Question: We are ready to hire our first additional staff person. How do you know what position to fill first? And, how can we be sure we hire the right person?

Answer: There are two basic approaches to hiring. One is to look for the best person available and fit the individual to that position. The other determines the position first, and then looks for a person to fill it.

Each has their advantages, but I prefer a blending of the two. Here's how to do that.

Since you are the lead (or only) pastor, all ministries fall under the umbrella of your responsibility. So, look for a person who can become a partner with you to accomplish a share of the church's ministry.

The purpose of a new staff member is to develop the ability to accomplish more ministries and do it better than you can by yourself. Don't hire someone just like yourself. Look for someone who will complement you by bringing different strengths to the church.

Hiring situations vary by church

Each situation will be different because each church and pastor is different. The best hiring equation is to add staff according to your ministry needs, rather than hiring a person who "looks good," regardless of skills.

So, how do you know when you are getting the right person? I credit the following idea to Bill Hybels, but he may have heard it from someone else. Use the three C's for selecting people to hire:

Character: What is this person like when no one else is looking?

Character flaws do more damage to ministries than any other factor. Ultimately, character flaws are what knock people out of ministry. On the other hand, great character attracts and builds ministry.

Develop a list of characteristics you would want a person to have before hiring that individual for your ministry. These should be your non-negotiables. Why? Because this person will be an extension of your ministry and represent you even when you aren't present.

Chemistry: Does this person fit in with others on staff?

At first, it may only be you. If that is the case, ask whether this person complements you, your personality, your weaknesses and your vision? Is this someone you would enjoy spending off-hours time with? If the person is married, does his or her spouse fit in as well?

Good chemistry creates harmony and unity, which are vital to ministry growth.

Competency: Does this person have the basic skills to strengthen the team?

Does this individual bring skills or talents to the team that improves the overall ministry? Is he or she flexible in attitude? Can the person be a star performer, yet also a team player?

Make sure the candidate has basic skills in working with people. Since every ministry situation demands this, woe to the church that hires without considering such abilities in its decision.

In addition, hire a person according to the order of the three C's. Look for character first, then for chemistry between you, and finally according to the candidate's skills and competency. A strong review process prior to hiring can help a congregation find the right person for the task.

Ralph Funk is a licensed church consultant with Coaching 4 Growth. He provides consulting and coaching services to churches and pastors desiring Great Commission health and growth. Contact him at coach@coaching4growth.com.