Missouri Conference Careers
Welcome to the Missouri Annual Conference! We are thrilled you’re interested in working for our organization. The roadmap below will help you get your career off to the right start and guide you through the recruiting and interviewing process.
Post Date: September 22, 2022
Application Deadline: October 31, 2022
The Southeast District Office of the United Methodist Church (Cape Girardeau) is seeking to fill an additional administrative position. We desire to create a culture that is more diverse, so persons of all races, ...
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Missouri Conference Hiring Process for Non-Appointed Staff
Click here to view the hiring process for appointed clergy positions.
- All open positions shall be promoted on www.moumethodist.org/careers as well as at least two other online forums (e.g., ZipRecruiter, LinkedIn, HBCU Career Center).
- Postings shall be public for at least 30 days prior to hiring and at least 14 days prior to interviewing candidates.
Screening and Phone Interview
- The hiring staff and at least one other staff person will review all applications/resumes submitted. To be considered, a candidate must submit both a resume and completed application.
- All candidates meeting the minimum education and any required qualifications will be screened by phone with the following questions 1) What drew you to the position? 2) What is your work and educational experience? 3) Clarification of experience and/or education.
- If it is determined that the application does not meet the minimum qualifications and many times, the preferred skills as well, then the application will not move forward. Applications not moving forward will be notified in writing.
- Based on the phone screenings, the hiring staff will identify at least three candidates for in-person (when possible) interviews.
- The hiring staff will conduct in-person interviews of all candidates with at least one other staff with supervisory or Human Resources authority.
- The interview will also include a tour of the building and meeting current staff members.
- The number of interviews a ministry area will schedule and how long this process takes varies by position.
- Once a leading candidate is identified, they will be asked for three references and to submit a background check (the Conference’s current application includes a release to conduct these checks).
- All offers will be contingent on a clear background screening.
- Candidates clearing reference and background checks will be provided an offer by phone via the hiring staff and provided with a letter prepared by the Director of Finance & Administrative Ministries and signed by the hiring staff. That letter will identify expected start date and salary.
- To be prepared for a new employee’s first day, they must complete all relevant payroll and benefit paperwork and complete Safe Gatherings screening and training, as well as any other trainings required for staff (e.g., boundaries and implicit bias training). They may have meetings with the Benefits Administrator and Assistant Treasurer to discuss benefits and payroll.
- New employees will continue a cultural onboarding process, be issued all necessary equipment and property, and be taken to lunch by other staff. Orientation and onboarding can vary by ministry area but includes a variety of one-on-one coaching, team meetings and individualized, asynchronous training sessions associated with the position.