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Building a strong, productive team is one of the hardest things a leader has to do.

When hiring staff, it’s not unusual to operate in one of two extremes: We go totally with our gut and ignore objectivity . . . or we go totally with objectivity and ignore our gut.

Here’s a suggested hiring framework that increases our chances of success.

GENERAL HIRING PRINCIPLES

  1. Effective people management begins with the hiring process.
  2. A robust hiring process is characterized by resisting the temptation to rush.
  3. Understand that if you have a compelling vision, you’ll need a great team.
  4. A stable, productive staff fuels long-term organizational success.

DEVELOP A HIRING GRID – Hiring grid components include:

  1. Your mission – mission is your reason for existing. It answers the question, why?
  2. Your vision – vision has to do with destination. It answers the question, where?
  3. Your values – values have to do with behavior. They answer the question, how?
  4. Write a role description
    • Written ministry description (no longer than 1-2 pages)
    • Desired outcomes (4-5 at most)
    • The responsibilities of the position.
    • The communication flow related to the position.
    • Who will they report to? Who reports to them?
  5. Develop Candidate Profiles for Every Hire
    • Capability
      • Clifton 34
    • Character
    • Proper Fit – in respect to mission, vision, and values
    • Personality
      • Enneagram RHETI Assessment
    • Emotional Intelligence
  6. Prayer/Discernment
John Opalewski

Author John Opalewski

John Opalewski is a graduate of Oral Roberts University. He served as a pastor for fifteen years. He has worked in the business world for nearly two decades, serving in multiple leadership roles. John's experience as a leader in both the church and business arenas has made him a sought-after international speaker, coach and mentor.

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