One Suggestion to Take Stress from the Hiring Process

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There is so much stress involved in hiring the right person for the team. I am a very strategic person. This is especially true when hiring new people to our team. It’s one of the few areas I have such a strong voice in how it’s done and I am slow to add people.

Still, I’ve made plenty of mistakes.

If you get stressed about hiring the right person I have a suggestion which may help.

I have done this with great success in hiring several staff positions for our team.

Build the job description around the person.

It’s that simple.

Set an overall vision for what you’re trying to achieve — hire the best person you can find — then build the job description — with the person’s help — around the person you hire.

If they excel in administrative tasks then the job description may have more administrative tasks.

If they excel in creative tasks then the job description may have more inventive tasks.

Find people around whom you believe you can shape a team.

This is true whether they are paid or volunteer.

This approach allows you to hire for character, competence, experience and fit with the team. In fact, I think the culture fit may be most important. But, this approach doesn’t limit you to finding an exact replica of a clearly defined, narrowly focused job description.

Here’s the deal. I ultimately just want a strong team. I want people who share an overall vision with me. But, I don’t want to script how they accomplish their specific part of the vision.

This way of hiring allows me to be a leader instead of a manager. It frees people to be leaders instead of employees. It helps us achieve more than a rigid structured environment ever could.

And, I best of all — it makes for a much happier team.

Find the right people and you can build the right team.

Please note: I reserve the right to delete comments that are offensive or off-topic.

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6 thoughts on “One Suggestion to Take Stress from the Hiring Process

  1. It’s best to present a well-structured vision of your career so far from your first path point and not what looks like random content scattered across the vast canvas.thank you.

  2. I agree with you about building the job description around the person and the unique strengths and abilities they bring to the table. But be sure you know the kind of person you need in this position. If the person is highly relational and the job is largely administrative, there's only so much you can do to make the position fit the person. Unless of course, you really want that person, and then you are willing to move other people around to make that person fit.

  3. You don't want to have to micromanage someone. Is this person adventurous, how will they chart a course in an unpioneered God Adventure? Look for the level of their initiative. Have they started new things? Did they carry a new project all the way through from: I will do this-I am doing this-watch me do this-come do this with me-I will watch you do this-you do this. Who is in their life circle? Is it balanced with followers and servant leaders? Do they have a humble attitude toward to volunteers, and what would be their Discipleship-Accountabily priorities that would keep the servant leadership in a vital-vertical relationship with God. Look for indications that they will put God's people and their needs first, before the promotion of ministry projects. Ask yourself this: What was the degree of their "nostalgia" of things they accomplished in the past? Was it more than their excitement and vision for what God is doing Now?
    Twitter: kmac4him