As people begin to think through who they will want on a Short Term Missions team, the issue of an application process often comes up. How do you select people for your missions team? What are the questions to ask? Red Flags? In pulling together many missions teams over the years, I have found that an application form, while a good start, is not enough information by which to pull a team together. In my opinion, a great team selection process uses an application form, but relies on a face-to-face interview with the candidate.
With that in mind, here are my thoughts on five important questions:
1. What needs to be on the application form to give me the most meaningful information?
Much depends on your purpose for the application process. I often think of an initial application as the first step for someone to express interest, there are no guarantees at this point that they will be part of the team. Many people will talk of their interest in ‘Going’, but someone who takes that first step and fills in the form … they might mean it!
Years ago I met a team applicant who looked great on the surface (some details are changed to protect his identity), he worked in a church, had his finances in order, and seemed like a real asset to the team. In the past, he had even volunteered to help out with some of the previous teams preparation.
It was only when we began to look a little deeper that some disturbing details began to arise. This candidate had recently suffered a moderate emotional break-down and was being treated for depression. Co-workers recognized the instability that he would have brought to a team, but because they liked him, at first they did not want to give the actual details of the situation to the team leader.
In the end, the candidate was not allowed to participate, and that was when his true colours came out in an ugly tirade and threats to go to a pastor to force a position on the team.
The questions cannot give you a full sense of a person, but they can give you a theme to follow up on during an interview. The questions should be persistent enough to let potential team members recognize the openness that they may be required to participate in.
The questions should take more time than a quick credit card application in a mall. Someone who is not willing to take 30 minutes to reflect on why they want to go, may not be the best candidate to take on your team!
The questions should reveal a seriousness to your task, enough for a participant to carefully consider whether or not they are able or willing to work within a team.
Ask Questions about:
- Physical and mental health
- A criminal record
- Willingness to submit to a police check
- A faith background
- References
The question about a faith perspective, (IE ‘Are you a Christian’, or ‘Share your testimony’ are by no means a requirement for all mission-sending organizations. Many churches and agencies are willing to accept participants who do not self-identify as a Christian, so long as they are willing to work within the priorities and requirements of the agency. In fact, some churches feel it is important to bring ‘non-believers’ onto the field with the express opinion that if people are brought to where God is at work, then they may meet Him there.
References are limited by the fact that the person supplying them will often only select people that will give a glowing report. It is important that the team leader uses all resources available to get a clear picture of the possible candidate. Phone the pastor to find out how they know the person, or if they know them. Check to see how they work in community (or not). Many a team leader has only found out after the fact, that a possible team member would have received a number of red flags to watch out for it only the leader had contacted the most obvious sources.
In my mind, a primary purpose of an application is to let participants know that this process will involve commitment, and authentic openness. Ask personal questions, and expect direct and complete answers.
Over the next while, I want to answer Five questions about the application process. If you are wondering how to do this better, come back and check out my further thoughts, or subscribe to my RSS feed (on the right) in order to have them automatically sent to your reader when they are posted.
Getting ready to GO!
Mark Crocker
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