Editor’s note: This blog is the second in a two-part series, focusing on a key topic in churches—especially this time of year. In part one, the author focused on the recruiter’s attitude, the wisdom of honing in on people’s strengths and interests, and a way to expand your circle of invitees beyond members you may personally know. Here’s the conclusion.
An inviting invitation
Some invitations are more inviting than others. “I have to throw a baby shower for my sister. Wanna come?” feels much less welcoming than “We’re going to celebrate Sandy’s new baby. It’ll be a lot of fun. Can you come?”
How do you describe the serving opportunities you’re inviting people to consider? “Teach Sunday school” is accurate, but it doesn’t paint much of a picture. Compare that to this: “We’re looking for someone to share Jesus with our third graders, to have fun with them at craft time, and to help them put their faith into action.”
It will help a lot to have on hand a one-page ministry description for each position you want to fill. This description should include key outcomes (like those in the last paragraph), plus important details like the kind of training available, the approximate weekly/monthly time commitment, an end-date for the volunteer’s commitment, helps you’ll provide, and other pertinent facts.
Accepting or declining the invitation
I’d be happy to receive an invitation to a book discussion group. But before accepting it, I’d want to know when the group meets. I’d ask myself if I have time for another commitment. I might even want to know the type of books to be discussed before I accept or decline the invitation. Even volunteers with enormous hearts for serving have choices to make. There will always be “more requests than resources,” as someone has put it.
When you invite someone to serve, don’t expect an immediate answer. Instead, encourage the person to take time for prayer and thought. Get back to them later. Accept a “no” answer graciously, and listen carefully to their reasons for declining. Perhaps the job can be adjusted to make it work. Or perhaps down the road you will find another position for them, one that fits more comfortably.
An invitational system and culture
Recruitment is affected by more than just your invitation. Every church has its own “way we do things,” both the formal systems and also the unwritten habits of the congregation’s culture. Each will affect the answers you receive in response to the invitations you extend. If leaders are serious about getting more people involved in serving, they’ll address these questions often:
- Are people reminded regularly that we all are gifted and called to serve?
- Do you offer regular biblical study on stewardship of time and talent?
- Is personalized help available for people who want to determine their spiritual gifts, abilities, and ministry passions? To help them identify ministries that match their gifts and goals?
- Do existing ministry groups welcome participation, ideas, and suggestions from new volunteers?
- Are volunteers trained, supported, and affirmed while they serve?
- Do staff members work at involving volunteers in service or do they try to do it all themselves?
- When more than one person serves on the same project, conflict is inevitable. Do you deal with it in healthy, Christ-honoring ways?
First, Last, and Always
Prayer is your one essential recruitment tool. Staying in close, personal contact with the Holy Spirit opens us to his involvement in the recruitment process. As we recruit, we invite His people to use gifts he has given in his service. We can be confident that God will supply all the people needed to do what he wants done. When we remember that it’s not about us, recruitment can become an exciting adventure in Christ’s service.
Tools you can use:
“Is Your Church a Good Steward of Its People’s time and Talents?” – a simple survey. (The third page of this survey includes a list of resources on church volunteerism.)
Additional recruitment resources
The Equipper website supports healthy recruiting and church volunteerism.
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