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Published byMiles Warren Modified over 9 years ago
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Diocese of Colorado
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Mutual process – relationship is being established (inter-viewing – seeing each other) It’s about what God is doing in the parish and in the priest Based on parish vision and ministry Criteria emerges from future leadership needs Confidential
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Prayer Process structure and time line Parameters and logistics of skype and site visit interviews Establishing themes, questions, and criteria based on profile Creating safe and holy space for conversation with candidates Communication with candidates Assessment mechanisms for search committee
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Place and use of technology Atmosphere Duration Two way conversation Communicating process and timeline Decide who is doing what, how many participating, etc. Do your homework on each candidate Questions and rating sheets
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Review parish profile for skills and attributes needed in the future rector Decide on 4 or 5 themes that are key to explore based on future parish ministry and vision (See Star Training Manual) Develop 4 or 5 questions getting at candidate’s experience in the theme areas Establish criteria to assess fit in theme areas Field test questions and criteria
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Invite conversation about current examples of past experience in theme areas Other areas of exploration: motivation for ministry – passion question, professional skills and abilities, personal qualities Explore personal dimensions: goals for personal development, use of time off, books reading, fun, own sense of strengths and weaknesses
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Evaluate questions: ◦ What does it have to do with the position? ◦ Why do I need to know? ◦ Would I be willing to answer this question? Core questions are used for all candidates, specific candidate questions are developed to find out more about one specific person
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Select a group of three to interview Select questions for theme areas and personal dimensions (maybe 3-6 questions total) Structure your one hour interview leaving time for introductions, overview of process, and prayer at the beginning and questions from the candidate at the end Decide who is going to do what.
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In a prior communication with the candidate, explain the nature of the call. Use the same interview and rating scale for all candidates Field test the interview Develop rating sheets for after the interview
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Arrange with the candidate for the visit Have at least two people visit Remember: If candidate is rector much of the parish ministry will reflect aspects of their ministry. (Not true for an assistant.) Develop structured interview with criteria & schedule time with the candidate to interview Develop criteria for assessing sermon, celebration, interaction with parishioners, etc.
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Be inconspicuous while at their church! Ask candidate’s permission before interviewing other parishioners of staff. Use the same assessment sheets, interview questions, and structure for all of your candidates. Review search timeline with the candidate before you leave
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Select a member of their vestry, a significant lay leader, a staff member or supervisor from the list of references provided by the candidate Use a structured interview process with questions tied to key needs for your search Select people to do the reference checking who have the ability to probe without putting people off
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