Adding Members to Your Team

Adding Members to Your Team

A Pastor’s Guide to Hiring Ministry Staff

There comes a time in every growing ministry when you realize—you can’t do it all alone. The vision God has placed on your heart is expanding, the needs of your congregation are increasing, and the demands of healthy ministry leadership are too great for one person to carry alone. That’s a good thing.

But bringing someone new onto your team—especially in a pastoral or leadership role—is a weighty decision. New staff and leaders will certainly effect the church culture, they’ll influence people, and they’ll either help strengthen or maybe bring strain to the work God is doing within the congregation.

That’s why I’m writing this article today. In conversations with pastors across our Network, I’ve heard the same concerns repeated: 

• “How do I know when to hire?”

• “How do I know who to hire?”

• “What if I make the wrong decision?”

• “What questions do I need to think through before I start looking for someone?”

• “What’s the most important staff position, outside of the lead pastor?”

Well, these are all important questions — and throughout this leadership talk, I’ll try to answer some of them.  

My purpose in this article is to simply help you navigate the hiring process well.

As pastors and ministry leaders, God hasn’t called you to fill a position—He’s called you to equip people. He’s called you to raise up leaders who will serve, equip, and shepherd God’s people alongside you. And this is a sacred process. One that should be bathed in prayer, guided by wisdom, and I think — shaped by Scripture. 

In Proverbs 11:14, Solomon writes:

“Where there is no guidance, a people falls, but in an abundance of counselors there is safety.” — Proverbs 11:14 (ESV)

Some translations of Proverbs 11:14 use the word “victory” in lieu of “safety.” Either way, the message is powerful. When we seek the help of others — we do better. We succeed! One of the most strategic—and spiritual—decisions a pastor (or ministry leader) will ever make is the decision to add someone to the team.

Whether you’re hiring your first children’s pastor or bringing on another associate, staffing is about more than just filling a position. It’s about stewarding God’s mission and equipping your church for greater effectiveness.

So, let me offer you a few thoughts — sort of a pastoral roadmap for hiring staff well.

1. Begin with Prayer

Hiring should never begin with résumés. It should begin with prayer. The promise of scripture is if we will pray and seek God first, He will respond. He will answer. He will direct us. So, never underestimate the potential of prayer! Before job descriptions or budget conversations begin, spend time seeking the Lord and ask for His divine direction.  Ask the Lord to guide your steps, to bring clarity to the moment. Ask God to lead you to just the right person. 

— You’ll recall, in the OT, when it was time to anoint a king to reign over Israel, the prophet Samuel was led by the Spirit in identifying David (1 Samuel 16). 

— And even Jesus, in the NT, when it was time for Him to add to His team by calling the twelve disciples, he spent all night in prayer (Luke 6:12-13). 

So, why would we do less? Make this a matter of prayer! Don’t underestimate the spiritual dynamics of bringing a new voice and influence into the leadership mix of your church. It can be catalytic—but it can also be catastrophic. So, begin with prayer!

2. Know Yourself

Every strong team starts with a self-aware leader. So, take inventory of your own strengths and weaknesses.

Ask yourself:

• Where am I at my best?

• Where am I stretched too thin? 

In his book Good to Great, Jim Collins says, “First Who, Then What”—People are more important than things. And hiring the right people is vital. But, it doesn’t begin with them — it actually starts with you (the leader). So, know yourself! And as you do — as you discover who you are and what it is that you bring to the mix (of leadership strengths), then seek to discern what your weaknesses are.  Because, you don’t need to hire someone just like you. The church has you! What they need, and what you need is someone who can complement your leadership. But also, someone who can lead where you can’t. So, staff to your weaknesses, not your preferences.

If administration is a challenge, then prioritize adding someone who is strong in planning, and systems, and follow-through. If vision is your strength — but execution of vision is a problem, then look for someone who is good at implementation. Find a doer! Remember: you’re not looking for another you. You’re looking for someone who complements you, who helps you, who fills in the low places of leadership on your team. 

3. Discern the Needs

As the church grows — it’s tempting to hire more hands…but it’s critical that you find those with the right skills. What I mean is, typically as needs grow, so does the temptation to hire broadly instead of strategically. So, resist the urge to “just get more help” and instead try to discern:

• What area of ministry is currently underserved?
• Where do we need more focused leadership?
• What ministry gaps are limiting our ability to disciple effectively?

Perhaps it’s a Worship Pastor, or a Youth pastor, or maybe a Kids pastor, or small group ministry director. Or maybe it’s an Administrative Assistant. Be sure to discern the church’s greatest needs — and then, hire for health. Add those people who will help fulfill the vision by serving the leadership needs of the church.

4. Prepare the Church

Hiring well means preparing the people you already have. This requires you to communicate the need and the vision to your current staff, leaders, and congregation early and often.

