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
- Effective people management begins with the hiring process.
- A robust hiring process is characterized by resisting the temptation to rush.
- Understand that if you have a compelling vision, you’ll need a great team.
- A stable, productive staff fuels long-term organizational success.
DEVELOP A HIRING GRID – Hiring grid components include:
- Your mission – mission is your reason for existing. It answers the question, why?
- Your vision – vision has to do with destination. It answers the question, where?
- Your values – values have to do with behavior. They answer the question, how?
- 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?
- Develop Candidate Profiles for Every Hire
- Clifton 34
- Proper Fit – in respect to mission, vision, and values
- Enneagram RHETI Assessment
- Emotional Intelligence