Each administrator position has its own specific skills, job requirements, experience, educational background and duties. Attached to that, is a benefits and salary compensation scale for those specific skills and traits.
Putting an administrator into the wrong position cannot only hurt your organization, it can negatively impact other employees and the administrator themselves. It is important to fit an administrator’s traits to the specific position within the group from the onset to allow you to have a positive impact on the organization and its mission.
So, how do you “fit” the administrator into the position?
Finding the right administrator for a position is playing God’s match game.
What skills, experience, education, training is required in order to carry out the duties and responsibilities of the position at hand? And, at what level of expertise are these skills needed? Is there certain program knowledge (such as Microsoft Office or database programming) that is needed? What work related characteristics (such as detail orientated) are necessary to carry out the responsibilities?
These should be reviewed each time a position is open. Start with a blank slate. So much can change in technology and knowledge as well as the organization’s internal operations; reviewing this before interviewing will help ensure a good fit.
What about managing other employees? Do you manage or develop? If there is management of others within the organization and what level are those being managed? Does the administrator hire or supervise? These traits speak to a level of experience.
Is there a high level of confidentially required for the administrator? Is there fiscal responsibility and at what level? Is there a fiduciary responsibility to the organization? All are good questions to answer.
What other people or departments does this position interact with or have input into? Is there any integration with other areas of responsibilities? Being able to work well interdepartmentally and cooperate between departments are key elements for an organization’s health. At the other end, does this position work independently, without coordination of others? Again, these traits need to be determined before an administrator is put into the position.
Each individual has a unique set of God given talents, skills, and experiences. What are they and to what level? You need to determine what they are. The interview shouldn’t consist of simply checking off a list of job requirements. You want to see the person behind the resume.
Did you know that there are different types of interviews? The position you are interviewing for may require a specific technique or a combination of them. Here are some of the main ones:
Working in the church environment allows us to really think differently on hiring. We recognize that we have limited resources for compensation. And we want to use those resources for the glory of God as those resources are provided by Him.
At the same time, we recognize that each individual is given specific gifts and talents by God. And yes, we want to use those gifts and talents for His glory as well as He has provided those through his servants.
So, what better way can we serve God and show our gratitude for His gifts to us than by carefully, thoughtfully and prayerfully matching His resources with the gifts He has provided His individual servants.