We have changed our bulk pricing structure. We previously sold Gold Star listings in bulk, but you can now purchase Premium listings in bulk, for the 1 month price. Have a look at the chart above, or check out our bulk prices.
Gold Star Job Listings have a new feature, Automatic Email Reply. Gold Star churches will now see a new option, “Add/Edit Auto Email Reply,” in the Job Control Panel. You can enter an email message that will be sent automatically to every one of your applicants. Instead of setting up a separate reply via your email provider, let us handle it for you.
This feature is very helpful for those jobs that receive a flood of applicants. Let your applicants know you have received their message and you will get back to them after you review their information.
We have made one of our favorite features available to churches who purchase Premium+ job listings. Automatic Applicant Screen was reserved for Gold Star listings, but can now also be used by Premium+ listings. Let ChurchJobs.net screen applicants for you by setting special requirements for applicants to meet before they can apply.
To take advantage of this feature, purchase a Premium+ or Gold Star job listing.
We have redesigned the search results lists for both job listings and resumes. As more churches add logos, we think this view will be more compelling. You can get more information in the search results, and save and apply for a job right from the results.
The same applies for viewing the resume database. Churches can now get more information from the results screen.
Both churches and candidates can dramatically increase the effectiveness of their listings by adding a picture. Trust us, it works!
Gold Star job listings come with screening tools to help churches screen applicants. Churches who purchase Gold Star Listings have been able to restrict applications to candidates with certain levels of education and experience. Today we have released a new screening option for current church size. Churches can now restrict applicants to those whose current church size is 1000-1000 members, or 500-750, etc. This new field will help churches better target the candidates they are looking for.
Candidates should edit their Account Profile to reflect this information.
We have added fields for social media accounts like Facebook, Twitter, Linkedin, and Instagram for job listings and resumes. You will see new social media icons on your listing if you add them to your account.
Visit My ChurchJobs to edit your Job Listing or Resume and add your social media links now!
Dr. Matt Sanders, Executive Pastor of Beth-El Fellowship, has submitted another article for ChurchJobs.net’s employment article database. Dr. Sanders’ latest is entitled, “Looking for a captain when you need a doctor? The importance of leadership style.” Here is an excert:
A live grenade lobbed into a crowd and a time bomb discovered with an hour yet to tick down call for different responses. One needs an immediate problem eliminator, the other a careful problem solver. The cruise ship crossing calm seas on a sunny day requires a different captain from what the warship heading into battle needs. The child with a tummy ache needs a different doctor from the child whose appendix could burst at any moment.
Different situations call for different leadership styles. The same is true for the church. The great pastor of the past, if he was truly great, likely succeeded for one of two reasons: (1) he excelled in multiple leadership styles and changed them to meet the dynamics of the church or (2) the one leadership style that he had fit the church’s situation for that time. The first is rare and any church that has one of those pastors in its history should count itself as blessed. The second is more common. Neither is that helpful when searching for a new pastor, because the church of today is not the church of yesterday nor the church that it will become.
Part two of the latest article from Dr. Matt Sanders, Executive Pastor of Beth-El Fellowship. Here’s an excerpt…
The first step in searching for a new pastor is for churches to ask themselves questions regarding who they have been, who they are, and who God wants them to become. This takes seriously the biblical presentation of the church as the body of Christ in which members, including the pastor, are unique and connected to the other members. This means that the departure of pastors or any other members changes the church and that they cannot simply be replaced. Only by looking at who they are can churches begin to consider what kind of pastor God might be directing to them. By beginning with themselves, churches can create an environment that allows the new pastor to fulfill this biblical role in the unique way that God has gifted him.
Read Part II: The Search for a New Pastor: The Often Forgotten First Step to find out more!
Churches take many different approaches to choosing a pastor – some good and some bad. Of course, the entire process should be saturated in prayer. In fact, the whole process could begin with a churchwide call to prayer.
What follows is one approach to the process. After a pastoral search committee is convened in accordance with the church’s constitution and bylaws, the committee should take the following steps…
Read Pastor’s Search Committee Guidelines to find out more!