The 3 Phases of Hiring: Vet, Woo, and Warn

I've interviewed thousands of people and been involved in hiring hundreds of people. That doesn't mean I have a perfect process, but it does mean I've learned a few things. The law of large numbers works for and against me--I've had more successes than most, but also more failures than most!

Hiring great people isn’t just about job descriptions and interview questions. It’s about discernment, relational investment, and telling the whole truth. Once someone applies to join your team, you enter a three-phase process: Vet, Woo, and Warn.

Each phase has a different purpose. Skip one, and you’re likely to regret it. Do all three well, and you’ll increase the odds of a long, healthy, and mission-aligned hire.

Phase 1: Vet Them

This is where most churches and organizations start. And it makes sense. You have a need, they have a résumé.

Questions you’re asking in this phase:

• Do they have the experience and skillset to do the job?

• Are they competent and capable?

• Do they fit our culture and values?

This is your due diligence phase. It includes reviewing their background, checking references, and running them through scenarios and assessments. You're discerning whether they can do the job and whether they would thrive with your team.

If the answer is no, you stop here.

If the answer is yes, you move forward.

Phase 2: Woo Them

Now that you're confident they could do the job, it’s time to shift from evaluation to invitation. This is where you pull out all the stops to help them fall in love with your team and mission.

What this might include:

• Building an authentic relational connection between them and their future peers

• A thoughtful visit that showcases the best of your organization and your area

• Generous hospitality—gifts, meals, personal touches

• Casting a compelling vision for the future and where they could fit

You’re not selling something fake—you’re putting your best foot forward. You’re showing them what’s possible if they say yes. This is the courtship phase. It should feel intentional and meaningful.

Phase 3: Warn Them

This is where it gets real.

Once you know they can do the job, and they want to join your team, it’s time to tell them all the reasons they should consider turning the job down.

Tell them the truth about:

• The hard parts of the job or the team

• The quirks or messiness of the organization

• The cost of relocating—weather, taxes, schools, housing

• The tension they’ll feel during staff meetings, budget seasons, or ministry pushback

Let them see the underbelly. Not to scare them off—but to make sure they’re certain.

If you’re hiring for a church role, you know hard seasons will come. Criticism will come. Weariness will come. And if they don’t feel deeply called before they start, they won’t last.

This phase isn’t about being cynical. It’s about being honest. Because honest expectations are the foundation of lasting hires. When times get tough, you want them to rest confidently on their calling.

A Healthy Hire is Built on All Three

• Vetting ensures they can do the job.

• Wooing ensures they want to do the job.

• Warning ensures they understand what the job really entails.

If you want people to last, you have to do all three.

Hire well, lead strong, and don’t skip the hard conversations.

Want to talk through a unique hiring situation at your organization? Let’s chat.