of people are
   you looking for? What has caused others to want to work with you?

17. Tell us about a time that you were criticized and how you handled it?

18. What do you perceive to be your spiritual gifts?

19. Do you seek to ascertain and develop the spiritual gifts among those who work
   under you?

20. How do you incorporate your spouse’s counsel into your ministry?

CTK – Hiring Excellence
                                            4
05-17-05                                                                                23
21. What precautions do you take to keep from being placed in a compromising
   position? How do you stay accountable?


22. What questions do you have of us?


23. How excited are you about the prospect of ministry at CTK?
    (On a scale of 1-10, with 1 being totally turned off, and 10 being ecstatic)?


Interviewer - Questions to ask yourself after Session A:

What were my first impressions?

What were my observations of the candidate?

                            Unsuitable    Acceptable    Excellent

Personality                        1      2       3     4      5

Appearance                         1      2       3     4      5

Eye Contact                        1      2       3     4      5

Energy/Enthusiasm                  1      2       3     4      5

Poise/Confidence                   1      2       3     4      5

Verbal Communication               1      2       3     4      5

Other?


How would my best friend view this person if they met?

Does this person seem teachable?

Does this person seem to be a team builder or a loner?

Was this person others-focused, or self-centered?




CTK – Hiring Excellence
                                              5
05-17-05                                                                            24
Session B (Candidate and Spouse)

1. How did you meet and decide to marry?


2. How do you see your spouse complementing you as a person?


3. Do you feel that your spouse is well-suited to his/her present role in ministry? Why?


4. What are you each best at doing?


5. What are the five most important milestones in your lives to date? Why was each
   important?


6. What do you see as the strengths of your present church?


7. What do you see as the weaknesses of your present church?


8. Do you sense the Lord possibly leading you to relocate to CTK? How?


9. Based on what you know of our ministry, why do you feel that your spouse could be
   right for this position?


10. What most attracts you to our church?


11. If the Lord leads you to CTK, how would you feel about living in a new community?

12. Are you both in good health? Do you have any health problems? Any pre-existing
   conditions for insurance?


13. How soon could you move, if asked?

14. If you move, what will your housing needs be? Do you own your home? Can it be
sold in good time?


CTK – Hiring Excellence
                                            6
05-17-05                                                                               25
15. Do you feel financial freedom to accept this position?

16. How do you see your child(ren) fitting into the church, and into your ministry?

17. What questions do you have of us?

18. Do either of you have any concerns?

Interviewer - Questions to ask yourself after Session B

What were my first impressions of the candidate’s spouse?

What were my observations of the candidate’s spouse?

                           Unsuitable    Acceptable    Excellent

Personality                       1      2        3    4      5

Appearance                        1      2        3    4      5

Eye Contact                       1      2        3    4      5

Energy/Enthusiasm                 1      2        3    4      5

Poise/Confidence                  1      2        3    4      5

Verbal Communication              1      2        3    4      5

Other?

Do I admire him/her?


Do we want to grow old with these people?


Would I want these people to supervise my children?

Would they raise our church up to a higher level?

How well did they interact with each other?




CTK – Hiring Excellence
                                              7
05-17-05                                                                              26
Session C (Candidate Only)
1. What single thing would you like to do with your whole heart? What do you want
   written on your tombstone?


2. How do you stimulate and monitor growth in your life? Do you have a plan for
   continuing your education, or training?


3. What vision do you have for your ministry at CTK?


4. How do you deal with “problem people”?


5. If you were made Sr. Pastor at CTK, what changes would you make? Why?


6. What is keeping you from taking a job with a better salary than we can offer?


7. What changes have occurred, or do you expect to occur in your ministry style?


8. What do you believe to be the cardinal doctrines of the church?


9. With what other church groups/denominations would you feel comfortable
   cooperating?


10. How do you feel about a church owned facility being rented out for secular
   functions?


11. In what ways do you like to get involved in the community?


12. If you come to CTK what do you hope to learn from us?


13. If you come to CTK what do you hope to bring to us?


14. What do you expect from our church and its leadership?

CTK – Hiring Excellence
                                           8
05-17-05                                                                            27
15. From what you have seen and heard, what would you suggest for improvement in
   our church?



16. Have you ever been in jail, or been convicted of any crimes?


17. What questions should we have asked you that would make a difference?


18. Do you have any questions for us?


Interviewer - Questions to ask yourself after Session C

Am I confident that the candidate can “get the job done?”




Am I satisfied that the candidate wants to do the job?




Do I see the candidate fitting in?




Do I have any lingering unanswered questions, or concerns? Any reservations, at all?




