Step One: Search Launch
We introduce your key Board or Search Committee members to our process and how it differs from the typical executive search firm.
A. Launch our Vital Signs process
B. Vital Signs feedback session and recommendations
C. Orientation to our search and consulting manual
Step Two: Understanding and Describing the Need
In-depth "Critical Ministry Requirement" interviews are conducted with key staff and lay leaders from your organization who will provide the basis of understanding about your churches strategic leadership needs from the candidates we will be seeking.
A. Critical Ministry Requirement interviews and approval
B. Ministry Marketing Opportunity Profile written, discussed and approved.
C. Finalization of Search Project Management Plan.
Step Three: Research, Networking and Recruiting
We review the Critical Ministry Requirements with you to ensure that they accurately capture the giftedness and design the church requires in the candidates we are seeking.
A. MBD Team begins research and recruiting
B. Development of interview process and plan
C. Confidential overview of significant candidate
development and prospects.
Step Four: Development of Candidate Pool
We take your search into the marketplace of ministry through our extensive network and the supporting networks of our People Management partners throughout the United States.
A. Initial candidate pool presentation
B. Initial SIMA® benchmarking reports to clarify overall fit
C. Candidate profile and strategy adjustments
Step Five: Due Diligence on Potential Candidates
Initial candidates are interviewed and screened closely for compatibility with the Critical Ministry Requirements. We also screen for competence, education/training background, theological perspective, integrity, references, as well as past performance record as corroborated by peers and competitors.
A. Refining and deeper development of candidate pool
B. MBD referencing and candidate qualifications
C. Development of final selection plan
Step Six: Introduction and Presentation of Finalists
We share and discuss our analysis of the current candidates, their education, background and experience.
A. Presentation of final pool of candidates
B. SIMA® benchmarking comparison to CMR standards
C. Round one interviewing completed
Steps Seven: Onsite Interviews
Final candidates will be presented and interviewed by you for consideration on the basis of how they meet the Critical Ministry Requirements and position specifications.
A. Round two on-site interviews
B. SIMA® MAPs on final two candidates
C. Search committee referencing plan developed and
finalized
Step Eight: Final Round of Interview
We conduct in-depth interviews of the final candidates. A Motivated Abilities Pattern® report will be produced for each candidate to help predict how certain candidates will actually perform in the role.
A. Final round of interviews
B. SIMA® MAP comparison to candidates and CMR standard
C. Candidate pre-offer or call detail and negotiations
Step Nine: Final Selection and Presentation
We work with candidates and your church to facilitate the acceptance of your offer.
A. Candidate presentation and final consulting plan
B. Congregational vote and affirmation
C. Candidate call acceptance
Step Ten: Planning for the Future / Follow up
We make ourselves available to act as facilitators and consultants as needed during the transitional period following the new hire.
A. Celebration between church team and MBD team
B. Initial feedback questionnaire to MBD
C. Pastor Success Assurance Plan
D. Pastoral follow-up by MBD at 6-month anniversary