This is the second article in the Beyond the Application – Hiring Christian Educators series. The three parts are:
How Should We Interview? (this post)
What to Do After They’re Hired?
In Part 1, we clarified who we want—those of calling, character, and conviction. Now we turn to how to uncover that in interviews. The interview process is where mission meets metrics, where statements of faith and lifestyle commitments are tested, and where discernment becomes essential.
A Christian School Study on Hiring Priorities
Research confirms what many leaders know: faith alignment, Christian virtue, and cultural fit are foundational. Pedagogical skill and experience matter, but they rise in value only after mission fit is clear.
As a result, interviews must be designed to assess spiritual identity, values, and worldview, not just credentials.
Questions That Reveal Calling & Character
Interviews should feature open-ended questions, not just yes/no or testimony recitations. Testimony is important, but it doesn’t reveal how a person thinks, leads, or lives out their faith daily.
Examples of deeper questions:
“How has your walk with Christ shaped your teaching philosophy?”
“What sets Christian education apart from secular education?”
“Tell me about a Bible passage that is significant to you and why.”
“Tell me about a time feedback from a parent or administrator challenged you. How did you respond?”
“Describe a time you disagreed with policy or faced conflict with a parent. What was your process?”
Open-ended questions like these allow interviewers to see how candidates process, apply Scripture, and think critically—not just whether they can give the “right” answer.
Structural Best Practices
To uncover truth in interviews, embed these practices. They apply to teachers, but also to all staff hires—administrators, coaches, office staff, and support roles. Everyone in a Christian school shapes its mission and culture.
Multiple interviewers: include voices for theological alignment, mission fit, and role-specific skill.
Behavioral question: ask for real examples, not hypotheticals.
Scenario questions: ministry involves gray areas; test how candidates respond.
Consistency: all candidates should face similar Bible and worldview questions.
Non-verbal cues: look for humility and relational maturity.
Guarding Against “Words Only”
Faith and lifestyle statements can be seen as formalities. Schools need ways to discern beyond words:
Ask for references from pastors or mentors, not only past employers.
Use mentoring or probationary periods to observe character in practice.
Follow up with questions about living out beliefs in difficult seasons.
Don’t get me wrong: professional expertise is also vital. Without it, schools will likely never improve their practices. But never compromise on the character of our applicants and their faith in Christ. In my experience, it doesn’t have to be a “perfect” interview, but there must be evidence that the candidate is following Christ and growing in a biblical worldview. That is the same mission we have for students—why would it be different for staff?
Final Word
Interviewing Christian educators—and all staff—is more than a hiring step; it’s a spiritual discipline. Everyone who joins a Christian school contributes to its culture and mission, whether in the classroom, front office, or athletic field.
As we listen, we’re not only evaluating skills or resumes. We’re seeking evidence of spiritual growth, fruit, and reflection. Jesus said, “A good tree produces good fruit” (Luke 6:43–44, NLT). Do candidates reveal humility, a teachable spirit, and a lived-out faith that flows into their work?
]In Part 3, we’ll explore What to Do After They’re Hired—how to onboard, mentor, and cultivate staff so that calling, character, and conviction continue to grow in your school community.