CTK – Hiring Excellence
                                            9
05-17-05                                                                               28
Session D (Candidate’s spouse only)

1. As you have been considering the possibility of your spouse working here....what
questions do you have of us?

2. Do you think your spouse would be the right person for this position? Why?

3. What do you see as your spouse’s greatest single strength?

4. Candidly speaking, what position would you like to see your spouse in, 5 years from
now?

5. What would be your ideal role or relationship with our church, assuming your spouse
takes the position?

6. How would you describe your relationship with your spouse?

7. In your heart of hearts....how do you feel about your spouse taking this position?

8. From your perspective, how will this position maximize your spouse?

9. What do you like very best about the possibility of your spouse working with us?

10. Do you have any last minute questions of us?

Interviewer - Questions to ask yourself after Session D

Does their spouse seem excited about the possibility of coming to CTK?



Did I pick up on any hesitancy, or reservations, on their part?



Does the spouse’s statements seem consistent with the candidate’s?



What is the long-term outlook for this person in our church? Will they “wear well?”




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                                   Final Summary

1. Competencies/Skills (experience needed to perform this job)
       θ unacceptable θ marginal             θ acceptable        θ exceptional
   Explain:




2. Compatibility (fit with job)
       θ unacceptable θ marginal              θ acceptable       θ exceptional
   Explain:




3. Chemistry (fit with CTK)
       θ unacceptable θ marginal              θ acceptable       θ exceptional
   Explain:




4. Character (value system, commitment)
       θ unacceptable θ marginal              θ acceptable       θ exceptional
   Explain:




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               Hiring Excellence

               Interview Guide – Non-Pastoral Candidates

                          Christ the King Community Church




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Caution: Handle With Prayer
Nothing should drive us to our knees more than a people decision.

When Samuel was looking for a king, he came to Jesse’s oldest son, Eliab. Eliab was
tall and handsome. He looked the part of a leader, much as Saul had years before.
Surely this is the Lord’s anointed, Samuel thought. But the Lord was quick to intervene:
“Do not consider his appearance or his height, for I have rejected him. The Lord does
not look at the things man looks at. Man looks at the outward appearance, but the Lord
looks at the heart” (1 Samuel 16:7).

E.M. Bounds notes that while the Church might be searching for better methods, “God
is searching for better men.” That’s what we should be about, too. Prayer is the critical
component to finding the better man to meet our unique needs:

      • Pray for wisdom and insight - the ability to discern God’s mind, to probe for
and understand the gifts and skills of those we evaluate (see 1      Corinthians 2:16,
James 1:5).

           • Pray for love and wisdom for those we evaluate - that our love will show through
           and they will feel our acceptance. Pray that they might have insight into God’s
           will for them.

           • Pray for courage - to make the right decision for the right reasons. Often the
           most qualified candidate may not be the most personable, or the person whose
           strengths most match our needs may have weaknesses that challenge our
           “comfort zone.”

Prayer is not just the first step of a process, but rather an integral part of every step.
Prayer is one major way we involve God in the process, and without such involvement,
regardless of the quality of our decision process, we will surely build a church of Eliabs
rather than of Davids.

“Inner” Viewing
King Solomon wrote, “The purposes of a man’s heart are deep waters, but a man of
understanding draws them out” (Proverbs 20:5). The interview can be an excellent tool
for evaluating a candidate’s qualifications, if:

           • The questions are tied to relevant selection criteria.
           • The questions are properly designed to elicit the right information.
           • The questions are asked in a suitable manner.
           • The climate is conducive to open, candid, non-defensive communication.



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           • We maintain an attentive, open, nonbiased attitude that allows us to really hear
           what the candidate is saying.
           • We correctly interpret and evaluate the results.

“Hiring Excellence” is to serve as a guide through the critical interview process.
Included are:

           • Question list
           • Follow-up questions for the interviewer after the interview
           • A final summary sheet




                           Interview Questions
Introduction:

1) The Interview Questions are a list of questions that can be used during the interview.
   Select several questions from each category that are appropriate for the position
   being filled.

2) The questions should be asked in conversational style, not mechanically.

3) If a team interview is done, the questions should be asked by various team
   members.

4) Each interviewer should take independent notes, and try hard not to compare
   impressions until there is a formal report for the entire team.

5) Interviewers should feel free to ask other questions as they come to mind during the
   interview process. These questions should also be noted.

6) Special focus questions that may apply to only one of the candidates will be noted in
   a box.

7) It will be important to establish repoir with the candidate, and their spouse, prior to
   getting into the questions. During the questioning, this comfort level must be
   maintained, even if this means abandoning the agenda.




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Introductory Questions

•   Are you familiar with Christ the King?

