By Michele Dyer

Church hiring isn’t just about finding talent—it’s about stewarding culture. The right candidate profile helps you move from “fill the role fast” to “build the team wisely.” When we slow down to clarify who we need (not just what we need done), we protect the mission and serve our people well.

Start With More Than a Job Description

A job description lists tasks. A candidate profile describes the person who will thrive in them. Is this role primarily people-oriented, task-oriented, or a blend? What relational strengths, work rhythms, and growth capacity will serve your team best? Answering these questions first keeps your church hiring focused and healthy.

Use Tools to Clarify Fit (Not to Box People In)

Assessments like DISC, Myers-Briggs, PLACE, and Working Genius can surface how a candidate is wired—and how they’ll complement your current team. Before you interview, map your team’s strengths, gaps, and dynamics. Then hire to the whole, not just the hole.

Avoid the Pendulum Swing

When someone exits, it’s easy to overcorrect—hiring the exact opposite to fix one pain point. Resist that. Look for a balanced profile that serves people and process, short-term needs and long-term health.

Involve the Team Early

Invite input as you draft the profile. Let final candidates meet the team and give your people permission to share honest feedback. Then, once you hire, brief the team on the new person’s strengths and growth areas so everyone owns onboarding and integration.

Name Calling, Not Just Capacity

Skills matter, but alignment matters more. Listen for calling—how the candidate talks about the church’s mission, discipleship, and serving the body. When calling, character, and chemistry show up together, capacity multiplies over time.

Turn Hiring Into Discipleship

Hiring is a culture moment. Slow down to see people, call out gifts, and prepare the team to receive them. That’s how churches build teams that last—and ministries that flourish.