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Group: Moderators
Last Login: Yesterday @ 7:47:12 PM
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| Hey Everyone, I gotta tell you: your email responses (and Message Board postings at lcc.group.com) have been hugely helpful in my day-to-day ministry adventures. God bless you all for responding so promptly and creatively. You are awesome! Today's question: what "pools" do you fish in to hook new talented, affordable (part-time or full-time) new Children's Ministry Staff members? We do a lot of recruiting from within, but some of the positions we are looking fill have been a real bear, and I think I need to look outside of the walls of our church community. - Which Christian colleges have been helpful in helping you recruit new staff members? - What Parachurch organizations have helped you? - What other places do you recruit from? (I've tried the "Will Work For Food" crowd, but that's not panning out as well as I hoped. Something to do with the sensitive nature of our ministries) - Have you recruited people out of a particular branch of the secular workplace (teachers, social workers)? I hope you can help.
Lisa B from NC |
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| | | Forum Expert
Group: Moderators
Last Login: Yesterday @ 7:47:12 PM
Posts: 509, Visits: 1,201 |
| When word of mouth breaks down www.Churchstaffing.com has helped. The downside is that it's a wide-open "cattle call" (to use a crude theater term). Things that have helped me deal with the volume of applicants that this approach brings. 1) Dedicate a seperate email account for hiring. 2) Take an HR pro. from your church to lunch and pick his or her brain. One such volunteer, Lisa, taught me behavioral interviewing technique and helped me create the process that our church uses for all depts. 3) You'll be sending a ton of repetitive emails (rejections, next steps, etc). Save each email as a seperate signature in OUTLOOK and it will be there for you when you need it. 4) Send a pre-screening packet with 7-10 challenging behavioral q's. They need to pass this hurdle before an initial phone interview. 5) Invite promising candidates to take a personality screening prior to being interviewed by mgt. team. Larry
Lisa B from NC |
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| | | Forum Expert
Group: Moderators
Last Login: Yesterday @ 7:47:12 PM
Posts: 509, Visits: 1,201 |
| Here's some q's I have stashed. I'd recommend not using them, though. Instead start with your core values and your staff evaluation forms, and then design questions that flow from those docs. The goal is to find someone who'd score highly on your pre-existing metrics today. The pre-supposition is behind behavioral interviewing is that past behavior predicts future performance. Ask questions that force applicants to describe how they have behaved, not how they would like to behave. the 01 Prequestions document isn't purely behavioral... it's a little more soft than I'd use in the future. Larry
Lisa B from NC
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