Today I want to talk to you about the hireability framework and about how to make decisions when hiring someone based on their competency and character. Before you begin this process, you must have a clear job description. If you don’t have one, stop and make one. Because this outlines the skills necessary and competency that they have to have to meet your expectations for the position.
When you have a clear job description in place, consider the person’s competency for the role and character. If they don’t have that combination of both — no competency, no character — it is definitely a no-go. That is pretty obvious. Don’t do someone a favor. Don’t hire someone’s relative or your friend. It won’t work out in the end. Don’t start with someone you know is not going to work out.
Now if a person’s skills are definitely on par, but their character is so-so, this person is still a no-go. While their skills may be perfect and they match on paper. If their character doesn’t align with your church or organization, you are going to be letting them go sometime down the road.
Now if a person’s character is top notch and their skills are so-so, this person is a potential hire. Because a person’s character should reflect the culture of your church, the culture of your organization, and if they do, and they had some aptitude, then they are showing they can be teachable. You can move them forward. On the job they will learn this and they will do great.
If a person’s character is higher and they possess the skills needed, hire them! When these two areas overlap, the church or organization has found the person who is a fit for this position.
Now that you have this framework, what are you going to do about it?
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