Welcome!

1. Welcome!

2. Hiring—David Lyons.  April 22 • Hiring, part 2—Dr. Bill Egner. April 29 • Compensation—Sutton Turner.  May 6 • Compensation—May 8 (9 am) & May 13 • Reviews—Dr. Paul Utnage.  May 20 10 Webinar Discussions

3. Part 1—Introduction, 10 min. Part 2—Interactive Lecture withDr. Bill Egner, 40 min. Part 3—Q & A, 30 min. Today’s Class

4. What are the various hiring methods “out there?” How do some of the largest churches in the US hire their staff and what can we all learn from them? This session will also examine accurate and helpful job descriptions. For the Q&A time,bring issues from your current hiring practice and what your hiring practice should look like. Staffing, Class 2: Hiring

5. Required Reading • Hiring For Right Fit by Dr. Bill Engerwww.xpastor.org/staffing/hiring/hiring-for-right-fit • Hiring 101: How the “Great” Ones Do It by Bill Egnerwww.xpastor.org/staffing/hiring/hiring-101-how-the-great-ones-do-it/ • How to Hire: The In-Person Interview by Dr. David Fletcher www.xpastor.org/staffing/hiring/how-to-hire-the-in-person-interview • Suggested Reading • Combining Biblical Principles and Best Business Practices for Hiring “Right Fit” Pastors by Bill Egner. Doctor of Ministry dissertation at Dallas Theological Seminary. Available from Dr. Egner at bille@christchapelbc.org. • Checking References by Dr. David Fletcherwww.xpastor.org/money/legal/checking-references Reading

6. Dr. Bill Egner Dr. Brad McKerly Assistant Professors

7. Dr. Bill Egner is the Executive Pastor of Christ Chapel Bible Church of Fort Worth, Texas. Bill worked in jet propulsion (a rocket scientist!) before entering ministry. Bill wrote his Doctor of Ministry dissertation at Dallas Seminary on the hiring practices of Willow Creek Community and Fellowship Bible of Little Rock. He describes his job of Executive Pastor as similar to being a CEO of a large corporation—he directs long-range vision planning, personally shepherds the pastoral staff and cabinet, gives guidance to countless committees and ministries, keeps the inner workings of the church streamlined and efficient, and occasionally preaches. Dr. Bill Egner

8. “Right Fit” Pastoral Hiring Combining Biblical Principles and Best Business Practices for Hiring “Right Fit” Pastors

9. Do a brief, high level summary of my research on hiring for “right fit” • Share four “Monday morning” practical lessons I learned (handouts) • Share some of the positive results we’ve experienced since 2006 when I first started implementing some of the findings • Might want to download the handouts now if you haven’t yet Today’s Agenda

10. Derived hiring principles from the Scriptures • Studied marketplace “best practices” on hiring • Synthesized an “idealized” 4-part biblical hiring philosophy/process supplemented by best practices from the marketplace • Qualitatively compared my idealized process to how Fellowship Bible Church, Little Rock and Willow Creek hire pastoral staff (handout) Brief Research Overview

11. Favorable Comparisons To The Model

12. Churches that hire well have a well-defined hiring process that they execute rigorously • They’ve realized that the lack of investment on the part of the direct supervisor, fudging, taking short cuts, allowing discouragement to result in “almost,” etc. all will reduce the eventual fit • They’ve developed a conviction that the eventual “fit” of the hire is directly proportional to the strength of the commitment to the hiring process • Leave it open rather than fill it with “almost” Monday Morning Lesson 1

13. Churches that hire well have pre-defined what they’re looking for in at least the four areas of character, calling, competence and chemistry • Aren’t using traditional job descriptions, but are instead using something like a Success Profile • Wrestled through what the target they’re aiming at – and its bull’s eye – looks like in “hard” factors (e.g. expected 12-month results) as well as “soft” (e.g. behavioral, interpersonal) factors • (Success Profile handout) Monday Morning Lesson 2

14. Mission statement and role requirements • Required competencies • Character • Calling • Competence • Chemistry • Expected 12-month outcomes Success Profile

15. Churches that hire well only interview candidates that meet or exceed their pre-defined threshold of fit • They’ve identified some way they trust (e.g. a telephone call, 5 key questions, an application, etc.) to screen “below” and “above” threshold applicants (like rings around the bull’s eye) • They focus their available time on the candidates who seem to have the highest potential to succeed in their environment Monday Morning Lesson 3

16. Churches that hire well interview relationally, objectively and thoroughly before declaring a match for the team • They use interviews as data-gathering rather than decision-making tools • They do multiple in-person interviews (marriage) • They focus as much as possible on track record • They use reference checks as additional interviews • (interview questions handout) Monday Morning Lesson 4

17. “Right Fit” Interview Checklist

18. Churches that hire well have a well-defined hiring process that they execute rigorously • Churches that hire well have pre-defined what they’re looking for in at least the four areas of character, calling, competence and chemistry • Churches that hire well only interview candidates that meet or exceed their minimum level of fit • Churches that hire well interview relationally, objectively and thoroughly before declaring a match for the team Four Key Resolutions

19. This model prioritizes what the Scriptures prioritize (prayer, character, calling, spiritual gifts, relational abilities and specialization) • This model requires a great deal more prayer, dependence, intentionality, effort and training • Using this model, we’ve improved our five-year retention ratio from about 55% (est.) to about 90% since 2006 Benefits We’ve Experienced

20. Dr. Bill Egner • Executive PastorChrist Chapel Bible Church www.ccbcfamily.org • BillE@christchapelbc.org • (817) 546-0177 Contact Information

21. Bring issues from your current hiring practice and what your hiring practice should look like Q & A Send Questions via Chat to Tami