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Architecture for Hiring: A Design/Build Process to Help in Hiring Ministers
Architecture for Hiring: A Design/Build Process to Help in Hiring Ministers
Architecture for Hiring: A Design/Build Process to Help in Hiring Ministers
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Architecture for Hiring: A Design/Build Process to Help in Hiring Ministers

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Architecture for Hiring is a practical tool for those tasked with hiring for the church or para-church organization. It carries an unambiguous message that interviewing is first intentional and then spiritual/intuitive. The book offers tools that will help any interviewer improve and increase the intentionality of her or his interview process that evaluates credentials, competencies, character, chemistry and capacity. By using this criterion both the interviewer and the interviewee are able to make an informed, intelligent, objective and spiritual decision about a ministry relationship.

LanguageEnglish
PublisherAuthorHouse
Release dateOct 24, 2008
ISBN9781438913162
Architecture for Hiring: A Design/Build Process to Help in Hiring Ministers
Author

Donna P. Chisam

Donna P. Chisam, an international trainer and church administration consultant, is committed to helping teams learn to Work as one for The One, Jesus Christ. Her experience includes over 25 years in Human Resources leadership roles in business and not for profit organizations. As the Administrative Advisor for Training in Mission Evangelism (www.timeministries.com) she serves as the USA strategist to link churches and para-church organizations to networks in Botswana, Africa. Dr. John R. Lincoln, Senior Pastor of Shandon Baptist Church, Columbia, SC, is a dynamic leader, teacher and preacher. He has served as Shandons pastor for over 30 years. With a clear vision of helping as many as possible know, love and enjoy the Living God and each other Shandon has grown from a neighborhood church to a metropolitan church. His commitment to using a hiring process began early in his ministry. His beliefs and teaching about the selection process are centered on the principle that God always does His part well. He expects us to do our part well. One does not negate the other.

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    Architecture for Hiring - Donna P. Chisam

    © 2008 Donna P. Chisam and Dr. John R. Lincoln. All rights reserved.

    No part of this book may be reproduced, stored in a retrieval system, or transmitted by any means without the written permission of the author.

    First published by AuthorHouse 10/21/2008

    ISBN: 978-1-4389-1316-2 (e)

    ISBN: 978-1-4389-1315-5 (sc)

    Printed in the United States of America

    Bloomington, Indiana

    Any use of the term he is for ease of reading and may apply to the female gender as well.

    To the memory of our mutual friend and colleague

    Ron Lewis, Church Growth Consultant

    Contents

    INTRODUCTION

    PART ONE

    Design and Lay the Foundation

    CHAPTER 1

    BRING THE RESULTS TO GOD FOR HIS DECISION

    CHAPTER 2

    WHAT IS RECRUITING?

    CHAPTER 3

    ARCHITECTURE FOR HIRING CYCLE

    PART TWO

    Design/Build Techniques

    CHAPTER 4

    ADVERTISING, RECEIVING AND CATALOGING RESUMES

    CHAPTER 5

    INITIAL PHONE CONVERSATION

    CHAPTER 6

    TWO-WAY INTRODUCTORY PROFILE –

    AN ELECTRONIC PROCESS

    CHAPTER 7

    STUDY THE RESULTS

    CHAPTER 8

    PHONE INTERVIEW – SECOND LEVEL

    CHAPTER 9

    IN-HOME OR ON-SITE INTERVIEW

    CHAPTER 10

    USING ASSESSMENTS¹⁴

    CHAPTER 11

    CONDUCTING REFERENCE CHECKS AND

    GATHERING OTHER BACKGROUND INFORMATION²⁰

    PART THREE

    Add the Architectural Details

    CHAPTER 12

    MEET THE PEOPLE –

    STAFF AND COMMITTEE INTERVIEWS

    CHAPTER 13

    TALK ABOUT MONEY

    CHAPTER 14

    MAKE THE CHOICE

    CHAPTER 15

    SOME LESSONS LEARNED

    PART FOUR

    APPENDICES A - J

    BIOGRAPHICAL SUMMARIES

    PRAISE FOR ARCHITECTURE FOR HIRING

    INTRODUCTION

    Shortly after I entered the ministry, I was talking with a wise, older minister who, in talking about a particular staff position, said, Most of the time nobody at all is better than a bad one [hire]. When I asked him how he went about hiring and to describe the process he followed, he said to me, I don’t follow a process. I believe the Holy Spirit leads me to the right person and that I can usually tell within 20 or 30 minutes of talking with someone whether or not he’s the person God intends for the job. I found myself thinking, It’s interesting that God does this for you, and yet He’s never led you to one you thought was better than nothing. Could it be that the wise old minister’s attitude creates a tension that is foundational to a lot that we do in ministry? The tension emerges out of our need to do our part in ministry by a) trusting God without trusting ourselves and b) depending on God, yet being as effective a steward of His call as we can.

    It’s important to believe God does His part well and perfectly and that occasionally God does everything for us without any involvement on our part at all. Sometimes God does this for us in the hiring process, and we do know immediately that someone is the right one or the wrong one and regardless of the process we follow, our minds don’t change. However, most people would be better off to say we trust that God does His part well and that He expects us to do our part well and the one does not negate the other. The purpose of this process is to optimize your stewardship of hiring good people, find God’s person for the position, and fully honor and follow Him.

    The question of using a process, whether it’s the one described in this book or another process, may be understood by sharing an experience I had in recruiting and calling a staff member. I looked for a person for this position for about six months, and when I finally met him, I was quite sure after just a few moments that I really liked him and his wife and felt they would be the right people. When I introduced them to the Search Committee and to some of the people to whom they’d be ministering, I noticed a couple of things about both the candidate and his wife that I had not noticed in the initial interview. I told myself they were just nervous, this was a difficult time for them, and that the things that I liked were what they indeed were really like. It turned out that both what I liked and what I didn’t like was true of their characters and personalities. However, because I realized I had failed to discover potentially significant information about them, I decided to begin developing a process that would give me the best possible chance to do the best possible job I could do in fulfilling my part in calling/hiring a church staff.

    I have believed now for quite a while that God is no less honored in my following a thoughtful, wise process in hiring people than He is in my following a thoughtful, wise process in designing and building a building. Masons in the middle ages built some marvelous cathedrals without any written plans, just building as they went and relying on experience passed down from mason to mason. However, many of these cathedrals sank into the ground and the walls collapsed because without a plan the builders failed to see potential problems that the modern architectural process would have identified. Today almost every church uses an architect, and they do not think that God is being interfered with by following the rules of the architectural profession. Maybe we can

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