One of the most daunting church tasks is searching for new pastors or leaders. It requires someone with competency and chemistry. Ministry is one of the most personal kinds of work, so finding the right candidates is essential. We have created a list of 10 must-haves for writing effective church job posting descriptions … plus four things you shouldn’t do. <\/p>\n\n\n\n
For your next church job posting, consider each of these things:<\/p>\n\n\n\n
From church to church, job titles can vary. What one church calls “Children’s Pastor,” the next may call the “Next Generation Director.” So, in your job posting, be clear about the title. Is it a “pastor” title or something else? The title may not seem important in the grand scheme of things, but it is a crucial part of your posting! Your church job posting title can tell people about the framework and culture of your team. <\/p>\n\n\n\n
As we already mentioned, culture is important. Culture explains who you are and what you’re about. I once heard the definition of church culture as:<\/p>\n\n\n\n
So, what is your church culture made of? Do your best to capture this in the description. Most cultures are “caught” more effectively than they are “taught,” but here’s your chance to show potential applicants your culture.<\/p>\n\n\n\n
Is this full-time or part-time? W-2 or a contractor position? What are the possibilities? People want to know what opportunities are available to them. If the scope of the role is nailed down, share that. If the role’s opportunities are open for discussion, also make that clear. When people search for church positions, they want to understand all the opportunities available in the role. For instance, if the role isn’t exactly what they’re looking to do long-term, but there is potential for outstanding future opportunities for growth or further responsibility, applicants will appreciate knowing that. A great applicant may be willing to take a part-time role, knowing it has the potential for full-time employment.<\/p>\n\n\n\n
What do you see for this role? Is it currently a “Worship Director” role, but with a vision to make this a full “Creative Director”? Make that clear. Just like knowing the opportunities available in a role, candidates will also want to know the vision for their role in the future. Do you see potential responsibilities added to this job later on? Cast the vision! Do whatever you can “dream up” for this job posting. Make all the plans and ideas known.<\/p>\n\n\n\n
What makes your church different than others? Be careful; this isn’t an opportunity to say, “Why our church is better than all others,” but it’s simply a chance to share any unique identifiers. Does your church have a heart for local missions that drive everything you do? Or perhaps you have a music school in the church to train kids to become musicians and worship leaders? Is there anything that separates your church from the rest? Share those things. This is a great opportunity to help reveal your “personality” and help candidates see if and how they may fit in your congregation and team. <\/p>\n\n\n\n
Is your city one of the top 5 places to live? Are there fantastic school systems? Are there really great restaurants, parks, and other fun social spots? Help a candidate understand the area they would potentially move to. While your church job posting descriptions are meant to help people see if they’d be a good fit for your church staff, you also want them to see if they could live in your city. Is it a small town? Big city? Great for families? Lots of great public transportation? Whatever information you can provide about the area, offer it! Help potential candidates see what your area has to offer.<\/p>\n\n\n\n
In addition to the long-term vision for the role, let people know the short-term goals. For example, if you want them to grow the team in the first 6 months, make that known. Make it known if you wish for the new Children’s Pastor to identify and implement a new curriculum! Whatever goals you have for the candidate applying to your church job posting, share them openly. This will help candidates determine whether or not this would be a good fit. They can ask, “Can I accomplish these goals?” before applying.<\/p>\n\n\n\n
Do you have a set office schedule? Are there specific days off for the staff? Is there a morning prayer service you want this person to attend? Or is there a monthly meeting they will need to participate in? List all expectations. This will help you later once you’ve hired them. They will know from the start what the expectations are for this role. Since it’s in writing, it’ll help you make it clear and obvious for any potential candidates.<\/p>\n\n\n\n
Does your church offer any benefits? Health insurance? Paid time off? What are the benefits of the role? Again, as previously mentioned, full disclosure removes the guessing game for you and the candidate. Your applicants will appreciate having all the answers to their essential questions upfront. <\/p>\n\n\n\n
People love a good story! Where did you come from? How and when did your church start? Share some of the stories of the people of your church. How is God using your church? People love to be a part of a winning team, so stories will help them get excited about joining yours!<\/p>\n\n\n\n
The must-haves in your church job posting are extremely important, but there are also four things you shouldn’t include<\/strong>:<\/p>\n\n\n\n Some church leaders love to talk about what their church is not. They will go on and on about the things the church down the road does and how they’re not like that. Rather than talking about what you’re not, just share what you ARE. <\/p>\n\n\n\n Just like you want to describe who you are and what your church is about instead of what you’re not, you also want to include what candidate you ARE looking for. Avoid listing everything your former “______” leader was or was not. Just let them know what you are looking for.<\/p>\n\n\n\n Be detailed but concise. Clear but brief. You don’t want to bore a potential candidate with your long job description, but you don’t want to leave them with too much guesswork. It sounds contradictory, but it’s important to be brief and detailed simultaneously!<\/p>\n\n\n\n Are you looking for someone with an M.Div, 13.75 years of experience, and a proven track record in group development? Don’t include that in your church job posting descriptions! If the requirements are too steep or specific, you may miss out on the best candidates. You can internally have a “dream wish list” for a candidate, but don’t put it in the job posting.\u00a0<\/p>\n\n\n\n So, now that you know the 10 must-haves in your church job posting and the four you shouldn’t, you can write an outstanding posting for your team. If you follow some or all of these tips, we truly hope you can find the best possible candidates for your church!<\/p>\n\n\n\n Get started with ChurchStaffing: Post a Job Today!<\/a><\/p>\n\n\n\n Once your job posting is complete, it\u2019s essential to share it effectively. Consider promoting it on church-specific job boards, your church website, social media, and denominational networks to reach the right audience.<\/p>\n\n\n\n While not always required, including a salary range or statement about compensation can help set expectations and attract candidates who align with your church’s budget.<\/p>\n\n\n\n Regularly review and update the job posting to reflect any changes in the role or church needs. This ensures that candidates receive accurate and up-to-date information.<\/p>\n\n\n\n Was this article helpful? You might also enjoy:<\/em><\/p>\n\n\n\n One of the most daunting church tasks is searching for new pastors or leaders. It requires someone with competency and chemistry. Ministry is one of the most personal kinds of work, so finding the right candidates is essential. We have created a list of 10 must-haves for writing effective church…<\/p>\n","protected":false},"author":5,"featured_media":1233,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"footnotes":""},"categories":[2],"tags":[],"class_list":["post-1224","post","type-post","status-publish","format-standard","has-post-thumbnail","category-hiring"],"yoast_head":"\n1. Don’t Include a Description of What Your Church Is Not About<\/h3>\n\n\n\n
2. Don’t Include a List of Unwanted Qualities<\/h3>\n\n\n\n
3. Don’t Be Vague or Offer Over-Detailed Descriptions<\/h3>\n\n\n\n
4. Don’t Have Too Many Requirements<\/h3>\n\n\n\n
Write Effective Job Posting Descriptions Today!<\/h2>\n\n\n\n
\n\n\n\nFrequently Asked Questions<\/h3>\n\n\n\n
1. What are the best practices for promoting a church job posting?<\/h4>\n\n\n\n
2. How do you handle salary transparency in church job postings?<\/h4>\n\n\n\n
3. What steps can we take to keep our job posting relevant over time?<\/h4>\n\n\n\n
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