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Analyze current staffing structure for options and fit  \n• see 6 Things to Consider Before Hiring  \nB. Describe the job duties needed  \n• see Job Description Questionnaire  \nC. Decide on position level, title, and pay range  \nD. Define what success looks like for this position  \nE. List competencies required  \nCreate Job Description  \nA. Use Job Description Template  \nPost Ad  \nA. Decide where applicants will send resumes  \nB. Send email response to each resume received to confirm it has been received  \nC. Track resumes on spreadsheet  \nD. Review resumes & rate experience  \nSet up First In-Person Interviews  \nA. Choose the 3 top candidates and invite them to an in-person interview  \nB. First interview includes HR plus 1-2 other vetted staff  \n• see 10 Top Ministry Questions  \nA. Contact top candidates for a phone interview  \nB. Each phone interview will take 10-15 minutes minimum and will cover:  \n• Quick overview of organization  \n• Skills  \n• Previous work experience details (not pay history)  \n• Spiritual Journey  \n• Pay range they are looking for/needing  \nC. Have potential candidates take free skills test (Indeed, Internet search, etc.)  \nOverview of the g process  \nHR  \nMINISTRY SOLUTIONS  \n© 2019 HR Ministry Solutions 3  \nTesting  \nA. Any candidates who continue onto the next round of interviews should take any skills testing needed  \n• DISC, EQi, MMPI, Strength Finders, etc  \nSecond In-Person Interviews (at a minimum for any position)  \nA. Top 2-3 top candidates from first interviews will be brought in for second interviews  \nB. Second interview will be with ministry leader/ ministry team + initial interviewer  \nC. Higher level and tougher questions should be asked as well as repeat questions  \nD. Push into any areas that brought up questions/ concerns from initial interview  \nReference check  \nA. References checked on top candidate  \nB. Get 3 professional references (including at least one pastoral/ministry reference)  \nC. Do Background check once offer is made  \n• see References & Background Checks  \nJob offer  \nA. Agree on start date & create offer letter  \n• see Offer Letter Templates  \nComplete new hire paperwork  \nA. Send to New Hire before start date to review  \nB. Give the I-9 Acceptable ID’s list so New Hire can bring on first day  \n• Do NOT tell them or recommend what ID’sto bring  \n• see New Hire Paperwork Packet  \nonboard new hire  \n• see Onboarding Checklist  \nOverview of the g process  \nHR  \nMINISTRY SOLUTIONS  \n© 2019 HR Ministry Solutions 4  \nThird interview  \nA. Top 1-2 candidates will interview with Lead Pastor & Executive Pastor (plus HR)  \nB. Dig more into theology, family, spiritual disciplines, visions, DNA  \nC. Spouse included (or interviewed separately)  \nDinner/activity informal interview  \nA. Final candidate (and spouse) taken to dinner or to an appropriate activity  \nB. This will relax them and even allow them to letdown their guard  \nC. Pay attention to how they treat the servers/ workers  \nBoard interview  \nA. Candidate brought in to meet with Board for 30-60 minute interview with Board team  \nOther ideas  \nA. Ask for feedback from the front desk person  \n– sometimes real characte","cbCain7CC1XRCqKq","https://ap.wps.com/l/cbCain7CC1XRCqKq","pdf",3099688,28,"English","# Overview of the hiring process\n## Carve out position\n## Create Job Description\n## Post Ad\n## Set up First In-Person Interviews\n## Testing\n## Second In-Person Interviews\n## Reference check\n## Job offer\n## Complete new hire paperwork\n## Onboard new hire\n## Third interview\n## Dinner/activity informal interview\n## Board interview","[{\"question\":\"What are the main stages in the church hiring process described here?\",\"answer\":\"The toolkit moves from analyzing staffing needs and defining the job, to creating and posting a job description, screening resumes, conducting phone and in-person interviews, running skills testing, checking references, and preparing the offer and new-hire paperwork before onboarding.\"},{\"question\":\"What should phone interviews cover in this hiring process?\",\"answer\":\"Phone interviews should include a quick overview of the organization, skills, previous work experience details (not pay history), spiritual journey, and the pay range the candidate is looking for or needs.\"},{\"question\":\"What reference and background check steps are required after interviews?\",\"answer\":\"References should be checked for top candidates by obtaining three professional references, including at least one pastoral/ministry reference. A background check is conducted once an offer is made.\"}]","Church Hiring Toolkit - HR Ministry Solutions - Table of Contents | PDF",1790138541,10]