Sure, we have a Job Description for any position we’re recruiting, and we require a prospective candidate to fill out an Employment Application, including a Resume. But, nothing happens, regarding consideration, until the Questionnaire is submitted.
Of course, we want to get to know the candidate a bit; and, some of the questions help us to do that. But the most important reason for the Questionnaire is to help us measure the degree of “theological alignment” we have and whether or not the candidate would fit our culture as it relates to “ministry philosophy,” etc.
Theological alignment is a big deal for us. Perhaps this is the reason we’ve rarely hired staff from outside the church. Yes … that’s right. Just about all of our staff came from within the church since the original team was hired when we were planted. Oh, we’ve gotten close a few times. The closest to “outside candidates” would be the few current staff members who interned with us for a year (or more) before they were hired. As far as I’m concerned, though, by then they were “internal candidates,” already part of our church.
Keeping our church a true Restoration Movement church is one of our most important principles. We’re so committed to this that we wrote it into our Bylaws. They say, “Under no circumstances will a Senior Pastor be hired who has not received an undergraduate and/or graduate degree from an Independent Christian church college or seminary and had at least five years of full-time service with an Independent Christian church.”
I know, it says Independent Christian church, but trust me, it means Restoration Movement church.
The founding pastor and current church leadership are committed to preventing “theological drift.” Therefore, we won’t hire anyone that’s not from another Restoration Movement church and/or Independent Christian church college or seminary.