Why Your Hiring Process Should Start with Your Faith

Hiring decisions in a ministry aren’t just about skills and resumes — they’re about spiritual alignment and shared mission. However, while churches and ministries often operate with clear convictions, those beliefs are often missing from the documents that guide employment, like job descriptions, policies, and handbooks.

So, how do you faithfully and legally approach employment decisions in a way that reflects your beliefs?

It begins with clarity about your mission, your expectations, and how each role supports your ministry’s calling.

1. Employment Meets Religious Identity

Employment law is a heavily regulated area. Federal, state, and local laws all impact hiring, benefits, and employee conduct — and that’s no different for ministries.

There is good news: ministries that clearly document their beliefs and how those beliefs shape their employment decisions are in a stronger position to navigate challenges.

Courts are more likely to recognize a ministry’s freedom to hire in alignment with its faith when those expectations are explicitly stated and consistently applied. This doesn’t guarantee legal outcomes, but it does strengthen your position and reduce confusion for your team.

2. Start with a Christian Philosophy of Employment

Every hiring decision reflects your ministry’s identity and purpose. That’s why you need more than a list of open positions — you need a philosophy of employment that flows from your faith.

Ask yourself:

• Is it essential for all employees to be Christians? Why?

• How does each role support the spiritual mission of your organization?

• What beliefs, conduct, or spiritual responsibilities are required to serve effectively?

This foundational thinking should shape how you craft job descriptions, conduct interviews, and set expectations. It should also be reflected in your employment policies and handbook.

3. The Ministerial Exception: What It Is and Why It Matters

One important legal principle for religious organizations is the ministerial exception, a doctrine that helps defend a ministry’s freedom to make certain employment decisions without government interference, particularly when those roles involve vital religious duties.

Despite the name, this exception isn’t limited to pastors or church leaders. Courts have recognized that roles like teachers, worship leaders, counselors, and others may qualify when their responsibilities include communicating the ministry’s beliefs.

Many ministries overlook the significance of articulating the religious nature and responsibilities of different positions. Job descriptions and employee handbooks present a great opportunity to cultivate and develop the unique vision a ministry has for all employees and each individual role.  

Ministries should consider the following points when drafting employment documents:

• Job descriptions should accurately and adequately highlight the religious nature of the role

• Employees understand expectations necessary to support the ministry's spiritual mission, including any teaching or leading responsibilities

• All employment documents should integrate the ministry's beliefs and purpose

Final Thoughts

Hiring within a ministry context involves spiritual and legal responsibilities. Your team should reflect your mission not only in beliefs but also in practice, and your documents should help make that clear.

If it’s been a while since you reviewed your job descriptions or employment policies, now is a great time to ensure they reflect both your calling and your convictions.

Need help reviewing or strengthening your employment policies?
Learn how ADF attorneys can support your team through the ADF Church & Ministry Alliance membership program.

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