Estimated reading time: 5 minutes
Most churches have managed to survive the last year and are excited to continue the work of the ministry.
Many roles have changed during the course of the last 12 months and some new, unanticipated roles have become necessary.
When you have identified the need for a new role, it may be the time to hire some help.
It’s easy to say, “let’s hire someone,” but there are many things that need to be done behind the scenes to make sure you are ready for your new employee.
You want your new hire to start on the right foot so take some time to think through the details to ensure a smooth transition.
Here are some tips.
1. Create a Detailed Job Description
Job descriptions provide an employee with the necessary details of their new role and help them understand job expectations.
I am always amazed when I hear someone say they hired an employee without a detailed job description; as if an employee knows your expectations for the job.
You can’t assume that what your picture of the perfect employee looks like in your mind will translate to the same behaviors that an employee demonstrates.
For instance, if you determine that it is time to hire a custodian, it is important to tell them more than simply “keep the place clean.”
Employees need to know exactly what you expect. Do your part and help them understand the core job responsibilities so that details don’t fall through the cracks.
Create a job description that details job duties, job responsibilities, and specific employee goals for the role.
2. Determine Salary With A Salary Range
I often hear people ask “how much should I pay this position?”
Employee pay should be determined by where a job candidate falls within a predetermined salary range.
As a rule of thumb, a candidate who does not have a lot of experience should be hired at the bottom of a pay-range.
Whereas an employee who has lots of experience should be hired closer to mid-range.
A mistake many organizations make is hiring someone at the top of a pay-range and knocking out any chance of pay growth.
The next mistake is increasing their salary and paying them more than the position is worth. Over paying employees can cost the ministry tens of thousands of dollars during an employee’s tenure.
Take the time to create a pay-range and use it to negotiate the new hire’s salary and be a good steward of church resources.
3. Communicate Entire Benefit Package
Pay and benefits combined determine a compensation package.
Determine what benefits are included in the job and attach a price to them. When you negotiate with a job candidate, you can offer a salary dollar amount and a benefit amount – totaling a compensation offer.
A salary of $30,000 plus benefits of $6,000 equates to a compensation of $36,000 – which sounds more appealing than simply $30,000.
Make sure the benefits you offer are in line with the benefits that other organizations offer employees, so potential hires understand their options.
4. Determine Chain-of-Command
Everyone has a boss – and we all want to know who that boss is.
Determine the chain-of-command and communicate the pecking order to the new hire.
Provide the new employee with an organization chart so they can see how the reporting hierarchy works within the organization.
This visual helps the employee understand job responsibilities and how those roles intersect with their job.
5. Establish A Work Area
Everyone needs a spot to hang their hat.
So whether you are hiring a custodian, worship leader, or bookkeeper, create a work-space that they can call their own.
Think through what they might need and create a welcoming spot that makes them feel at home.
For instance, if you are hiring an accounting clerk, they will need a desk, chair, lamp, office supplies, computer, etc. Make sure their space is set up and waiting for them on their first day on the job so they can hit the ground running!
6. Provide Necessary Equipment
There are not many things more frustrating for an employee than being asked to do a job and not have the necessary tools and equipment.
For instance, if you hire a custodian, make sure they have working equipment to do their job—vacuum cleaner, floor scrubber, ladders, etc.
Welcome them to your organization by having what they need waiting and ready for them.
7. Create A New Employee Orientation Checklist
Small organizations often forget the importance of orienting someone to the job.
New employees need to know things like how to login to the computer, where to put their lunch, how to work office machines, when is payday, how to track hours worked, who to go to with questions, etc.
Take the time to create a new employee orientation checklist and review the document with the employee on their first or second day on the job.
This simple step will help the new hire feel welcomed and valued.
It is an exciting time when you can finally hire someone to do those things that need to get done.
Take the time to prepare ahead of time, and you will be able to get the employees on-board quickly and make them feel like you are excited that they are there!
If you would like access to our expanding library of forms and job descriptions you can see what is included here.
