Overview
The Florida Conference Hiring Roadmap is a standardized seven-step process designed to help churches, schools, and ministry departments make thoughtful, compliant, and mission-aligned hiring decisions. Whether you are filling a pastoral role, a school staff position, or an administrative post, following this roadmap ensures consistency, fairness, and the best possible outcome for your ministry and the candidate.
For questions at any stage of the process, the Florida Conference HR Department is here to guide you.
The 7-Step Hiring Process
Identify the Need
Before opening a position, clearly define why the role is needed, what gap it fills, and whether the budget is in place to support it. Consult with your church board, school board, or department leadership to confirm alignment with your ministry's strategic priorities. Determine whether this is a new position, a replacement hire, or a role expansion. Document the need in writing and obtain the appropriate approvals before proceeding.
Create a Job Description
Develop a clear, accurate, and complete job description that outlines the position title, ministry location, reporting structure, key responsibilities, required qualifications, preferred qualifications, compensation range, and any denominational or faith-based requirements. The Florida Conference HR Department maintains approved job description templates for common roles — contact HR before writing a new one from scratch. All job descriptions must be reviewed by HR before posting.
Post the Position
Submit the approved job description to the Florida Conference HR Department for posting on official channels. Positions are typically posted on the Florida Conference website, the North American Division job board, and relevant denominational networks. You may also share the listing through your church bulletin, social media, and word of mouth within the conference. All postings must comply with equal employment opportunity guidelines. Positions remain open for a minimum of two weeks unless otherwise approved.
Review Applications
Collect all applications through the official Florida Conference application process. Form a small search committee (3–5 people) representing appropriate stakeholders. Evaluate each application against the established qualifications using a standardized scoring rubric — HR can provide a template. Shortlist candidates based solely on job-related criteria. Document your review process and keep all application materials confidential. Contact HR if you have questions about any applicant or need guidance on the review process.
Interview
Invite shortlisted candidates for structured interviews. Use a consistent set of questions for all candidates in the same role to ensure fairness and comparability. The Florida Conference HR Department provides approved interview question banks for pastoral, administrative, and educational positions. Conduct at least two rounds of interviews for leadership positions — an initial screening call and an in-person or video panel interview. Document all interview notes and candidate evaluations. Avoid questions that are legally prohibited (age, religion unrelated to role requirements, family status, etc.).
Background Check
Before extending any offer of employment, all candidates must complete the Florida Conference's mandatory background check process. This includes a criminal history check, sex offender registry search, and reference verification. For positions working with minors (teachers, youth pastors, camp staff), an enhanced background check with fingerprinting is required in compliance with Florida law and Adventist Risk Management guidelines. No candidate may begin work until the background check is complete and cleared. HR manages all background check processing — do not initiate background checks independently.
Onboarding
Once a background check is cleared and the offer is accepted, begin a structured onboarding process. Provide the new employee with their signed offer letter, benefit enrollment information, employee handbook, and ministry-specific orientation materials. Assign a mentor or buddy for the first 30 days. Schedule 30-day, 60-day, and 90-day check-ins to monitor the transition and address any concerns early. Ensure the new hire completes all required compliance training, including Safe Church training for those working with minors. Report the new hire to the Florida Conference HR Department and complete all required payroll documentation before the first day of work.
Need Help?
The Florida Conference HR Department is available to support you at every step of the hiring process — from writing a job description to navigating a complex hiring decision. Do not hesitate to reach out before making any offer or signing any employment agreement.
Contact — Human Resources Department
Florida Conference HR Office
407-644-5000