Reinventing the Interview Process

Part of the reason why churches experience so many turnovers is because we do not interview well.  We often “do what we know to do” without thinking about “how do we get what we need.”

Here is my best thinking about how to interview your top three candidates.

Load the person(s) up with all of the written materials you possibly can: program calendars, philosophy papers, statements of faith, brochures, anything the church or the student ministry has taken time to create.

As part of their interview process, set aside an additional hour with the search committee and invite the candidates to each share their perspectives about your current ministry.  Essentially, ask them to teach you about your ministry and “present” what they learned.  You might consider the following questions:

• What are we doing well (strengths)?
• Where are the areas we can improve (weaknesses)?
• What can we do to improve these weaknesses?
• What can we take better advantage of (opportunities)?
• Is there anything you see that is hindering our success (threats)?

Here are just a few of the benefits to this kind of process:

• The search committee will help ensure the final candidates know who you are (both the good and the bad).
• The search committee will immediately see if the candidates understand your church context, and can help fill in the information gaps.
• The committee will be able to hear how the individual candidates will lead, possibly even see ways to solve old problems.  Instead of asking someone to run the gauntlet of predictable questions where the church monopolizes all of the time, sit back, listen, and become a student of your ministry through this applicant’s perspective.
• The candidate will have a much better feel for the culture of the church and the issues they are walking into.
• The candidate will also be able to demonstrate they possess the skills it takes to be an effective youth pastor.
• The relationship between pastor and community begins on a platform of inquiry, dialog, and mutual learning.
• Both parties are able to make a more informed decision, which will increase the potential for longevity.

©2009 Fuller Youth Institute