How to Select a Person

[cw4u]

I was working on our youth organizational chart for the 08-09 year, (we go buy an academic year) and have a problem. I've got two guys that are both equally able to do the same position. (Director of Projection) I've been doing that position for the past four years, and now am moving up to asst. director of operations. Should I give them a skills test, or something like that? The only problem I can see with that is that they might not want to take it, but if only one wanted to, then I would see who really wants the job. Both have told me to put them wherever they're needed, so it's not too competetive. I just want to choose the best person, and I don't really know who to pick.

Any help would be appreicated.

Thanks.

[[Director] Joseph B]

If they both truely are equally qualified, ask them who wants it. See who gives you the best reasons for picking him (or who wants it too much, if you know what I mean).
If all else fails, pray if you get no answer there, split the position (or flip a coin).

[[Admin] osborn4]

If they are going to have people under them, then people skills are more important than technical.

Watch them and see how they relate to others, especially other projectionists.

[shayward]

Always look for a servant's heart. Someone who is a natural born leader should be kept away from any form of church leadership and someone who is a natural born servant... now they are the one to look for.

[benwilhelm]

First, a quick question, are we talking about paid positions or volunteer positions?

Regardless, they both say they're willing to serve wherever, which on one hand sounds good (i.e. shayward's post above). But on the other hand it can sound passive and dispassionate (not knowing them of course). That said, I'd choose the one who is more driven. In that way, I do disagree in some sense that someone who is naturally a leader shouldn't be allowed to lead in the church ("gift of leadership"). But going further that direction could be a rabbit trail.

Anyway, when I see the title, Director of Projection, I think management as opposed to technician. So I'm thinking, as Osborn4 said, people skills, and I'll add organization skills.

And on an unrelated note, without the signatures, it's weird to have to say your handles instead of your name!

B

[Escribame]

cw4u,

If you have been doing this position for four years, you have a great handle on what is involved all around. You said they were both equal on the technical abilities so I would concur with the others that you need to assess their management and people skills. How well do they do under pressure with someone needing their assistance when the other person is already frustrated? Can they communicate their technical knowledge in a way that your other workers can understand it, or do they go over the workers knowledge level and cause more confusion? Just a couple areas I would consider for your canidates.

Lyndle

[cw4u]

All of these are unpaid youth volunteers. I added the title of director for organizational purposes. Each director of lighting, audio, and projection has two people or more underneath as backups/assistants. I'm supervise all of the directors and their assistants and report to the dir. of ops.

Anyways, I'll take into consideration y'alls recommendations when I submit the organizational chart to the church staff.

Thanks.

[cjlowe]

Another thing to consider: how does each candidate cope with the unexpected happening in a service? And, what's the likelihood of each candidate being around and available long-term? (For example, candidate 1 may be 6 months pregnant, or wants to go away to college in Botswana eventually or something).

[tedanderson]

I would also assess how much complaining/murmuring each one does (if at all) to eliminate the possibility of poisoning the minds of those under him.

[kbob]

It's really about who has the best heart of a servant. At some point, the tech stuff becomes secondary. Will people follow them? Will he/she take the hit if something goes wrong (by that I mean does the buck stop with him or her, or do they have a reason/excuse when asked what went wrong?-most Pastors and MoM don't want reasons, they just want to know it won't happen again...)? Even more so if they lay the blame on someone else.

How quickly do people they train grow into taking ownership of their roles? Not just becoming technically proficient, but eagerly trying to take on more responsibility?

Some of that is on the person learning, but some is how well-and how enthusiastically-the trainer is in communicating their passion.

Which brings me to the final point-who has the most passion for the duties involved, while remaining submitted to the leadership they answer to. In other words, to push for excellence without pushing an agenda.

[[Director] Joseph B]

Or perhaps you should ask, what if I had to work FOR THEM? Which one would you want in charge of you?

[WORDpictures]

My first reaction is to serve jointly - but confusing if the position directs others as you later mentioned. All else being equal and assuming appropriate age, does one wish to pursue a related career field (media, technical, even business management) for whom this position could play a role toward that future? Whereas another's ultimate objectives could be in a totally unrelated field. Do you know those aspirations - (you're potentially the mentor here). Offering a titled position like this could possibly make or break some dreams. Though it really may not matter to either, anytime you're handing out a title I'd say that fact alone "does" matter.

Pray for God's guidance to make His choice clear.