The 6 C’s to Hire Staff or Recruit Key Volunteers
J.R. Briggs
November 30, 2017

If you were looking to hire a staff role or recruit a key volunteer at the church how would you know if they were the right fit? Is it discernment in prayer? Is it by their experience in ministry? Their skill set and personality? The confidence of a search committee or elder team? A spiritual gifts inventory and enneagram assessment? A feeling in your gut? A combination of the above? If you are looking to hire someone as well, it’s essential to always keep in mind aspects such as workplace diversity importance. Additionally, promptly addressing incidents of workplace discrimination can help boost employee satisfaction.

As I look back on my ministry experience, I realize that sometimes I hired or recruited the right person. They were a wonderful fit and they (and everyone around them) thrived. But I also remember that there are many other times where I made the wrong decision and completely blew it. The leader I thought would be a good fit turned out to be a disaster – and I should have seen it coming.

So, how do we go about in the discernment process? I’ve found a simple and easy to remember guide of 6 characteristics (all starting with C) – along with a guiding question for each – helps the process. Several of the C’s come from other spaces (some even the business world) but I do believe they can be helpful in the church as well.

[1] Character: This character always needs to be first on the list. The leader must be full of integrity and honesty and possess purity in all areas of life. We talk about the need to surround ourselves with F.A.T. leaders – those who are faithful, available and teachable. Great leaders may possess the other 5 C’s below, but if they are not full of integrity and character, don’t consider having them join the team!

Question: Could I completely trust my children with this person?

(2) Competency: Certainly, God can use anyone with any skill set. This is not suggesting a corporate headhunter mentality in the church. People’s value as a child of God is not measured in their productivity or effectiveness. This is simply to make sure that they are the right fit – that their capability and proficiency matches the responsibilities of the job. I’ve seen too many wonderful people hired or put into key roles where they are just not capable of fulfilling the tasks that have been asked of them.

Question: Is this person capable of doing what we are asking them to do in this particular role (i.e. is this the right fit, based on their proficiency and skill set)?

(3) Chemistry: So much of ministry is relationships. Chemistry with those you serve alongside of is important. It doesn’t mean we have to be best friends with everyone we work with. But it is important for us to consider chemistry, both on a personal and an organizational perspective. On a personal side, is there relational and emotional intelligence and spiritual maturity exhibited in their life? Are they kind and caring, do they work hard and yet have a good sense of humor? Do I enjoy working and serving alongside this person and can we be both honest and honoring to one another in these roles? On an organizational side, is this person passionate about the mission of what we are doing here in our church – or are they simply looking to serve with friends or looking for any opportunity to lead?

Question: Is this person someone that could sharpen me and I could sharpen him or her, while also bringing out the best in him or her? And, is there a passion for and a clear alignment with the mission of our church?

(4) Consistency: Trust is built through consistency.  A leader must be responsible with big things (finances, people’s stories, relationships, etc) as well as small things (follow-through, showing up on time and when they say they will do something). Therefore, a leader must be full of trustworthiness and dependability.

Question: Have they exhibited consistency in all areas of their life and show themselves to be responsible? Can I trust them to do what they say they are going to do?

(5) Capacity: This C is related to Competency, but slightly different. This is not entirely about skill level; this also involves how much confidence people will be and how much trust they will put in the leader they are choosing to follow. Is there capacity growing or is there an evident ceiling? Those with high capacity have a tenacity to get their hands dirty and “figure it out.” They don’t give up easily. They trust, they persevere, they don’t give up and they push through when things are difficult – and others seem to notice.

Question: how confident will people be in following this person’s leadership, especially into new and uncertain areas?

(6) Calling: This is another significant C. In the secular world, you may be able to possess the first 5 C’s and be good at your job. But in the kingdom, we believe that the Spirit calls us into specific callings of vocation, especially in ministry. Calling is much more sacred and significant than a job or a fun ministry leadership role. Leaders with calling know that God have a confidence that God has brought things together in such a way that they can’t not respond to what He is asking of us.

Question: is this a simply a “good idea” or a true sense of being called to this position?

