When it comes to recruiting small-group leaders, are you a one-man band? If you’re a solo performer when it comes to enlisting more leaders, consider using an “orchestra effort” to meet this ongoing need. This takes the pressure off you and puts the task in the hands of people who are gifted recruiters.

So who should you recruit to serve as recruiters? Look for people who are…

…enthusiastic and have a positive attitude. — Motivation is caught from those who are excited about the mission and purpose of the ministry. Look for people actively involved in a small group and passionate about how they’ve grown from the experience. Proverbs 15:30 says, “A cheerful look brings joy to the heart, and good news gives health to the bones.” People who express joy and enthusiasm in their approach will create a positive impression on the ministry they represent.

…knowledgeable and informed. — Many auto dealers require their staff to drive the models they sell, so they can communicate the benefits from a personal perspective. Those who invite others to serve in a ministry position need to understand what the position involves. So look among your current (or past) small-group leadership team, and give them the opportunity to share their insights as they invite others to serve as leaders. Recruiters who do not have a realistic understanding of the ministry role may do more harm than good. Giving a false impression of the position (“It’s so easy and won’t take any extra time”) may get people to say “yes” initially, only to have them drop out later when they discover what’s really involved.

…good listeners. — Listening is vital to building trust and friendship. As you move from “filling slots” to connecting people to ministry, you begin to value the time you spend building relationships. In his book The New Breed: Understanding & Equipping the 21st Century Volunteer, Jonathan McKee says, “The effective recruiter recognizes that getting someone to volunteer is like the dating process. The goal is to get to know each other before you ‘pop the question’ and ask the person to join your volunteer team.” According to a recruiter for the U.S. armed services, for every person who signs on the dotted line, there are typically 1,000 hours of relationship-building activities that have preceded the commitment. Listening is a critical skill to this relationship-building process. Group’s Volunteer Leadership Series, Vol. 4, has a 90-minute workshop that will help you equip your team to be better listeners.

…persistent in follow-up. — I’m not saying nagging or arm-twisting, but effective recruitment includes follow-up. Recruiters need to contact and re-contact individuals until a decision is made. Contact notes must be recorded for future reference. For example, a “no” to this year’s small-group leadership training, due to vacation plans, may produce a “yes” for next year’s class. During this process you may discover the person has a desire to serve in another ministry role. Refer this information to that leader and follow-up to make sure the connection was established.

A team of specialists who focus solely on the vital task of multiplying ministers will bring more harmony to the recruitment process.

Bob D'Ambrosio has 25 years' experience with volunteer leadership in small group ministry, discipleship, and education. He now serves as a consultant and trainer with Church Volunteer Central, and is a frequent contributor to Children’s Ministry Magazine.