• Engage your leadership team early. Their buy-in is essential. Staff additions affect climate and culture, relationships and trust, budgets and calendar. So, prepare your team for additions.
• Work within your polity. What I mean by this is simply — be sure to follow the proper procedures established within the church. Operate within the guardrails of your leadership team, your bylaws, and your ministry’s process. While it may be the decision of the lead pastor to choose who to hire, the approval of hiring, and the establishment of a salary or pay-scale will likely be the decision of others (likely the board). You want to make sure you operate within the established process — not outside of it. Violating process can be greatly impact your trust among your team. So, work within your polity. One more key on this matter…
• Demonstrate faithfulness. On a personal level, if you’re asking others to invest (financially) in a new role for your ministries, then be sure you are demonstrating a high level of consistency and stewardship yourself. Make sure you are giving your best to fulfilling the tasks and responsibilities you’ve been given — so they can see the need. If you are slacking, your church will not be interested in adding others to assist you. Lead by example. My point is simply, when your leadership team and board see your fruitfulness in ministry, they’re far more likely to support your desire to add others to the team.

5. Find the Right Person

Look for the right fit — not just impressive gifts. Because, not every great leader is the right addition to your church or staff. 

Several years ago, I was looking to add another team-member to our pastoral staff at the church I was pastoring. In my search, I really considered a friend — someone who I loved and enjoyed being with. They were also a very strong leader, deeply passionate, and wildly gifted. However, when I brought them in for an interview and visit — I discovered that they didn’t mesh well with the people in my congregation and on my team. In fact, it they seemed to create tension among my other staff. So, while I loved them, and they were extremely gifted — they weren’t the right fit.

Well, here are a few essential criteria to consider:

• Doctrinal Alignment: Ensure the candidate shares your theological convictions and fully embraces your fellowship’s doctrinal commitments. For Assemblies of God churches, this means we want to make sure anyone we add to our leadership team stands in agreement with our 16 Fundamental Truths — as well as our Spirit-empowered approach to ministry. If they hold to a different theological perspective, then they don’t need to be considered to be a part of our staff. Because convictions can’t be capped. Beliefs (at least on the core things of theology) really matter.
• Philosophical Alignment: You’ll want to discern, “How does this candidate view ministry?” Are they (like you), committed to equipping others, building healthy ministry teams, empowering others, and willing to serve with humility? Their leadership approach should align with and complement the direction God has given you. Their approach should never conflict with the philosophy of “the house.”
• Cultural Alignment: This goes far beyond the simple idea of a “personality fit.” This assessment seeks to discern if the potential staff person will embrace and thrive within the specific context of the community at your church. Meaning, do they understand and value the  unique nature of your church’s culture—your pace, your ministry values, your leadership dynamics, and even the style of expression of worship within your church? While a candidate might be capable of serving and even called by God, but if they can’t align with your church’s culture, they aren’t the right fit for you. Bringing them on your team in spite of these things will only cause frustration for you and for them.

Vet potential candidates thoroughly!

As you seek to find the right person, you will go through a vetting process. Don’t skip this step! As Paul instructed Timothy, “Do not be hasty in the laying on of hands” (1 Timothy 5:22). Take your time and vet thoroughly:

• Conduct a thorough background and (if relevant) credit check.
• Call their references—and ask them deep questions! Dig down — go beyond a surface inquiry.

What to Ask References and Former Employers

When calling references or former supervisors, here are helpful questions to uncover deeper insight:

General Character and Integrity

• How long have you known the candidate, and in what capacity?
• Would you consider them a person of integrity? Any examples?
• Have you ever had concerns about their honesty or ethics?

Spiritual and Ministry Maturity

• How would you describe their spiritual maturity?
• Are they biblically grounded and pastoral in their care for people?

Leadership and Team Dynamics

• How did they function on your team?
• How did they handle feedback or conflict?

Work Ethic and Responsibilities

• Were they dependable and self-motivated?
• How did they handle busy ministry seasons?

Relational and Emotional Intelligence

• How did they interact with church members, staff, or volunteers?
• Were they generally well-received?

Cultural and Doctrinal Alignment

• Did they align with your church’s values and doctrine?
• Would they thrive in a church like ours?

Red Flags or Concerns

• Would you hire them again?
• Is there anything we haven’t asked that we should know?

6. Take Your Time

One of the greatest staffing mistakes is hiring too quickly out of desperation. A bad hire can cost you time, trust, and momentum.

Pastor Carey Nieuwhof wisely says, “If you’re not sure about a candidate, you’re sure.” Better to slow down, pray more, and wait than to rush the process and hire the wrong person. If you’re not sure — than you’re sure. Don’t make the hire!

7. Stay in Step with the Spirit

Lastly, I encourage you to stay in step with the Spirit. Never lose sight of the bigger picture in regards to ministry. The ultimate goal isn’t building a team—it’s building the Body of Christ. As Ephesians 4:11–12 reminds us, ministry leaders are gifts to the Church, and the purpose of our calling is “to equip the saints for the work of ministry, for building up the body of Christ.”

That’s what this is all about—not hiring for convenience, but stewarding God’s calling on His people.

Final Encouragement

Adding to your team is a holy stewardship. It’s not just about filling a vacancy—it’s about furthering the mission God has entrusted to your church. A new staff member will bring more than a skillset—they’ll bring vision, voice, influence, and spiritual weight. So take this process seriously.

Slow down. Seek God. Invite wise counsel. Ask the hard questions. And once you sense the Lord’s leading—step forward in faith.When you hire in alignment with God’s voice, your leadership calling, and your church’s culture, the impact will go far beyond filling a role—it will multiply ministry. Remember, God hasn’t called you to fill a position—He’s called you to equip people.