An effective job description is still hard to come across nowadays. When you look at job descriptions numerous businesses and organizations write you quickly notice most of them are all the same. The same language, the same tone, the same structure. And even if they try to sound more contemporary they are still all the same. Even we swap the descriptions between organizations and positions in many cases that wouldn’t make much difference. Now, think about the people who read them. What do they think and feel? Boring! And if they decide to apply it might not be their dream job but just a need for a job at all. But we want to attract high-quality talent that will thrive in our church and contribute to its growth.

You can learn more about how to write job description on our blog. Here are some key sections you need to include and how they will help the right candidates make the decision to join our team.

8 Elements Of Great Job Description

  • About this role
  • Primary responsibilities and tasks
  • The team
  • What does the work schedule look like?
  • Required experience and character
  • Mission, vision, strategy, and values of your church
  • The church, community, and area
  • Salary

About this role

We want to start the job description with a general overview of the role. Imagine what would you like to know if you were looking for a ministry opportunity. What would you like to know about the position you might consider applying for? Make this part interesting and gripping. You might share some past success stories that make this role amazing and rewarding. Mention why you are looking for a team member here? It might be because of your dynamic growth and this will be the first person for this position. It might also be possible that another amazing church leader has transitioned to another role but this one is still critical to ministry success.

Primary responsibilities and tasks

This part is pretty clear but again, don’t sound dull. Try to think about all the tasks that make this role exciting. Depending on the role you might be trying to address different types of personality so make sure that whatever gets listed here will reflect who you are looking for.

The team

Who do you think your potential new hire would like to work with? Who are the people that direct interaction with makes the job even more exciting and rewarding? According to Gallup “30% of employees have a best friend at work. Those who do are seven times as likely to be engaged in their jobs“.

What does the work schedule look like?

Give a potential candidate a good idea of what their week will look like. It might be inspiring to vividly describe a typical week for someone in this position. What happens and when. How all these activities lead to life transformation eventually. The better you describe that the easier it will be for the candidate to feel the weekly atmosphere. It’s also worth including more mundane information like office hours, home office options etc.

Required experience and character

While we tend to look for impressive resumes there is so much undeveloped talent that hasn’t had an opportunity to grown yet. You might be the first one to give them the opportunity to start growing professionally and you do it well, they might stay for a long time and serve alongside. Still, resumes do matter but we suggest focusing more on skills required rather than education. There are so many people with impressive experience gained in a more informal context. Make sure you are open to that as well and you will be surprised by talented people who apply.

Mission, vision, strategy, and values of your church

This section helps candidates understand who you are and what drives you as a church. People who look for ministry opportunities want to make a difference and the opportunity should be clearly stated in this part of the job description. Make sure your potential team member gets a clear picture of why you exist, what you do, and how you work toward your goals.

The church, community, and area

If you are open to people who are not originally from your area help them feel what it’s like to live there. Make sure to draw a clear picture of what the church is like. You might include some photos as well but don’t focus on Sunday services – it’s not where your team spends the majority of the time. Help them get a feel of your community and the area. What makes the place where your church is located unique. What opportunities are there for social life, leisure activities, travel.


It is surprising that many organizations don’t include this element in their job description. We think it’s absolutely crucial to clearly state what salary can be expected. First, if your reward is attractive it will be easier for good candidates to apply. Second, it might save you a lot of time to filter out people who have higher expectations that your budget can afford.

Other elements

  • Denomination
  • Location
  • Weekly attendance


If you are ready to start hunting for new team members who will help your church grow make sure you include these simple elements and rules into your job description. As you can see, it’s not hard to write a job description that will help you stand out from all the same job description that potential candidates read.