•   What is your story?(tell me a little bit about yourself)



About the New Position

•   What made you decide to apply for this positon?

•   What experience do you have that makes you feel you are qualified for this position?

•   What are some of the things that are important to you in a position and why?

•   What are some of the things you would prefer to avoid in your next position and why?

•   What do you hope to get from this position that you are not getting from your current position?

•   What factors are most important to you in terms of position satisfaction?

•   What do you see as the most challenging aspects of this position?

•   What do you feel you can contribute to this position?

•   What are your expectations of this position?

•   With your current knowledge of this position, what progress should we expect in six months or one
    year?

•   What would you do first in this position?

•   Why do you feel you would fit our needs?

•   What areas do you feel you would need further development in?

•   What reservations do you have about this position?



Relating to Past Experience

•   Tell me about your last (or current) position.

•   What were/are your major responsibilities?

•   Which of these did you fell you did particularly well?

•   What was your most significant accomplishment?

•   What were the areas you spent the majority of your time on?


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•   What were some of the things you particularly liked and disliked about the position?

•   What were some of the things you found difficult or unpleasant to do?

•   What were some of the problems you encountered that caused you frustration? How did you handle
    them?

•   How have you benefited from your employment at (name of organization)?

•   Why did you leave last position, or wish to leave current position?

•   If I were to ask your most recent subordinates what they felt were your greatest strengths and
    weaknesses, what would they say? Your peers? Your supervisor?



Ministry/Salary Expectations

•   Assuming you could create the idea position for your talents and interests, what would it be?

•   Where do you hope to be a year from now? Three years? Five years?

•   What are your long term ministry objectives? How will this position help you reach those objectives?

•   What are your current salary expectations?

•   What type of salary progression would you expect from this point and in what time period?



Personal

•   Do you consider yourself likeable?

•   What do you consider your greatest strengths? Weaknesses?

•   What areas would you like to improve upon?

•   How well do you fell you handle change?

•   What motivates you?

•   How do you motivate yourself?

•   How do you set priorities for your time?

•   If you could, what would you have done differently with your life and ministry if you had it to do over
    again?

•   What do you feel has been your greatest personal accomplishment?

•   What has been your greatest personal disappointment?


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•   What types of things upset you the most?

•   What does effective mean to you?

•   How would your friends and family members describe you?

•   How would you describe yourself?

•   In what areas of your life do you hope to develop further?

•   What do you perceive to be your spiritual gifts?


Attitude Toward Attendance

•   How much time do you feel a person should devote to his or her position?

•   Who man days of work have you missed in the last year?

•   What do you feel are acceptable reasons for missing work?



Relationship With Past Supervisors

•   Tell me about the best boss you ever had. Worst.

•   What did you like or dislike about the way you were managed?

•   How would your last supervisor describe you?

•   What style of supervision do you consider ideal?



Working With Others

•   What kind of people do you most like working with?

•   What kind of people do you find most difficult to work with?

•   Do you prefer working alone or in a group? Why?

•   Do you feel you are a team player?

•   How would you handle a staff member whose behavior was affecting their performance and the
    morale of the department? (Supervisor position)

•   How do you go about recruiting leaders and volunteers? What kind of people are you looking for?
    What has caused others to want to work with you?

•   Tell me about a time that you were criticized and how you handled it.

CTK – Hiring Excellence
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Education

•   What level of education have you completed?

•   What was your major course of study?

•   Why did you choose that particular major?

•   What courses did you get the most out of?

•   What did you like most about school? Least?

•   What type of extracurricular activities were you involved in?

•   What are your future educational plans?

Conclusion

•   Do you have any questions for me?




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Interviewer - Questions to ask yourself:

What were my first impressions?

What were my observations of the candidate?

                            Unsuitable   Acceptable      Excellent

Personality                          1   2       3       4     5

Appearance                           1   2       3       4     5

Eye Contact                          1   2       3       4     5

Energy/Enthusiasm                    1   2       3       4     5

Poise/Confidence                     1   2       3       4     5

Verbal Communication                 1   2       3       4     5

Other?


How would my best friend view this person if they met?

Does this person seem teachable?

Does this person seem to be a team builder or a loner?

Was this person others-focused, or self-centered?

Am I confident that the candidate can “get the job done?”

Am I satisfied that the candidate wants to do the job?

Do I see the candidate fitting in?

Do I have any lingering unanswered questions, or concerns? Any reservations, at all?




