Striking a Match

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How do a church and a potential children’s pastor begin
the process of making the right match?

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The position of minister to children, director of children’s
ministry, or family-life pastor is the fastest growing position on
the local church scene. This is primarily a response to the dynamic
changes that are occurring in the lives of children and their
families. Children come to church with specialized needs, different
learning styles, and family stresses. Churches must provide
significant ministry to meet these needs.

Parents are also more informed today. They come to church with a
“shopping list” of expectations. With high standards, they check
out teacher-student ratios, screening procedures, safety issues,
curriculum choices, and the church’s overall readiness to respond
to their needs.

In addition to all these pressures, programming for children
must be cutting edge, culturally sensitive, biblically strong, and
theologically on target. Churches face the task of hiring quality
leadership for these significant positions. And it can take a team
to handle the massive load of programming and managing volunteers,
so many churches have the additional responsibility of hiring more
than one person. How does a church and a potential children’s
pastor begin the process of making the right match?

Defining the Position

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The first step for the church is to define the type of
individual who’s needed to not only fulfill the present needs but
who also has the capacity to take the ministry to the next level.
Churches need individuals with specific education, experience, and
expertise in many areas of childhood development. Each church has
different expectations.

I’ve served as a children’s pastor for 25 years and as a
personal coach to children’s ministry leaders. In that time I’ve
noticed significant changes in the profiles of children’s ministry
directors as churches have asked me to help them find a children’s
pastor. Many churches want candidates who are slanted toward kids’
needs while others want people who are slanted toward staff
development and parenting issues. From my files, here are the most
common ministry profiles.

Profile #1

We’re looking for a candidate with five to 10 years experience,
preferably in a larger church setting. A master’s degree in
Christian education is a must for this role. The candidate must
have great people skills. This person must have experience leading
volunteers and working with paid staff. Administrative skills are a
high priority because we have many systems and details to manage.
The candidate should be creative, innovative, a visionary, and also
have experience in a team-based model. Ordination or a similar
level of credential is preferred.

Profile #3

We’re looking for a candidate with a great heart for kids. This
person should become immersed in the lives of our kids. We need a
person who every child has interest in being around. Ministry
skills include leading worship and effective storytelling. This
person has to be comfortable in front of a large group of children.
This candidate needs to be creative and capable of planning a
weekly showcase event for kids. This person should be willing to
work with a team. The most important thing is that the children
admire this person as a hero and a pastor.

Profile #2

We’re looking for a young, energetic children’s ministry leader.
A recent college or seminary grad is preferred. New music, new
programs, and change should be a part of this person’s mind-set.
This person should be computer-savvy, creative, and teachable. This
candidate should be open to a mentoring relationship with our more
mature senior associates. This candidate should be a risk-taker and
willing to provide high energy to make our program contemporary. We
also prefer that our candidate is married. (Note: Although,
legally, churches can’t say this last thing, they may still prefer
it.)

Profile #4

We’re looking for a person with James Dobson’s, Fred Rogers’,
and T. Berry Brazelton’s qualities. A person who understands the
way kids develop and how to work effectively with parents. It would
be helpful if this candidate has some background in counseling.
This candidate should be aware of the best approaches to parenting
and be willing to teach parents.

This candidate will not spend time teaching children, but will
teach the teachers and will serve as a “principal” for the kids. It
would also be helpful if this person has experience in planning
family events and cross-generational experiences.

Whew! What’s a potential candidate to do?

Role definition of children’s ministry leaders changes about
every five years. Fluctuations occur in areas such as people
skills, system management, knowledge of trends, and specialty
skills. These profiles tend to change as churches become more
sophisticated in defining their leadership choice.

Finding the Dream Hire

After the church has defined the type of leader they need, the
next question is where to find their “dream hire.” There are
basically two ways to search: networking through the buddy system
or employing a search firm. The buddy system has been used for a
long time. Denominations and Christian schools practice this form
of networking.

If a church uses the buddy system, one benefit is that most
candidates are known by a buddy. The downside is that buddy
networks are often small and don’t provide a broad range of
candidates.

The second approach of using a search firm is where firms such
as mine come in. I’ve created Church Team Connections to help
churches find the best candidates for their positions. Our
company’s primary goal is to help candidates find the right
positions. I believe that the process includes a spiritual
component; the candidate needs to sense God’s will and the church
needs to feel a spiritual kinship with the candidate.

At Church Team Connections, we interact with the church
leadership to determine the church’s specific needs and then
recommend candidates we believe are the best. We consider all the
factors: adaptability of the candidate, the spiritual dimension,
and the ease of starting the position. We can predict with accuracy
a good fit.

Being the Dream Hire

It’s encouraging that churches are taking more time with their
searches because finding a good fit is best for both parties — the
church and the person. Taking time ensures good decisions and, we
hope, candidates who stay for the long haul.

If you’re thinking about making a change in ministry, take your
time to find a match made in heaven. Here are key principles to
help you in your search.

  • Network your way to opportunities. Talk to
    ministry colleagues, college buddies, curriculum consultants,
    denominational executives, or anyone who may travel and connect
    with local churches. Talking to people in different circles is of
    value because many positions are in the formative stages and may
    not be public yet. In some cases you may not only be first in line,
    but you may also design your own portfolio for the position.
  • Research opportunities. As you consider a
    particular position, research the significant aspects of the
    church. For example, what’s the average tenure of staff members?
    How many volunteers are presently involved in the children’s
    program? How do people describe the senior pastor? What words or
    phrases would people use to describe the church? How would staff
    members describe the staff-life? Does the church have a good
    reputation in the community?
  • Put your best foot forward. First impressions
    are significant in communicating with the church you desire to
    serve. If you’re sending a résumé, do it right — no typos! On your
    résumé, include past experiences, but also itemize your present
    value. In other words, what are the things you can accomplish for
    the church now? In many cases the church is more interested in your
    ability to perform than in your credentials. Many churches are now
    requesting videotapes of potential candidates. Consider creating a
    video describing your philosophy of ministry and your vision to
    reach kids in the community.
  • Interview well. The interview is the most
    significant element in the hiring process. I remember how
    uncomfortable I felt about this process in my early days of
    ministry. I was uncomfortable “selling” myself to the interviewing
    committee. When discussing ministry skills, I felt
    self-aggrandizing and conceited.

