Hiring new staff is one of the most important — and often overlooked — responsibilities a church takes on. Whether you’re bringing on a new worship leader, children’s minister, or associate pastor, the hiring process has a lasting impact on the health, culture, and effectiveness of your church’s ministry.
Unfortunately, many churches fall into avoidable traps when trying to fill a position. You don’t need a full HR department to make a smart hire — just a little intentionality. Here are five of the most common mistakes churches make when hiring, and how to avoid them.
1. Being Vague in the Job Description
A common misstep is writing a job posting that lacks clarity. Phrases like “model the Christian faith” or “lead with passion” may be true, but they don’t tell a candidate what the job actually requires.
Be specific. What are the day-to-day responsibilities? Who does this role report to? What does success look like after six months? The more clearly you define the role, the more likely you’ll attract candidates who are aligned with your needs — and avoid confusion or misaligned expectations down the road.
Tip: Include practical details like expected weekly hours, areas of oversight, and required skills or experience.
2. Failing to Define the Church Culture and Values
Hiring isn’t just about the candidate — it’s also about representing your church well. Many job seekers want more than a title and paycheck; they’re looking for a ministry team and mission they can believe in.
Use your job post to briefly describe your church’s identity. What kind of worship style do you use? How would you describe the church’s personality — formal or casual? Does your church have any theological distinctives?
Tip: Include a link to your church website or online services so candidates can explore more on their own.
3. Rushing — or Dragging Out — the Hiring Process
Some churches move too fast out of desperation, while others take so long they lose great candidates. Both approaches can be costly.
A rushed process can lead to overlooking red flags or skipping crucial conversations. On the flip side, a drawn-out process can signal disorganization, discourage applicants, or leave ministries floundering without leadership.
Find the balance. Set a realistic hiring timeline, build in time for prayer and discernment, but also respect your candidates’ time and interest. Communicate clearly along the way.
Tip: Your search committee chair or staff member in charge of the hire needs to guide the process and keep things moving forward.
4. Skipping Reference Checks or Ignoring Red Flags
Ministry roles require not just skill, but trustworthiness and character. That’s why due diligence matters.
When you skip calling references or overlook concerns during interviews, you may be setting your church up for conflict later. Don’t ignore that uneasy feeling — take the time to ask questions, seek input, and verify experience. And ALWAYS do thorough background checks, no matter the role.
Tip: Ask references open-ended questions like “How would you describe their leadership style?” or “What challenges did they face in your church setting?”
5. Overlooking Fit with the Congregation and Community
A candidate can look great on paper and still be the wrong fit. The best hire is someone who connects with your church’s personality and understands the context in which you minister.
Think about your town’s demographics, your congregation’s expectations, and your church’s future direction. A big-city worship leader might struggle in a small rural church. A high-energy youth pastor may clash in a more traditional setting. And a pastor with certain theological stances may unintentionally stir up serious conflict.
Tip: Involve a few members from different age groups or ministries in the interview process to get a well-rounded perspective.
Final Thoughts
Hiring well is part of stewarding the mission God has given your church. While no process is perfect, avoiding these five mistakes can dramatically improve your chances of finding the right person to serve alongside you in ministry.
Need help writing your next job post?
Visit jobs.sbc.net to see examples, post your open position, or connect with churches and candidates across the SBC. Let’s build healthy teams — together.