CTK – Hiring Excellence
                                             8
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                                   Final Summary

1. Competencies/Skills (experience needed to perform this job)
       θ unacceptable θ marginal             θ acceptable        θ exceptional
   Explain:




2. Compatibility (fit with job)
       θ unacceptable θ marginal              θ acceptable       θ exceptional
   Explain:




3. Chemistry (fit with CTK)
       θ unacceptable θ marginal              θ acceptable       θ exceptional
   Explain:




4. Character (value system, commitment)
       θ unacceptable θ marginal              θ acceptable       θ exceptional
   Explain:




CTK – Hiring Excellence
                                                 9
05-17-05                                                                         39
Recruiting & Hiring Process


Step #9


#             Step                                       Description
9    Reference Checks         •    Obtain list of references from candidate
                              •    Let candidate know that you are going to be contacting
                                   references




Notes

•   See Reference Check form following.




Christ the King Community Church
06-22-05                                                                               40
                                       Reference Check

Applicant’s Name                                                    Date


Position Applying For                 Location                      Interviewer


Reference Information:
Name                                                                Telephone #


Relationship to Applicant
        Employer              Supervisor           Co-worker                      Friend

If appropriate (employer, supervisor):
Dates of Employment               Beginning                         Ending

Position Title

Brief description of duties


How would you evaluate overall              Outstanding     Above Average    Average
performance?                                      Below Average         Poor

Reason for leaving



Miscellaneous:
How long have you known
applicant?

What would you say are greatest
strengths?

What would you say are greatest
weaknesses?

Would you consider applicant a
“people person”?

What would applicant’s biggest
challenge be in this position?

Do you know anything about
applicant’s spiritual life?




05-18-05                                                                                   41
Recruiting & Hiring Process



Step #10


 #           Step                                        Description
10 Evaluation                 •    After all candidate interviews and reference checks are
                                   completed
                              •    Evaluate candidates based on information and
                                   interview experience
                              •    Rank them 1-2-3




Notes

•   Candidate evaluation Summary following




Christ the King Community Church
06-22-05                                                                               42
                          Candidate Evaluation Summary

     Candidates’ Name:

Required Qualifications




Desired Qualifications




Education/Training

Personality

Appearance

Eye Contact

Energy/Enthusiasm

Poise/Confidence

Verbal Communication

Honest & Integrity

Sets High Standards

Methodical/orderly

Detail Oriented

Creative/Innovated

Teachable

Able to solve problems

Able to see big picture



Salary Requirements




05-17-05                                                 43
Recruiting & Hiring Process



Steps #11 & 12


 #          Step                                          Description
11 Make Offer                •     If #1 candidate meets requirements request an offer
                                   letter be sent by Central Services
                             •     Complete bottom portion of Recruiting & Hiring
                                   Checklist and fax to Central Services HR (360) 848-
                                   0270
                             •     Offer letter will be sent to applicant with copy to hiring
                                   manager

12 Offer Accepted            •     If accepted, the candidate signs and returns the offer
                                   letter to Central Services
                             •     Central Services will advise hiring manager as soon as
                                   letter is received




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06-22-05                                                                                    44
                                                                                 Always a place for you!


(Date)


(Applicant’s Name & Address)


Re:      (Position)


Dear (Applicant):

We are pleased to offer you the position of _______ at Christ the King Community Church. This
appointment is for an indefinite period of time and is at the will of CTK; continued employment is
contingent upon satisfactory performance. Your proposed start date is _________ and you will report
directly to ________. Your annual compensation will be __________, paid bi-weekly. You will participate
in our annual performance review process and will be eligible for consideration of a merit increase
effective ________.

Enclosed is copy of job description.

With regards to medical insurance, your compensation anticipates it and it is our expectation that while
you are on staff at CTK, you will purchase and keep in force, at the minimum, a major medical insurance
policy.

Please sign and return original of this letter indicating your acceptance of this offer, keeping the copy for
your records. A return envelope has been enclosed for your convenience. If there are any matters you
wish to discuss or clarify, please feel free to contact ____(supervisor)___ at ____ or me at the number
shown below.

We are confident you will be an excellent addition to Christ the King and look forward to working with you
as we face the exciting challenges ahead of us.

Regards



(Name), (Title)
CTK Central Services




I accept this position as outline above and per enclosed job description.


_________________________________________                                __________________________
Name                                                                     Date




                                2111 Riverside Dr., Mount Vernon, WA 98273
                                   (360) 848-5116    info@ctkonline.com
Recruiting & Hiring Process



Step #13


 #          Step                                      Description
13 New Hire Packet            •    Central Services sends welcome letter and new hire
                                   packet to new employee
                              •    Packet contains appropriate new hire paperwork




Notes

•   New hire paperwork must be completed and returned in order to add new employee to
    the payroll system.




Christ the King Community Church
06-22-05                                                                                45

				
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