In ministry, every hire is more than a role filled — it’s a person stewarding the mission of the Church. A great hire strengthens the team, brings unity, and fuels Kingdom impact. A bad hire? It can create division, drain energy, and stall momentum. Hiring well is essential to building a healthy, thriving church. In today’s episode John and Jim focus on improving your hiring batting average.

General Hiring Principles

1. Effective team building begins with hiring.
2. Patience is essential.
3. Great churches are built by great teams.
4. Staff stability fuels success.

Develop a Robust Hiring Grid

1. Clarify the church’s vision.
2. Identify and define core values.
3. Figure out traits of the “right people.”
4. Define the role for each position. A clear, concise ministry description:
   • Summary of the role.
   • 4–5 specific desired outcomes.
   • Key responsibilities.
   • Communication expectations – upward & downward.
   • Accountability structure.
5. Create a candidate profile for every hire. Identify both non-negotiables and preferred qualities in terms of:
   • Capability – Are they gifted for the role?
     • Recommended: Clifton Strengths (StrengthsFinder 2.0)
   • Character – Do they show hunger, humility, emotional awareness, and spiritual maturity?
   • Compatibility – Do they align with your church’s vision, values, and culture?
   • Chemistry – Will they thrive relationally with the existing team?
     • Recommended: Enneagram RHETI Assessment; DISC
   • Compensation – Discuss early in the process.
6. Don’t Settle
   • Better an empty seat than one filled by the wrong person.