12 Tips for Current Candidates

At Rukes Search Group we care about the position but we care more about the people. That’s why we focus on building relationships with both our clients AND candidates. Over the past two years, we’ve been in a staffing market that is more favorable to candidates. This means that candidates, especially high-quality candidates, are able to be more selective when choosing their next ministry assignment. Chances are that if there is a candidate interested in a position in your ministry than they probably have 2-3 other offers or other positions they are considering already.

In an effort to provide candidates with some practical tips and advice during this time, we asked our Rukes Alliance Partners for their advice by posing this question,

Given the current climate of church staffing (candidate’s market, giving trends, quiet quitting, the great resignation, the great regret, etc..), what is one piece of advice you would give to candidates currently searching for their next ministry position?

See some of their responses below.

Greg Atkinson
Founder, First Impressions Conference / Founder, Worship Impressions

”Think long term. Look for the right “fit” and something you can see yourself doing for a decade or more. As you seek this type of long term ministry assignment, don’t be afraid to ask your own questions. Interviews should be two-sided. Both parties should be allowed to ask and answer questions. Finally, don’t go or move anywhere without having a peace in your Spirit.” 

Tracey Smith
Founder & CEO, Aaron Hur Group

”Be selective! I use the analogy of dating and marriage: Don't lower your standards or become desperate. Find a place where you fit the culture, the role, and the calling (your passion and skill set/gifting).“

Len Wilson
Executive Director, Invite Resources

”The most important thing is the people you’re working with - the potential staff, the culture, and the trajectory of the organization all depend on the person or persons in charge. This has never mattered more in my opinion. Ignore big institutions or cushy jobs with questionable leaders. Look for vibrant, vision focused, positive people, no matter how big or small their environments, and hitch your wagon to these places and leaders. That is true at any level - I told my 19 year old son that the job he currently has at Home Depot is a good one because the manager in charge of the store is a rock star. Good leadership is rare and special and your future self will thank you.”

David Staal
Author & Nonprofit Consultant, Davidstaal.net

”Develop deep awareness of who you are and who you are not, and then commit to not pretend in order to secure a job. Self-awareness should precede self-assuredness.”

Ed Ollie
Campus Pastor, North Shore & Teaching Pastor, Willow Creek Community Church

”As I've talked with potential candidates over the past couple years, it has been clear that the difficulty of being able to answer the coaching question of "what do you want?" has surfaced other potential gaps in focus and passion, the latter of which (passion) is absolutely essential at this time. Skills can be taught, but passion must be brought by a candidate.

Also, ask yourself, “Are you running from something or running to something?”

Tammy Kelley
Executive Search Consultant, Rukes Search Group

”About 8 years ago when I was in a job transition and trying to discern what was next.....a ministry leader that I greatly respect asked me this question:  What do you want the quality of your life to be? I had always been focused on God and call and missed that often God allows us great freedom in the specifics of living out our call in ministry. If you are in transition - take responsibility for being the architect of your life.  Before you say “yes” to a ministry job - make very sure you fit the culture of the organization. Make sure the geographic location fits your family. You have the opportunity and responsibility to participate with God in designing your next step.”

Eric Camfield
Founder & President, Altar Fly Fishing

”Invest in your own soul care now and then your soul investment in your new ministry rhythms. As goes the pastor, so goes the church. As goes the pastor’s soul, so goes the pastor.”

Sue Hood
Administrator/Recruiting Coordinator, Rukes Search Group

”Ask the question, “What are you looking for or not looking for in your next position or organization?” This will help reveal what you need to move forward and on the other hand, what you want to leave behind. It goes deeper than, “Why are you pursuing this position right now?”

Craig Higgins
Lead Pastor, Trinity Presbyterian Church

”Focus on the competencies and “fit” for a given ministry when discerning the opportunity.”

Troy Page
Chief Strategist, Ministry & Leadership Consultant, Dunham and Company

”I would counsel a candidate to not be so desperate to find a job that you jump into something just because there is an open door. Sometimes we can over spiritualize it and make sacrifices around important and very practical issues in the name of ministry. 

A. Do your homework to make sure your are healthy. You can’t hide long.

B. Identify how healthy the ministry is and what the underbelly looks like. No one is
perfect, but will you thrive in whatever dysfunction exists?

C. Can you live (within reason) on the salary in the community you will serve?  

D. Is there is a cultural fit (organizationally and the geographic location). Don’t discount a culture that doesn’t sync up with what you value, and even the things you like to do
during down time. 

These may sound simple, but I’ve made all of these mistakes before.” 

Bill Donahue
Founder & President, LeaderSync Group

”Don’t say you feel “called” to this role (probably 5 other people said a similar thing, and it makes it look like God is confused). Talk instead about your convictions, values and skills that describe how you work and can add value to the organization or church. Seek to learn their greatest challenges and opportunities, and describe humbly how you may be helpful in addressing these. So, less about what you have done (ok, important for credibility) and more about how you can help (REALLY important for their future.) Put yourself in their shoes as they ask themselves, “What does this candidate uniquely bring (experiences, abilities, insights, etc.) that we need to foster growth and mission success in our church/org?”

Mike Slaughter
Founder, Passionate Churches

”Check on DNA match, specifically the theological and missional understanding of the pastor and the church.”

We trust these insights are helpful for you as you discern God’s guidance in your next ministry job (or if you are thinking about switching jobs).

- Rukes Group Team + Alliance Partners