austin stone church leadership

Assessing Candidates – Character

Over the past few weeks, I’ve focused on staffing in the local church.  This series will focus primarily on assessing candidates who emerge for potential roles on your team.  There are four primary areas of assessment that are crucial in assessing someone for a position on our staff:

  1. Calling
  2. Character
  3. Capacity/Competency
  4. Culture/Compatibility

This series will provide understanding and tools associated with how we assess these individual areas.


Assessing Character

A crucial step in assessing the calling of a candidate is investigating their character. Pastoral ministry requires godly character, and too many churches compromise when it comes to this issue.  While a candidate can be wildly impressive in their skills, if they lack Godly character, they cannot be qualified for ministry.

Character and The Bible

As we consider hiring in ministry, we must first take our cues from the Scripture, which outlines two particular offices: elders and deacons.

If we are hiring for a pastoral position, we take our cues from 1 Timothy 3:1-7:

The saying is trustworthy: If anyone aspires to the office of overseer, he desires a noble task. Therefore an overseer must be above reproach, the husband of one wife, sober-minded, self-controlled, respectable, hospitable, able to teach, not a drunkard, not violent but gentle, not quarrelsome, not a lover of money. He must manage his own household well, with all dignity keeping his children submissive, for if someone does not know how to manage his own household, how will he care for God’s church? He must not be a recent convert, or he may become puffed up with conceit and fall into the condemnation of the devil. Moreover, he must be well thought of by outsiders, so that he may not fall into disgrace, into a snare of the devil.

For a non-pastoral position, we use 1 Timothy 3:8-13 as our guide:

Deacons likewise must be dignified, not double-tongued, not addicted to much wine, not greedy for dishonest gain. They must hold the mystery of the faith with a clear conscience. And let them also be tested first; then let them serve as deacons if they prove themselves blameless. Their wives likewise must be dignified, not slanderers, but sober-minded, faithful in all things. Let deacons each be the husband of one wife, managing their children and their own households well. For those who serve well as deacons gain a good standing for themselves and also great confidence in the faith that is in Christ Jesus.

Now we realize that not every individual will fulfill these qualifications perfectly, but we desire to see a consistent pursuit of the qualities mentioned above from anyone we hire to be a part of our team.  We utilize a character assessment that asks directed questions consistent with these qualifications of every candidate. This character assessment is the first step in any serious consideration of a candidate.

Practical Considerations

With respect to character, we have found that there are a few key areas that we press into for inspection:

  • A clear and articulate knowledge of the gospel, and evidence that the gospel is still a truth that moves the individual.  The best question to ask is “when was the last time you wept in gratitude for what Jesus has done?”
  • An honest and gospel-centric view of sin in the individual’s life; a maturity in identification, confession and repentance of sin rather than a religious approach of minimizing or rationalizing sin.
  • A candid look at the marriage and family of the individual, focusing on questions about conflict and resolution, as well as healthy patterns of intentional pastoring and discipling of the spouse and children. For a husband, a focus on their leadership at home. For his wife, a look at her attitude of submission, a pattern of supporting his calling both inside and outside the home, and unity about the potential job opportunity. When we bring someone into the family by hiring them, we also bring their spouse into the family.
  • Honest assessments from previous employers regarding financial responsibility and interpersonal conflict.

These are simply snapshots of things we’ve found useful in assessment, and there is far more that could be used to assess character.

What have you found to be helpful in searching out the character of a candidate?

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