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Hiring Process

Hiring Overview​

Hiring practices at Perimeter Church will be conducted in alignment with our theology, our identity as an organization, and our hiring philosophy.

  • Our Theology

    • We hold fast to our church’s Statement of Faith, our denominational leadership (PCA), and the Word of God.

  • Our Identity as an Organization

    • Please see our beginning section regarding our Purpose, Vision, Mission, and Values as an organization.

  • Our Hiring Philosophy

    • Our hiring practices will help us discover future staff members that are a 4-C Fit.

      • CHARACTER – Proven demonstration of character in previous roles as well as a member of Perimeter Church (or willingness to become one)

      • COMPETENCY – Proven ability or believed capacity to meet the requirements of the job description

      • COMMITMENT – Availability & willingness to meet requirements of role and a general excitement about working for Perimeter Church

      • CULTURE – Alignment with Perimeter staff culture and team chemistry / “Gut feel”

Hiring Process​

Hiring at Perimeter is typically a partnership between our HR department and a designated “Hiring Manager” from the department seeking to fill the position. The “Hiring Manager” is most often the supervisor for the open position. The following process applies to any core ministry position, part-time or full-time, of Perimeter Church. The hiring process for seasonal staff for Camp All-American or Sojourn Adventures, Perimeter School Staff, Atrium Café hourly workers, Residents, Environmental Services Staff, Interns, and childcare workers, should be created by the specific ministry and then submitted to HR for refinement and approval.

1. Define the Ideal Candidate and Organizational Fit

  • Hiring Manager will Refine or Create job description for role. Send to HR for approval.

  • Work with HR to determine:

    • “Ideal candidate” for the role (utilize candidate matrix tool as needed)
    • Code, salary, exemption status, benefits, & reporting structure
    • Create timeline for recruitment, interviews, & candidate selection. Best practices:
      • Begin thinking internal and move outward (Team / Perimeter staff / Volunteer/ Perimeter members / PCA / etc…
      • Helpful to post position?
      • Who should participate in interviews? Final decision maker?
      • Who’s consulted or has a voice in the decision? (Department Leader or higher involves ELT interview/consultation)
      • Candidate should interview with multiple people during the process.
      • Process should be thorough, but not overwhelming (min/max interviews)
      • Gain feedback from co-workers (‘voice’ vs. ‘vote’)
      • If out of town, coordinate site-visit and in-person interviews
      • Gain approval on the position and plan from division head before recruiting

2. Recruit Candidates

  • HR responsibilities…

    • Brainstorm recruitment strategy with hiring manager.
    • Post open position on Perimeter website (via Comms department) for a minimum of three days.
    • Initiate Paycom application
    • Receive initial inquiries from candidates

  • Hiring Manager responsibilities…

    • Typically maintains the primary recruiting responsibility
    • Network with leaders inside and outside the church
    • See Recruiting Section of this playbook for further instructions and ideas

3. Interview Process

  • HR responsibilities…

    • Receive and screen resume/application from candidates
    • Perform initial intake interviews with appropriate candidates to identify INITIAL 4-C FIT
    • Initiate contact with Hiring Manager to discuss status of all candidates and determine who should move on to a 2nd interview
    • Initiate RightPath Profile & any necessary skill assessments with potential candidates before 2nd interview occurs
    • Manage “hand-off” to hiring manager for 2nd interview
    • Guide Hiring Manager through:
      • Performing an effective interview (Interview Do’s and Don’ts, etc)

  • Hiring Manager will perform 2nd interview and communicate with HR regarding each candidate’s status and determine if the interview process will proceed:

    • If NO…

      • HR will notify candidates (typically via email using rejection letter)
      • Hiring Manager has no further responsibility. (Note: If an internal candidate, hiring manager may desire to follow-up for relational reasons).

    • If NOT YET…

      • HR and Hiring manager will determine what’s best, erring on the side of transparency with candidates. (i.e. “You’re hirable, but not our top candidate”)

    • If YES…

      • HR will…
        • Check candidate references
        • Consult with Perimeter shepherding department
      • Hiring Manager will….
        • Coordinate next step(s) in interview process as pre-determined

Note: If candidate enters process through networking, etc…. the hiring manager should ‘email introduce’ HR and the candidate to ensure a consistent process is followed.

4. Select the Candidate

  • Hiring Manager will decide in consultation with HR, team, and divisional head.

    • Perimeter Church’s Mission/Vision, Values, and Strategic Anchors should heavily influence each hiring decision.
    • It is a best practice to shoot for at least three qualified applicants before making an offer.
    • All Department Head prospective applicants will be interviewed by a division head.

  • HR will coordinate with hiring manager to ensure an appropriate offer of salary, benefits, start date, & create an offer letter to be used in offer extension to candidate.

5. Make the Offer

  • The hiring Manager will typically make a verbal offer to the desired candidate.

  • Upon verbal acceptance, the Hiring Manager will follow up with an official offer letter and benefits summary doc (if applicable). The offer letter typically provides a 1-week window for the candidate to accept the position.

  • Candidate signs and returns the offer letter to accept the position. NOTE: All offers are contingent upon satisfactory background and reference checks.

6. Following Offer Acceptance by Candidate

  • HR will…

    • Notify all rejected candidates (typically via email).
    • Notify accounting of the upcoming addition (include exemption status, code, salary).
    • Guide Hiring Manager through next steps, including the official start date, and employee onboarding.

  • Hiring Manager will…

    • Complete a staff needs eForm (including start date for new candidate) which initiates onboarding processes with IT, Security, Facilities, Paycom onboarding & Accounting.
    • Create a communication plan to announce the new employee with assistance from HR.

Hiring Training Plan​

  • Reference/retrain staff on this document annually in staff operations training each fall. Keep up to date in staff knowledge base.

  • Refresh Department Leaders annually in a post-staff prayer Department Leader Meeting.

  • Train Department Leaders in cohorts throughout the year, but especially in the on-boarding training program for each department leader.