Churches that are poorly prepared for the interview (and many
are) place too much pressure on the candidate. If the church isn’t
prepared with the right questions, it’s often an exercise in
futility, and you as the candidate can feel as though you’re not
well-represented. (See the “If They Ask…” sidebar on the right
for help in answering bad questions.)

If you’re preparing for an interview, follow these
principles.

  1. Interview the church. Be prepared to ask a lot
    of questions. This is the best time to get answers about budget for
    the children’s program; pastoral support of the children’s
    ministry; expectations of the job; and peripheral responsibilities,
    such as hospital calls or being the pastor on duty. You have every
    right to ask question. Remember: If you take a position and you’re
    surprised about something, it’s your fault.
  2. Maintain a positive attitude. This interview
    can set the pace for your ministry at the church. Share with the
    interview team the positive elements about the role of children’s
    ministry. Your attitude can educate everyone about the privilege of
    ministry to children.
  3. Be yourself. Honestly describe yourself. Don’t
    try to act like someone you’re not, or make wild predictions about
    what you’ll do as the new person. Don’t fake it; it would be
    painful to be reminded later that you fabricated your abilities.
    (Plus it’s sin!)
  4. Clearly define your goals for the position.
    Describe your knowledge of the position and share how you’d attempt
    to make improvements. Bear in mind that in some settings
    incremental change is better received than radical change. The
    interview can be a great place to communicate vision.

Beginning Well

Once hired, how can a church ensure that the new staff person
has a good start? If you’ve just hired a new staff member, here are
helpful hints for starting that person on the right foot.

  1. Start the person at the best time. A new hire
    can be frustrated if the initial days are chaotic. Plan for the new
    hire to begin when the direct supervisor is available to answer
    questions and set the pace for the beginning of the work
    experience. The middle of vacation Bible school or the start of a
    ministry year can be the worst time to start. Consider a downtime
    in the ministry calendar to bring in the new hire.
  2. Don’t expect too much too fast. New hires are
    often adjusting to many things all at once. A new home, school,
    doctors, restaurants, routes to learn, and friends are
    time-consuming and sometimes overwhelming. It takes time to settle
    in before becoming highly productive. You can help by clarifying
    responsibilities and setting a reasonable performance path for the
    new hire.
  3. Make sure the new person is not alone. If you
    can assign someone to shadow the new person at the beginning, this
    will help with the initial anxieties. Allow the new person to ask a
    lot of questions.
  4. Don’t start a new hire with a lot of processes and
    paperwork.
    A new person should begin with broad strokes of
    information about the ministry. Early detailing can cause confusion
    and even distort the whole purpose for hiring the individual. For
    example, you can discuss bookkeeping issues a full month later
    without damaging the new hire’s effectiveness.

After all is said and done, remember that God is sovereign. He
has the right ministry position for you, and his timing is
perfect.

If They Ask

You may need to help inexperienced interviewers by interpreting
their questions. In so doing, you’ll also represent yourself well.
If an interviewer asks…

  • Closed questions — Don’t stop by answering a
    yes or no question with a simple “yes” or “no.” Expound a bit more.
    For example, if an interviewer asks, “Are you flexible?” go beyond
    the “yes” answer to give details of how you’ve demonstrated
    flexibility in previous positions.
  • General questions — “Tell me about yourself”
    is a question that’s way overused by nonexperienced interviewers.
    To answer this question, don’t give a litany of your hobbies or
    talk about your family. Focus on the character qualities that
    enhance your ability to do the job well.
  • Multiple questions — If an interviewer
    bombards you with too many questions at once, simply say, “Those
    are great questions! You may have to help me remember all of the
    points you’d like me to address.” This puts the burden back on the
    interviewer, rather than making you seem evasive.
  • Leading questions — Often, inexperienced
    interviewers give too much information. For example, an interviewer
    may say, “We’re a progressive, team-based church that wants to
    double in the next five years. How do you think you’d fit in that
    kind of environment?” Obviously you need to be honest, but use the
    information to your advantage. Explain how you yourself are
    progressive, team-oriented, and a visionary.
  • Protected-status questions — There are
    certain areas an interviewer legally shouldn’t address. These
    include race, sex, national origin, age, disability, color, or
    pregnancy. Other off-limit questions may exist dependent upon the
    state the church resides in. If an interviewer asks you a
    protected-status question such as how your husband feels about
    moving (to determine if you’re married) or why anyone your age
    would want to make a career change (to discover your age),
    understand that they’ve violated federal law. Do you answer the
    question? It’s up to you. Answering the question will keep things
    moving and may enhance rapport. After the interview process –
    whether hired or not — you can inform the interviewer of the
    violation. Or you can focus on the question minus the
    protected-status issue. For example, you could answer, “I’m looking
    forward to making this new move to your church” or “I’m eager to
    make a career change because I think this is a dynamic church I’d
    like to be a part of.”

Jay Hostetler is a children’s pastor and the founder of
Church Team Connections, based in San Diego. To reach him log onto
www.churchteamconnections.com or call (909) 303-6655. Please keep
in mind that phone numbers, addresses, and prices are subject to
change.

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