upward & inward

A few comments on the search for a Student Ministries Pastor. I have hired dozens of people in my tenure as a manager and leader. The guiding principles I have found helpful are: Expose the candidate to as many people within the organization as possible. Prepare the interviewers to seek the candidate's experiences in relation to the qualifications for the role. Gather feedback from each interviewer with regard to their observations of strengths/results, yellow flags of caution, or red flags of severe concern. Define upfront the decision maker(s) - preferably only one decision maker. The interview should open opportunities to understand a candidate's experiences as they relate to his/her preparation for the role. What he/she "would" do is secondary to the primary purpose of discovering the level of preparedness. We seek a win-win as we fill the role. We want a candidate to want the role. The candidate wants us to want him/her in the role. The three spheres of criticali

Got a chance to meet with Sherry's Grandpa. Dick is 91 years old - still living on his own and still sharp in mind. I've only know him for 21 years but I've always liked him. He's a good man with a good heart who isn't afraid (even now) to tell me what he thinks ("this is my opinion and it's for free..."). It was great to watch my boys really listen to their Great-grandpa share his stories - so that they can remember him and the wisdom he so readily shares. Children's children are the crown of old men; and the glory of children are their fathers. (Pro 17:6)