The Candidate Process

TELL ME MORE

Our time-tested approach to finding and securing candidates is simple.

The four-step process insures that no stone is left unturned to get the right pastor in the right seat on the right bus and moving in the right direction.

IDENTIFY

We create two profiles to determine the type of pastor that will be a custom match to your church and community.

  • The Candidate Profile
  • The Church Profile

When candidates read the profiles we want one of them to think:

  • This is me
  • These are my people.

LOCATE

Once we identify who we are looking for we network within our ever-growing network of about 10,000 pastors. We also have a network of about 10,000 student pastors.

We rarely run ads because our searches are so targeted. The pastors who respond to ads rarely fit the candidate or church profiles.

We spend a lot of time corresponding with pastors in our network. Every hire to date has been with a pastor who was referred to us.

ASSESS

Assessment requires a great degree of discernment because we are determining the suitability of the candidate.  

Screen: Determine if the candidate is in the ballpark.

We evaluate his resume, personal profile that we have each candidate complete, and have a up to a 30 minute conversation.

We invite those who match up to  the second round.

Evaluate: Determine how well the candidate matches the profiles.

Our Part

Through two interviews we assess the readiness of the candidate to step in and deliver on day one. We spend considerable time assessing his skill, gifting, passion, character,  knowledge and passion.

We learn how his aptitude, accomplishments and experience will help you get to where you want to go.

We will introduce only strong matches to you.

When suitable, we will send you a comprehensive executive summary with detailed notes on his skills, passion, personality, gifting, knowledge and character.

The summary also includes how his personality impacts his leadership and communication styles, and how he interacts within a team.

We will include his resume and a link to his sermons as well.

Your Part

Once we introduce a candidate to you, it’s your turn to assess him. If you like what you see and connect to his sermons, you will interview him.

Should both parties want to continue we will schedule a second interview with the candidate and his wife.

We will prepare the candidate and his wife for the interview.

If needed, we can add additional rounds to the interview process.

Confirm: Measure twice cut once.

A site visit is critical to determine if the candidate and his family will be a good fit for your church.

We will debrief you and the candidate after every round of the process to ensure we are on the same page.

SECURE

Deliver the offer and gain verbal acceptance. At this point everything should be nailed down:

  • The candidate and you know he the aptitude, skills, and experience to deliver day one and take the church into the next chapter.
  • The candidate and your believe that the profiles match he and his family.
  • The compensation and relocation package has already been discussed and agreed upon.
  • Start date has been determined.

Though rare, there should be zero surprises at this point.