Home > Healthy Church Network > The “DOs” of Recruiting – Part 2

The “DOs” of Recruiting – Part 2

In our last blog, we discussed who to look for when you are recruiting helpers for ministry. Remember that jesus was highly intentional in choosing His disciples, and we can’t afford to be careless in our recruiting either. Truth is, when we are, we create many of the problems that make our lives most difficult.

But what do you do once you’ve determined the “who” of your ministry team? Begin to transfer VALUES.

Values are those essential ideas that drive your ministry. They are what you believe in, what compels you, what drives the passion of your ministry effort. Without a clear sense of values, people will choose their own motivations for ministry, and you may not always like what they choose.

Values and passion are the unique elements of life in your church–the stuff you want people to know before jumping in. They’re why you don’t sign folks up for ministry on their first Sunday. Values are the things you want to have in common before you engage anyone in your ministry effort.

What are they?

In addition to your church’s passion or vision statement, you’ll want to teach ideas like teamwork, accountability, and communicate the blessing that serving brings to Christ’s kingdom and to the one who serves.

You must communicate vision–the big one and the little one. The big vision is the overarching passion and direction the local church is pursuing. What church are we trying to be…a place where…get the idea?

People must be on board with the vision of the house if they are going to effectively serve that vision. Until the “why” is driving the “what” you can’t possibly get anywhere good or even know when you arrive.

Also, create a climate for clarification. Let every volunteer know their path for information and help them engage that path. If their go-to person is Bob, introduce them to Bob and help them have their first conversation with Bob. If they have a first conversation with Bob, they will be far more likely to have a second one when they need it.

Communicate expectations clearly too. Don’t be afraid to tell people what kind of commitment you need. People are looking for purpose, for a sense of significance that fuels the idea that they matter. If you make the job sound light or easy, your volunteers won’t find value in their efforts. If you expect little, that’s usually what you’ll get so stop apologizing for asking people to give themselves to ministry! Match their abilities to a task and then let them know that they now have a way to give God their absolute best. In fact, the sooner they realize that their serving God and not just working for you, the better.

The more effective you are on the front end of a ministry assignment, the better the experience will be for those who serve under your ministry. So take time to equip every individual with your values. And, of course, you need to show those values in action yourself. Let them see your passion for the church’s vision. Let them see you living the principles of teamwork and accountability, too. It’s a lot easier to follow a leader if he’s walking the same road he’s asking you to walk.

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