Here Is A Method That Is Helping Businesses to Decide When To Hire

If you are leading a church or running a business, you are going to hire people. And one of the great challenges in hiring is knowing when you're ready to make the next hire.

I came across this process several years ago, and it has been extremely helpful for my church and my business. When you start feeling the need to add to your team, consider these three factors:


Will your organization be able to accomplish its mission without someone doing this particular job? Answering this question assumes that your church or business has a clear understanding of its mission and a thorough job description. And mission-critical does not necessarily mean mission-specific. For instance, the mission of every church is to make disciples but mission-critical hiring does not mean that there is a direct correlation between the job you're considering and disciple-making. Hiring a bookkeeper may be mission-critical even though it's not mission specific if the disciple-makers on your team are unable to do their work because they're having to spend time working on church finances. 

More Than Volunteers

I don't ask anyone to volunteer at Christ Community or Griddiron for more than five hours per week. Once the job consistently requires more than that, we look to add another volunteer position to help carry the load. But in the case of team leaders and department heads (mission-critical!), we begin the conversation of converting that role into a paid position for ten hours per week.

You Can Afford It

The position you're considering may be mission-critical and bigger than what a volunteer can handle, but can you afford it? Does your church or business have enough money to guarantee that you can pay this person for the length of their contract? One way to approach this is to agree to a 3-6 month trial period before both parties agree to continuing work for a longer period. In addition to ensuring that this person is the right fit for the job, it also allows the organization to determine whether it can handle the financial impact of the new hire. Trial periods are ideal for quarter-time jobs and can be very helpful in half-time or full-time jobs if you communicate the trial period during the hiring process. Oh, and a good funding plan that determines the amount of money available for staffing is critical when answering the question of affordability. 

So are you ready to let people know you're hiring? Not until you've determined whether the job is mission-critical, has eclipsed the capacity of volunteers and fits into your organization's funding plan. 

If this approach to hiring is helpful to you, leave a comment below and use the 'Share' button below and spread the love. 

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