More churches are hiring people from within their own congregations. It can be a great move. It can come with built-in shared values, cultural alignment, and mission clarity, but it’s not without risks. Here are some best practices that have helped us at OneChurch.to navigate this wisely.
1. Start with the End in Mind
Every role eventually ends. So when we hire someone from within, we talk about that upfront. What happens if they want to move on? What if we need to make a change? We can’t promise lifelong employment, but we can commit to lifelong employability. That means we’ll help develop them so they always have a next step.
We also talk about how church employment can sometimes put pressure on someone’s faith. We remind them that pastors are human, conflict is normal, and even the most spiritual job comes with to-do lists and deadlines. By setting expectations early, we’re taking out insurance on future disappointments.
2. Treat Internal Hires Like External Ones
Don’t skip the process just because you know them. They still need to go through the full application, multiple interviews, and assessments. At OneChurch.to, we:
- Bring in interviewers from outside the hiring department.
- Use tools like Working Genius.
- Have multiple conversations over time to discern fit.
We also always have what we call the “Key Conversation” — an honest discussion about trust, authority, and ownership expectations.
3. Set the Tone on Day One
The shift from congregant to staff is significant. They’re not just volunteering anymore…they’re part of a team with goals, reviews, and clear outcomes. You want them to walk into the role with eyes wide open.
That first week matters. Be warm and welcoming, but also be clear. Set them up with a staff mentor — someone who isn’t their supervisor, so they have a safe place to ask questions about culture, values, and unwritten expectations. Church’s are notorious for having an oral tradition and that needs to contextualized by a trusted source.It’s also a chance to clarify: this is a job. If someone’s looking to get closer to God or fix their life by joining staff, it’s likely not going to go well. As Andy Stanley puts it: “Hire a minister, not a ministry.”
4. Always Hire from a Pool
Don’t default to the most available person. Do the work:
- Post the role widely.
- Reach out to trusted leaders and local Bible colleges.
- Ask around.
- Compare candidates.
You want the best person for the role, not just the most familiar person. Leave no stone unturned.
5. Don’t Hire a Volunteer, Hire an Equipper
Just because someone does the job well doesn’t mean they can lead others to do it. Faithfulness doesn’t always mean leadership capacity.
Ask: Can this person multiply themselves? Can they lead and release others? If not, you’re staffing the task, not building the team.We put this front and centre in every role description: “Have an equip-first mentality.” It’s a filter that helps us avoid bottlenecks and burnout.
6. Be Extra Careful with Family Hires
If you’re related to the candidate, don’t be involved in the hiring process. Even if you try to stay out of the way, your presence shifts the dynamics.
And don’t use the church to develop your spouse, sibling, or child. Bring in people who already add value.
Family hires will always require more work for you and the team. So, put safeguards in place:
- Set up feedback loops.
- Invite honest conversations.
- Talk about potential challenges before they happen.
Ask questions like:
- How will we handle things if this doesn’t work out?
- What’s our exit plan for one or both of us?
- How can we make it easy for others to give feedback about this relationship?
One Last Thought – Hiring from within can be incredibly fruitful; but only if you keep the process rigorous, and keep expectations clear. Remember: the mission matters too much to take shortcuts.
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