Hiring Process Update

Recommended First Step:

Soft Posting Process - ASAP

This process would include creating a job description and sending it out to the following:

1. Existing Staff
2. In-Network/Key Stakeholders
3. Strategic Job Board Posting
4. Optional - Contingency-Based Staffing Professionals (fees from 20-25% of salary)

Reasoning:

1. The guided process will take 3-4 months, at a minimum. Spending 2-3 weeks on seeing if there’s any low-hanging fruit seems a worthwhile investment.
2. Once we go through an agency, it will cost us between $35,000 and $40,000, even if the final choice is someone in-network. For this reason, ruling those people out before going this route seems wise.
3. If we proceed to a guided process, staff will know that a) none of them are in consideration, and b) Jon will be the Interim for at least another 3 months. Clarity on both of these items will help staff prioritize and move forward in their roles.

Process

• Any internal candidates will be brought to the committee directly, without being sifted or screened.
• Jacob Zampier will handle job posting creation and do initial screening for obvious poor fits.
• Jon Thorngate will do recorded, initial calls with each candidate, and add additional thoughts.
• Jon and Jacob will work together on building candidate profiles for external candidates who make it through the initial screening process.
• Jacob can/will do additional research and vetting of specific candidates, as requested.

Questions

Jacob took a first pass at a job description, attached here. However, in our discussion, he advised that there’s more conversation needed about clear values alignment, the role of faith, etc., in the organization. The lack of clarity makes something like the public posting of this job description a challenge.

Second Step, if Required:

Guided Search Process

Shepherd’s Staff