Did you know most small businesses (and even a large church is a small business) don’t reply to people who reach out about an open role? I hear this over and over from people who are looking for a church role. It’s so discouraging to those looking.
At the same time, there’s been some amazing news recently on the jobs front as the US is beginning to exit the pandemic. It seems there just “aren’t enough workers” to fill all the open jobs in our country. Being one of those guys that get asked often “do you know anybody?” I thought I might blog what I typically tell a church leader when asked this question.
Seems like a decade ago a great church in a great town would post a role and get 50 resumes with 10% of them being potentially viable candidates.
The percentage (one out of ten) has remained the same, but this same church now only receives 10 or fewer resumes. My own experience tells me that our ponds are drying up.
We can debate all day as to how we got here, and what we must invest in to make it better (please join me), but the purpose of this post is to help you understand how to navigate what is ahead of you if you are looking for a future staff leader.
When you cannot, or will not, hire a head hunter what do you do?
You have to think like a recruiter. In essence, you need to build a recruiting team inside your organization…no matter how small you think you are. You gotta do this for you! What I’m going to outline below will take a little bit of education upfront if you’ve never done a drip campaign
A few hours of work, (or getting a great staff member of volunteer) and you can be set for a long long time.
Here’s how:
For every dollar or minute spent posting your open role on public sites, seminary job boards, or other pay-to-post places, I recommend spending 10x the money and time doing the following:
Get a landing page on your website that captures names and email addresses. Like THIS ONE or THIS ONE.
These landing pages are capturing email addresses and adding them to their mailing list. The goal is to build a list of people for both now and the future. If you are using Mailchimp (or something similar) you can tag them, even send them auto emails to help them through their process (whether you hire them or not!).
Help these candidates whether you are interested or not in them. Think about how meaningful it would be to get a couple of emails over two or three weeks like THIS ONE (you are welcome to steal it!) from someone like you trying to help out this potential candidate even if you aren't going to hire them.Think of topics that would be helpful to anyone who is thinking of a job change. Write a series of emails in your voice, your tone, that gets auto-delivered to them over the next couple of weeks. I have seen this work and you will make friends and earn respect.
I think you'd make some friends through this process! Even if you don’t hire them, these become people who can help you network the next time you have an opening. If three dozen people give you their name and email address that’s 36 people you can email a few months later with an ad for your next job opening!Once your landing page is set...put a video on it like THIS ONE by you. Tell us in 30 seconds or less WHY we should join your team, move to your town, etc. It doesn't have to be pro...it does have to be authentic and passionate! In fact, an iPhone selfie video in the car or walking is best. It needs to come from the boss or senior pastor.
Network your landing page link. Get on to ministry Facebook groups that are focused on the role for which you are looking (like students, kids, production or worship). There are social platform groups designed for those looking for ministry roles.
Make a hit list of networkers of those in your tribe, similar church, geographic region, or friends. These are people who know people. Need a pastor? Need a plumber? “They gotta guy…”
Email (or text if better) your hit list at least every three weeks building a long email or text thread with the URL of your landing page. They may not even answer after the first email and that’s ok email them anyway. In fact, you really don’t even need to mention the open position after a few tries, but just find a reason to be in their inbox. Sometimes, I’m literally just mentioning their favorite sports team that just won to keep a conversation going.
People think this is crazy and it’s not. I even have invited people to email ME every three weeks for a role they are recruiting for. When you ask a connector like me “do you know anyone?” I will probably say “no.” But what I mean is…right now, at this moment, I don’t know anyone. But next week I might!
Two things to remember:
// TONE IS EVERYTHING. When you talk about your job (on the landing page and in emails and texts etc) use language that demonstrates what you want FOR this candidate v. what you need FROM them.
I get it, there are job descriptions and they are long, but don't start there...start with how you are going to ensure this person is developed, mentored, and made BETTER by being on your team.
// Find the differentiator in your church and culture. “We have modern music, kids min and good coffee” isn’t a differentiator. In your tone find something that stands out about you, your church, and your challenge.
Remember candidates are looking for six things as they move forward. How will you speak to each of these?
Finally, let me say that I do believe in a Sovereign God who is in control, is not surprised, and is working on someone right now for your open spot, but I will tell you that most days it does NOT feel this way. Do not get discouraged.
I sorta liken it to asking a farmer from Nebraska where corn comes from. It’s still miraculous that a seed goes in the ground, the right conditions exist, corn grows, the cow eats the corn and some people eat the cows. BUT just as true is that the farmer has millions of dollars in equipment, bio-engineered seed, a Masters in Ag, and complex irrigation systems. So…let me ask…where does corn come from? It’s a partnership.
Working the five steps to finding a great candidate is just my partnership with God in finding the right candidate. It’s my response to this cultural moment of what it means to go find someone. God knows who this person is, but I have to go find him or her. I just think the days of candidates coming towards us is over. While nothing I’ve mentioned above is new, it will take new intentionality to go find candidates, much like that farmer can grow corn even in bad conditions.
So, think like a recruiter, and if you come up with something better than all of my ideas…please send them! I need all the help I can get!
P.S. If you are going to recruit, or even just post a role…you must respond to inquiries. Many of those reaching out to you are young twenty-somethings and we need all of them encouraged to continue to search for where they’ll be deployed in Kingdom work. So, if you aren’t going to respond…please don’t post. Thanks.
And as always…I’ll help you in any way I can.