Question: We prefer employees to attend our church, but didn’t list it as a requirement for a recent job opening. How should we proceed with applicants who don’t attend?
Answer: First, don’t assume applicants wouldn’t attend your church if hired; people often do! Go ahead and update the job description to include the attendance expectation. Then, share this revised JD with the applicants, apologize for the initial omission, and directly ask if they would be willing to attend your church if offered the position. If you interview them, be transparent about weighing the benefits of hiring someone already connected versus bringing in a new person.
This preference often comes down to ensuring cultural alignment and having a team member who truly understands your ministry’s DNA, which can significantly boost effectiveness. While you can express this preference, having it clearly documented from the start in a comprehensive Staff Handbook and your Staff Lifestyle Agreement makes setting these expectations much smoother.
Original content by HR Ministry Solutions. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.