Certainly, discernment is important. These are not intended to be a formula or an equation; they are intended to be a form use with intention. Understand your context, your people and God’s specific call on your life as you use this tool. But next time you are recruiting or hiring for a key ministry position, utilize the tool of the 6 C’s and see if it is a helpful part of the discernment process.

Tithe.ly is Partnering with Ecclesia!

By Bob Hyatt • September 15, 2025
A New Ecclesia Network Benefit! 

An Ethical Response to Violence

By By Jim Pace • September 15, 2025
In the aftermath of Charlie Kirk’s shooting, social media has been filled with perspectives, as is typically the case. I am reluctant to add mine as there seems to be no lack one way or the other. To be clear, this is not just about Charlie Kirk, this is about violence across the board. I did not feel led to write this because it was Charlie Kirk specifically, but rather another in a long and winding line of acts of violence, that my ministering at Va. Tech gives me a bit of personal experience with. But as I have just finished teaching two classes on Christian Ethics, and as I was encountering again the spread of responses from my Christian sisters and brothers, I felt led to look at this event through that lens. Ethics, at its base, seeks to answer the question, “What is better or worse? Good or bad?” As a follower of Jesus, this is what seems right to me… 1. We never celebrate harm. Whatever our disagreements, rejoicing at a shooting violates the bedrock claim that every person bears the imago Dei (Gen 1:27). Scripture is explicit: “Do not rejoice when your enemy falls” (Prov 24:17); “Love your enemies, pray for those who persecute you” (Matt 5:44); “Do not be overcome by evil, but overcome evil with good” (Rom 12:21). I don’t love blasting verses like this, but you cannot get away from them if you are reading the scriptures. 2. Moral responsibility sits with the shooter—full stop . Saying “his rhetoric got him shot” smuggles in a just-world logic that excuses violence. As a contextual theologian, I have an enormous amount of respect for the impact our various narratives have in shaping our understandings of the world around us. They are inescapable. But that is not what I am talking about here. Ideas can be wrong, harmful, or worth opposing vigorously, but vigilante ‘payback’ is never a Christian category. My primary gig is that of a consultant for churches and non-profits. Today, in my meetings and among friends, I have heard some variation of “He got what he deserved,” and “I vote for some very public justice for the shooter.” Both of these views speak of revenge; the follower of Jesus is called to lay these down as our Messiah did. Not asked to, told to. 3. Grief and outrage about gun violence are legitimate; schadenfreude is not . Channel the pain toward nonviolent, concrete action (policy advocacy, community intervention, survivor support), not dehumanization. Here are four thinkers who have had a profound impact on the Christian ethic I try to work out in this world. As I share them, three things are worthy of mention. One, I certainly do not claim to follow their guidance perfectly, and at times I do not even do it well, but they have all given me what seems like a Jesus-centered and faith-filled direction to move in. Second, I do not claim to speak for them in this particular matter; I am merely showing how my ethical lens has been formed. Third, clearly I am not dealing with all the components of our response to these types of violence, this is not a comprehensive treatment, merely the reflections in the moment. Stanley Hauerwas : “Christian nonviolence is not a strategy to rid the world of violence.” It’s part of following Jesus, not a tactic we drop when it’s inconvenient. Stanley Hauerwas, Walking with God in a Fragile World, by James Langford, editor, Leroy S. Rouner, editor N. T. Wright : “The call of the gospel is for the church to implement the victory of God in the world through suffering love.” Simply Good News: Why the Gospel Is News and What Makes It Good. In other words, we answer evil without mirroring it. David Fitch : Our culture runs on an “enemy-making” dynamic; even “the political rally… depends on the making of an enemy. Don’t let that train your soul.” The Church of Us vs. Them. Sarah Coakley : Contemplation forms resistance, not passivity. For Coakley, sustained prayer trains perception and courage so Christians can resist abuse and give voice against violence (it’s not quietism). “Contemplation, if it is working aright, is precisely that which gives courage to resist abuse, to give voice against violence.” Sarah Coakley, God, Sexuality, and the Self. Coakley would say that far too often we react before we reflect. This is the problem that Fitch is getting at in much of his writing, that our culture actually runs on antagonisms, the conflict between us. We need to find a better way.