Recruitment

Once a leader has a clear picture of the destination (the vision and goals), the second step in building a powerful team is to identify and recruit the team members. A leader needs to ask:

• What positions do I need and who are the right people for the various roles?
• Does the potential team member have the necessary qualifications and experience?
• Does the person demonstrate character and commitment to God, to people, and to the mission?
• Would I like to journey with this person, and could they help the team reach the destination?

Consider this carefully: it is easy to invite someone on the bus, but hard to remove them after the journey has started.

Training and Empowering

After you have recruited your team (or been introduced to those already on your team), it is your responsibility to steward your team, making the most of their gifts and experience.

• Quantity: Do we have enough people serving in Operations?
• Roles: Some of the operations roles include:

• Finance 💰 – Processing and providing staff with accurate and timely personal financial information (donations, salary information, reimbursements, etc.) and providing team leaders with budgets, balances, and financial reports.
• Legal ⚖️ – Providing legal information and counsel (taxes, visas, registration, etc.).
• Technology 💻 – Providing staff with technology support, solving problems, and helping them maximize the use of technology.
• Event Planning 🎉 – Offering guidance and support in conference and event planning.
• Fund Capacity 🎉 – Empower and support the financial sustainability of national ministries. This list is by no means exhaustive; some of these needs may not be felt by certain ministries. Understanding everyday operational needs is crucial.

Job Descriptions

Ops leaders have clear Job Descriptions (JD) outlining responsibilities and expectations for each role, ensuring accountability, effectiveness, and proper team support.

National OpsFC Leader JD

Sustainable OpsFC Recruiting

Biblical Foundation

Leaders should recognize Operations Ministry as a spiritual calling to serve with the team toward the fulfillment of the Great Commission.

Right-Sized

Recruiting should be appropriately sized to your ministry’s needs and context, aligned with the strategic plan and goals. OpsFC ideally provides capacity slightly ahead of your ministry’s faith goals.

Ownership

Leadership must recognize the importance of building capacity. Recruitment should be owned by OpsFC leaders, National Team Leaders, LDHR leaders, and others. OpsFC leaders are ultimately responsible for sustainable recruiting.

Questions to Ask Yourself

• Where in the Bible do you see examples of Operations Ministry?
• What are your ministry’s size and realities? Should you recruit volunteers, interns, or staff?
• How will you own and lead OpsFC recruiting? Does leadership share responsibility?
• Do you need to increase your Ops/FC recruiting skills? Who could you learn from?

Successful OpsFC Recruiting

Vision Casting

Communicate why Operations Ministry is significant, biblical, and accelerates the Great Commission. Prov 28:19 “ Without vision the people perish.” or at least they do not join our Operations team!

Show Opportunities

Demonstrate where potential staff/volunteers can serve immediately (finance, missions, audio support, design) and show organizational fit through job descriptions and charts.

Develop Relationships

Build relationships across life stages and ministry partners, including:

• SLM/GCM/LS staff
• Local churches
• Ministry partners

Questions to Ask Yourself

• What is your vision for Operations? Can you communicate it compellingly?
• How can you showcase OpsFC needs to others?
• Does your website display opportunities and contact info?
• Do you have an organizational chart illustrating OpsFC needs?
• Do you have at least 10 immediate volunteer opportunities?
• What relationships can help with recruiting? Who can you develop?
• Do you regularly pray for additional OpsFC laborers?

Strategic OpsFC Recruiting

Understand current and future staffing needs, build coalitions with ministry leaders, evaluate awareness of OpsFC in leadership, develop staff, and pray for laborers.

Questions to Ask Yourself

• What is the next OpsFC role you are trusting God to fill?
• What will your staffing needs be in five years? Are these in your OpsFC strategic plan?
• How are you measuring success in recruiting?
• Are leadership and policies aligned with OpsFC needs?
• Who currently has Ops skills that could be developed?
• Are there volunteer or part-time opportunities available?
• Are there pools of potential staff nearby, e.g., universities or ministry contacts?

Action Plan

• Identify partners for sustainable Ops recruiting.
• Determine the next step and set a completion date.
• Decide when to revisit and take the next step.
• Assign accountability for developing your action plan.