Word gets out about your church’s open staff position. People begin spreading the word via social media. Church members come up to you and tell you about their nephew who’d be great for the position. Less than capable church members submit resumes. You begin receiving resumes and comparing candidates to candidates, to see who stands out.
This is often status-quo, and it has sometimes been the process I have used. But, what you really want is a picture. Not a physical photo of a candidate, but a mental picture of the ideal candidate.
What skill-sets, temperament, experience, and education will allow this person to fulfill the position? You must look at your open position, zero base it, and begin asking questions. What do you want the position to be able to accomplish? What does the ideal candidate look like? Then you begin creating your picture.
Some skill-sets are must-haves; others may be merely nice to have.
At the church I serve at, we first develop a picture, a profile. Once that is complete, we use the profile to solicit resumes. Potential candidates can see what we want, and can submit resumes if they think they are a possible match. From that point, we are not comparing candidates to candidates, but instead we are comparing the candidates back to the picture we first created.
Click here to view a see a sample position profile.
They have common tells. They’re reading the bulletin feverishly. They’re actually reading the signage in the hallway. They’re on time. They’re sitting in the back. Their eyes are exploring the room. They’re filling out the guest registration card. There are more subtle signs, but as a minister you must hone your guest radar to notice these first time guest tells.
Only when leaving my last church did I find out that many people had appreciated my noticing them as guests and beginning those first conversations with them. While we all have many tasks going on prior to our various church services, I’d argue that spending ten minutes looking for and greeting first-timers should be the highest of our priorities.
As in most cases, it takes a little relational intelligence to figure out how much a guest wants to engage a staff minister. But I have found that most people are thankful for a personal conversation.
In engaging guests have I introduced myself to those I thought were first time guests only to find out they were founding members? Yes.
Have I sniffed out a pastor search committee? Yes.
Have I connected guests to information they needed, such as restroom location or length of service-time, and have I sometimes connected them with someone to pray? You bet.
It begins with putting time in your schedule to engage this. If looking for guests is your priority, you’ll quickly become adept with this guest-sense.
Then, scan the room for those “Tells” that guests usually exhibit. And then go in for the engagement, “Hi, I’m Brian, and I don’t think I’ve got to meet you before.”
This sixth sense will allow you to minister to people, and it will likely get people to attend your church more than once.
Happy guest hunting.