Interviewing Candidates Diocese of Colorado Underlying Assumptions Mutual

Interviewing Candidates Diocese of Colorado

Underlying Assumptions � 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

Preparation � 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

Parameters and Logistics � 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

Establishing Criteria � 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 theme areas � Establish criteria to assess fit in theme areas � Field test questions and criteria

Crafting Questions � 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

Crafting Questions � 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

Skype Interviews � 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.

Skype Interviews � 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

Candidate’s Parish Visit � 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.

Candidate’s Parish Visit � 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

Checking References � 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