Putting Together a Launch Team: How?

The final component to recruiting a launch team is making the ask.

Don’t be afraid or ashamed to make the ask:

  • Whether you’re going to be paying them or not, you are not asking them to make a sacrifice,  you are giving them an opportunity to join you in transforming a community.

  • If you begin a recruiting conversation with an apology, you’ve just lost them.

  • Your perspective must be to communicate your vision clearly and ask them to be a part of your team.
    • It’s not simply to serve in a role, but to be a part of something bigger.

A few recruiting tips:

  • Lead with vision, not ‘the ask. Help people grasp your vision before you ask them to join it.
    • One of the best ways to do this is through stories.  It helps put a face to your vision.  Share testimonies or hypothetical situations of residents in your target community.
    • You want people to relate and connect with the problems you are trying to solve.
  • Once you’ve communicated clear vision, communicate the team role you would like them to serve in.
    • Be clear in your expectations
    • Let them see how that role will help in accomplishing the vision.
  • Finish with a ‘Imagine If’ vision.
    • Give them a mental picture of what their efforts will do in changing a community/city.
    • “Imagine if you were in this role…”

Recruiting & Interns (Part 2)

In my last post, I talked about recruiting and to continue this series, here are a few questions I like to have answered when interviewing for interns:

  • What’s their story? I like to hear how our internship program would fit into the flow of their life story.
  • Are they currently doing what they feel called to do? A student should not be experiencing ministry involvement for the first time on their internship.
  • How do they view themselves? It’s important for them to be able to verbalize what their strengths and weaknesses are.
  • What are their expectations for the internship and how does that fit into their overall life goals? I want to make sure their expectations realistically align with what our internship will offer. If you get this wrong, you’ll have a really frustrated intern.
  • How do they work with others? In our setting, they’ll be working with other interns as well as our pastoral staff. If they don’t work well with others, it’s going to be a long 12 weeks.

Recruiting & Interns (Part 1)

This month I am traveling to a number of colleges interviewing and recruiting primarily for the 09 summer internship program at APC. This is the fourth year I’ve interviewed for interns and over these few years I’ve learned a few things about recruiting and looking for interns. Here’s a few insights I’ve discovered:

  • In recruiting, you have to stand out. Do something creative, something different. If you don’t, you’ll be standing there just like everyone else, without any interviews.
  • Don’t wait for prospects to come to you, go where they are. On a college campus, that’s in the classroom. In the workplace, that may be a lunchroom or common workspace.
  • Be able to communicate clearly and in a few sentences what your internship offers.
  • Know what you’re looking for. Don’t just say, “I’ll know it when I see it.” This doesn’t usually result in the right person, but the available person, and there’s a big difference.
  • Your passion for your church/ministry is contagious. If you want to attract the best, you need to be truly passionate about what you’re offering.
  • The best recruiting tool is former interns that had a good experience. So focus your attention on creating a good educational experience for your interns. Their good reports will go much farther then fancy marketing.

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