How to Hire the Right People for Your Church or Faith-Based Organization

Hiring a new employee may seem straightforward, but there are important steps and considerations unique to churches and faith-based organizations that should be taken before, during, and after the interviews. These steps not only ensure a smooth hiring process but also help establish alignment with your ministry’s mission and values, setting the tone for how a new employee perceives your organization.

Statement Disclosures and Job Descriptions

Before the interview, you should disclose your statement of faith, mission statement, vision statement, core values, and any strong positions the ministry may have.  It should be clear that agreeing to these statements is required for employment.  

Whether you are in-person or online, we recommend that you send the statements prior to the interview. 

Additionally, the candidate should receive an up-to-date job description to read before the interview, especially if you used an abbreviated version for the job announcement. For example, roles in church or ministry HR often require skills beyond traditional human resources, such as spiritual leadership and understanding the nuances of faith-based HR. Ensure your job descriptions reflect these distinct qualifications.

Facilitating the Job Interview

Preplan your interview strategy.  Panel interviews with a diverse cross-section of your ministry team, are always a best practice for well-rounded feedback of interview results. 

Key considerations for church and ministry HR interviews include:

• Asking direct questions to assess skills, such as financial management or event coordination for ministry needs.  
• Asking faith-based scenario questions to address cultural fit and ability to handle the pressures and challenges of ministry work.
• Ensuring that each interviewer has a standardized rating sheet and understands it.  

After the interview, facilitate a discussion about how the interview went. Collect the rating sheets and give them to the decision maker. If you need example interview rating sheets and are a Church HR360 member, check out our document library.

Making the Hiring Decisions

Only one designated person should have the hiring authority to make the final hiring decision, although it’s acceptable for that decision to be reviewed or approved by a committee or board. Having a clear decision-maker streamlines the process, reducing delays and ensuring accountability.

Once the decision is finalized, it’s time to move to the next critical phase: onboarding.

Onboarding New Hire

Have you created your onboarding checklist? If not, you need to. An effective onboarding process is even more vital for churches and ministries, where organizational culture and shared values play a central role. This checklist should include:

• Federal and State compliance paperwork
• Employee handbook acknowledgment
• Criminal Background checks
• Internal requirements (e.g., training on ministry policies)
• Equipment ordering

Additionally, consider adding faith-based orientation sessions, where the new hire can meet key leaders, participate in prayer or devotionals, and receive an introduction to the ministry’s mission.

A healthy onboarding process is key to setting new employees up for long-term success and fostering a positive organizational culture. It should begin even before the employee’s first day, providing clear communication and resources to ease anxieties and build anticipation. The process involves not only orienting the new hire to the logistics of their role but also integrating them into the company’s values, mission, and community. 

Personalized touchpoints—like mentorship, peer connections, and check-ins—help establish a sense of belonging and trust. A well-designed onboarding nurtures confidence, alignment, and engagement, equipping the individual to contribute meaningfully from the start.

How Church HR Network Can Help You

Church HR Network offers exclusive workshops, training sessions, and resources tailored to the unique needs of church and ministry HR professionals. With our HR 360 membership program, you’ll gain access to an extensive library of tools, including hiring templates, onboarding checklists, and other essential resources designed to reflect best practices and align with faith-based principles. Visit us at www.churchhrnetwork.com to explore how the HR 360 membership can support your church’s HR needs and enhance your ministry’s operations..