Finding someone who is a right fit for your church is not an easy task. While many times roles are “grown into” by a volunteer who knows the ins and outs of your church culture, this is not always the case. Your church may hire from within its congregation when an unpaid staff member has the skill set needed, but many times we are looking to hire to compensate for the lack within our existing teams, and so we must broaden the search.
While we would hope that the candidates we interview are all on board with our mission and purpose, this is not the case. Hiring can be a daunting task, but the damage caused by an inappropriate choice of candidate can cripple an organization. Take note of these red flags to watch out for when you are interviewing candidates. If the person that you are considering does any of these things, you will definitely want to dig in more before extending an offer.
12. The candidate’s resume contains errors.
Resumes can come in many forms and styles, but I would advise against even interviewing someone with a resume that contains errors. If the person has not taken the attention to provide you with a perfect resume, how will you be able to trust them to do the job at hand?
11. The candidate does not arrive on time for the interview.
Never hire someone who is late to an interview, unless you want them to be late every day, and on every task and project that they undertake.
10. The candidate is not dressed professionally.
Whatever the standard of dress for your organization, the candidate should take care to dress nicely for the interview. If your church is formal, so should the candidate be. If your church is casual, the candidate should still dress nicely. While they should adapt to a more relaxed atmosphere, there are certain articles of clothing that should never be worn for a job interview. I have interviewed candidates for a position in a casual company, wearing jeans myself, but surprised that the candidate saw it fit to wear jeans or flip-flops. A candidate who comes off this casual in an interview is communicating that they do not need to make the extra effort. What will they communicate after receiving a job offer?
9. The candidate is not prepared for the interview.
Once you have contacted a candidate and set up an interview, they will generally have at least a day to research the position, your church, and get a feel for your culture and expectations before showing up for the interview. If you are speaking with a candidate and get the feeling that they have not done this, it is better to move on. Someone who does not take a little time to educate themselves about your organization before getting the position will be much slower growing into your church’s values and mission, and they may never fully grasp it.
8. The candidate’s work history is vague, or suspicious.
Taking through parts of a candidate’s resume is often a starting point for an interview. If the applicant does not speak of employers and situations in detail, it could be that they are not being forthright on paper. Ask questions until you get a full grasp on past experience and education, when applicable.
7. The candidate speaks negatively about former employers, colleagues, or really, anyone.
An interview is the candidate’s opportunity to make a first impression, and negativity does not make a good impression on anyone. If an applicant speaks negatively of others, they will do so of you, and probably even while they are working for you. We have all endured situations of conflict and even injustice in the workplace, but a candidate who places blame and is not able to see their own role, and the call to lead upwards, is going to put a strain on your church and team.
6. The candidate does not ask questions.
The person who you are interviewing should be curious and engaged in understanding your organization, mission, and what you are seeking in the person to fill the role. If the applicant is not inquisitive, they likely are looking for just a paycheck, not a job with purpose.
5. The candidate seems willing to do anything and everything.
Desperation can cause people to be willing to take on a role that is not the right fit for their personality and skill set. This is a trap, as they will probably either leave after a short time employed, or be frustrated in the role. Finding a candidate who is dedicated to the mission but knows how to set healthy boundaries is a delicate balance but in the long run, it is worth the effort taken.
4. The candidate is overly focused on compensation and benefits.
While it is appropriate and understandable that a candidate should be interested in and inquire about compensation and other benefits, this should not be the central point that they express interest over. Once these things have been made clear, a candidate should be willing to move on and discuss the other details of your organization and the proposed role. A candidate that is overly concerned and keeps returning to the subject is a red flag.
3. The candidate appears over-confident and admits no weakness, lack of skill or failure.
While no candidate needs to point out and list their faults in an interview situation, bragging and over-confidence may be signs of a possible employee that will be insecure and not able to receive feedback. Being humble and teachable and two qualities that lead to competence. Having an employee that is unable to see their own shortcomings can make for a problem team member.
2. The candidate is unable to provide references.
Never, ever hire someone without doing the due diligence of contacting their references. A potential hire can say anything about themselves on a resume and give a great interview, but taking the time to contact their references is essential to understanding whether you are making a sound decision.
1. The candidate presents themselves online in an inappropriate manner.
While most candidates post personal photos and have social media profiles, these should be free of scandal and anything controversial. Chances are, an employee who does not know how to manage their image online will not be able to do so within the workplace either.
While this list is certainly not exhaustive, it’s a good start to avoid making a bad hire. The truth is, avoiding these red flags is only part of the process, a great candidate is someone who will not only not fall into these traps, but will shine. An interview with the person who you decide to hire should be an enjoyable and lively conversation, with chemistry and connection. Avoiding negatives is important, yes, but the positive is that you are going to find and hire a great person, with the right skills to contribute to your organization’s mission and purpose!
This article originally appeared on ChurchStaffing.com and was posted with permission.
