In over 30 years of leadership experience, I have interviewed and been interviewed for literally hundreds of positions. In retail management I had seasons where I was interviewing multiple people every day. My experience has taught me many in ministry have trouble interviewing well for a ministry position.
I decided to offer some advice from the hiring side of the table. Since my blog is read mostly by church leaders, I am speaking primarily from that perspective.
Here are 7 suggestions for interviewing for a ministry position:
Know the church or organization.
Do as much research as you can about the place where you are interviewing. Know it’s history and its culture. Obviously, read all you can online. Ask who will be in the interview and what role they have in the organization. Google can be your friend in researching these people. Find out if you have any connections already working or volunteering there. (LinkedIn can be a great source as it shows you connections to your connections.)
This is critical. They need to know you and you need to know them — as openly as possible in a formal setting like this. The worst thing for you personally would be to land a job where you would be miserable – or make them miserable. Plus, in my experience, the more honest and transparent you are, even about your weaknesses or past failures, the more attractive you will be as a candidate if you’re a fit for the role.
I’ve learned this is especially difficult if you are nervous – or, like me – an introvert. The main concern in adding staff is if the person will be a good fit for the organization and current team. Show you’re easy to get along with, fun and likable. Have a firm handshake. Look people in the eye. But, balance this with also attempting to be yourself. It’s obvious if you’re trying too hard. Especially on a first interview, the key should be to connect with those in your interview.
If you’ve had past success, don’t take all the credit. Share the victories with others, knowing most likely you couldn’t have succeeded without them. It’s a much more appealing approach. Use the word “we” more than “me” or “I”. While you need to demonstrate your ability to perform, keep in mind arrogance is never an attractive quality in a team member.
Appear competent without appearing controlling.
There is a huge difference between being able to lead with confidence and being a bullying leader. Every organization needs people to be empowered. That’s true today more than ever. Your goal should be to demonstrate a care and love for people (which should be genuine), while assuring you have the tenacity and courage to lead boldly. That’s a delicate balance every organization needs.
Be forward thinking, but celebratory of history.
Most organizations, especially churches, even after a difficult period, continue to remain proud of their heritage. (This is where researching the organization as much as you can helps.) The worst thing you can do is to bash the organization or it’s culture. They may welcome your input to change, but you won’t endear them to you if you make them defensive about their history. Let them know you are willing to build on their past, but also willing to help them go wherever God leads in the future.
It should go without saying, but pray before and after the interview and ask others to pray with you. (Although as I’ve seen people do, I wouldn’t necessarily post this on Facebook.) In the end, you want this to be a God-thing – not a man-made thing. You don’t want to take the position if it’s not of God. I believe God often gives tremendous latitude and freedom in choosing our place of service, and we should represent Him with our best appearance, but in the end, we want to be in the center of His will.