Top Hiring Hazards Ministries Should Avoid
Hiring new staff is one of the most critical responsibilities for any ministry, but the process is full of potential hazards that can lead to legal risk, wasted time, and financial loss. It is easy to rush the process or overlook best practices in the urgency of filling a role. In our latest webinar, we break down the top hazards we see ministries face, offering clear, actionable steps to ensure your hiring process is compliant, strategic, and reflective of your mission.
1. Pay Transparency: Stop Asking for Pay History
Many states already have Pay Transparency Laws that govern how employers share compensation information. Even if your state does not, practicing transparency is a best practice. The critical first step is to stop asking for a candidate's pay history—either verbally or on the application. Your salary range for the position should be based on your organizational standards, not on what a previous employer paid the candidate. By publishing the salary range upfront, you save both your team and the applicant time, ensuring the compensation meets their needs before they go through the entire process.
2. Guardrails: Staff Lifestyle Agreements and Off-Limits Questions
A well-documented hiring process acts as a crucial guardrail for your ministry.
Staff Lifestyle Agreements: Not having one is a major hiring hazard. This document formalizes the expected behaviors of your staff and should be backed by your statement of faith. You should present this to a candidate during the interview process so they are comfortable aligning with the values and expectations before coming on board.
Off-Limits Topics: Be diligent about avoiding questions on off-limits topics during the application or interview. This includes non-job-related protected classes like marital status, birthdate, or criminal history. If a topic does not tie directly into your statement of faith or staff lifestyle agreement, there is no need to ask it.
3. Slow Down: The Cost of Rushing
When a position opens, there is a natural urgency to hire quickly to ease the workload on other staff. However, hiring too quickly can have significant long-term negative impacts on the team. Studies suggest rushing the hiring process can cost up to $17,000 or closer to 30% of that position’s annual salary. The advice holds true: "Hire slow, fire fast". Trust your process and take the time needed to screen effectively.
4. Screening for "Culture Add"
Insufficiently screening candidates is another common pitfall. Remember to run the proper level of background checks after a contingent offer is made, but before the start date. Equally important are reference checks. Don't assume references will only give glowing reviews; standardized questions can help you dig into cultural fit.
Finally, avoid only hiring for "cultural fit," which can lead to stagnation or even discrimination. Instead, focus on hiring a "culture add," which means bringing in a candidate who aligns with your core values but also enhances and diversifies the organization with a unique way of solving problems or set of experience.
Want to learn how to perfect the process? We also cover the importance of consistent practices, how to compliantly hire family members, and how to perfect the candidate experience to protect your reputation as a ministry. Watch the full webinar for all the details!