Finding the right staff for your church isn’t just about filling positions—it’s about building a team that aligns with your mission, culture, and vision for ministry. But in today’s hiring landscape, churches face unique challenges that make the process difficult. From a shrinking candidate pool to ensuring theological alignment, these difficulties can slow down hiring and even discourage ministry leaders.

Here’s a look at the biggest hiring challenges churches are facing today—and how to fix them.

1. A Shrinking Pool of Candidates

Many churches are struggling to find qualified candidates for ministry roles. With fewer young leaders pursuing vocational ministry and an increase in burnout among existing staff, the pool of available candidates is shrinking. Also, since there are more openings than there are candidates, ministry applicants are often able to jump into more senior level roles right from the start, than they has been historically the case.

How to Fix It:

Invest in Leadership Development: Create an active pipeline of potential staff members by mentoring and equipping leaders who are already in your church.

Expand Your Reach: Don’t just post job openings on your website—utilize job boards like MinistryHub, seminary networks, and social media to get in front of a larger audience.

Consider Hiring Remotely: Widen your candidate pool by opening the opportunity to people outside your immediate area. While this would not work for roles like a Senior Pastor or Worship Pastor, administrative, graphic design and even finance positions can often be handled by people not immediately in your area.

2. Unrealistic Job Expectations

Many churches expect one hire to “do it all,” leading to long job descriptions that scare away qualified candidates. A youth pastor who’s also expected to run tech, lead worship, and oversee social media? That’s a tough sell. Yes, we want team-players in ministry, but sometimes this results in spreading people too thin – leading to frustration, poor performance, and ultimately burn out.

How to Fix It:

Prioritize the Essentials: Instead of listing every possible responsibility, focus on the most critical aspects of the role.

Clarify Expectations: Be clear about what success looks like in the first six months or year of the job. What are the key initiatives that need to be pursued? What are a few metrics this person can use to accurately gauge their performance?

Empower Volunteers: Not everything has to fall on staff. Train and equip volunteers to take on some responsibilities. This not only frees up staff, but helps church members feel more needed and known.

3. Slow Hiring Processes

Churches are not known for their speed in hiring decisions. Of course due diligence needs to be completed, but in this market speed is also important. While prayer and discernment are crucial, an extended hiring process can cause top candidates to accept other opportunities.

How to Fix It:

Create a Clear Timeline: Map out the hiring process from application to offer, ensuring it doesn’t drag on unnecessarily. This makes things clear for your internal team so you feel confident on the process, while also giving the candidate an expected roadmap for the process.

Communicate Regularly: Keep candidates informed so they stay engaged and don’t feel left in the dark. It’s always better to send updates and over communicate with candidates. This not only helps the candidate stay engaged, but it helps ensure your organization isn’t surprised by any last minute decisions the candidate may make.

Streamline Decision-Making: While team input is valuable, designate a small hiring team to avoid delays caused by too many opinions.

4. Finding Candidates Who Fit Your Church’s Culture

A candidate might have great experience and skills but still not be the right fit for your church’s culture and theological values. Hiring someone who doesn’t align with your vision can lead to frustration on both sides.

How to Fix It:

Define Your Culture Clearly: Ensure your job description reflects your church’s mission, values, and expectations. If you have denominational affiliations, ensure those are clearly stated.

Ask the Right Interview Questions: Go beyond skills—ask about their philosophy of ministry, leadership style, and personal faith journey. Scenario-based questions are also very helpful in understanding how someone would lead in specific situations.

Have Candidates Visit in Person: Whenever possible, bring candidates on-site to experience your church firsthand before making a final decision.

5. Salary and Benefits Constraints

Many churches struggle to offer competitive salaries and benefits. This can make it difficult to attract and retain top talent, but with some creative thinking even churches with limited budgets can offer attractive packages.

How to Fix It:

Get Creative with Compensation: If you can’t offer a high salary, consider additional benefits like housing assistance, flexible schedules, cell phone reimbursement, or professional development opportunities.

Be Transparent About Finances: If budget constraints are a concern, be upfront with candidates while also showing your commitment to fair compensation. We typically recommend that churches publicly display their salary range…this just creates an honest, communicative dialogue right from the start.

Moving Forward

Hiring in today’s church landscape comes with challenges, but it’s not impossible. By adjusting your approach, streamlining your process, and expanding your reach, you can find and retain the right leaders for your ministry.

If you’re looking for a place to post your job and reach qualified ministry candidates, check out our MinistryHub job board. Or if you’re looking for more engaged services, reach out to our team—we’d be honored to help!