What Is The Advantage of Outsourcing?

When thinking about future hiring decisions, churches often struggle to determine if they should hire someone in a full-time role or if it would be more advantageous to outsource the position. Here are five key questions to ask yourself and your team when assessing which route to go:

1. How technical or specialized is the role?

Positions in the tech industry are constantly changing as technology evolves and becomes more complex. Contractors in these areas offer an advantage because they work with various clients which exposes them to different trends in the industry. Given their varied experiences tackling problems and projects, they could help your church reach the next level. Additionally, a contractor can bring value by solving a multitude of problems in a sector rather than having one set of eyes solely focused on your church.

2. Do I need an expert to guide me through this process?

Is your church about to embark on its first capital campaign? If it is your first time to embark on an important project that will have a long-term, lasting impact for your church, then having an experienced guide could be invaluable. Whether you're seeking help in staffing (we can help with that!), organizing and executing a capital campaign, building a website, or beginning another major project, working with someone who has prior experience can be beneficial.

"If it is your first time to embark on an important project that will have a long-term, lasting impact for your church, then having an experienced guide could be invaluable." 

3. Is it cheaper to hire a qualified contractor versus a full-time employee?

At Vanderbloemen, we often come across organizations that desire to hire a multi-talented employee – a jack of all trades.  They're searching for someone who can do it all: sing, play guitar and piano, be a pro at graphic design, and understand technology. While these rare individuals do exist, they are few and far between. And when found, they often come with higher salary expectations.

While it would be wonderful if every church could find someone with all of these skills, it's an unrealistic expectation. Instead, the best approach may be to divide these responsibilities and meet the needs in those areas with a mix of qualified individuals. For example, find a wonderful worship leader, contract out your graphic designs, and find a volunteer who would be willing to serve on Sundays to help with technology. This way you can still meet all of your needs and ensure excellence in the quality of work.

On the flip side, we’ve seen churches choose to outsource when in reality, with their size and current needs, it would make more sense to create a full-time position. If you run the numbers and it’s cheaper to employ a full-time staff member, then do it! Every church is different in size, scope, and needs. Only you can discern what’s right for your situation.

4. Can they take you to the next level?

If you are shopping for an IT firm or are in need of an executive assistant, think about whether it is a role that will position you and your church for growth. Do you need someone who can come to you with ideas (for organization, new systems, etc.) and not only be a guide and consultant, but also an executor? In that case, would it make sense for your church to hire someone in a full-time position and allow them to further develop their expertise through trainings or other professional development? On the other hand, maybe outsourcing to a consultant who already possesses the expertise would be more beneficial for the role. Either way, analyzing the end result and the potential for growth are both key determinants in comparing a full-time position to a contractor.

5. Will this person add more time to my calendar?

In our Vanderbloemen Leadership Podcast with Justin Trapp at Ministry Pass, he discusses his system of assigning value to his tasks. He made a list of what tasks and responsibilities he was doing for $10-$12 an hour, $120 an hour, and $1,000 an hour, which were all things only he could do. Senior Pastors often spend almost all of their time trying to manage it all: administrative work, creating bulletins, and coordinating worship services are just a few of many daily and weekly tasks. They may even be very gifted and talented at some of these; however, they are not their only responsibilities, so it's critical to prioritize and delegate.

As Justin mentions, “speed is the enemy of delegation.” It can often seem simpler and more time effective to just do the tasks yourself, but to be an efficient time manager, it is important to step back and determine if hiring an extra person will actually add more time to your calendar, or if it will be beneficial to the productivity of the team.

Outsourcing responsibilities and roles can be incredibly helpful for your church in creating valuable, fresh ideas. Hiring the right person in the right role can also propel your organization forward and assist with efficient time management and task productivity amongst the staff.

Every church and role is different, so weigh your options and prioritize your hires to best serve your church.

"Hiring the right person in the right role can also propel your organization forward and assist with efficient time management and task productivity amongst the staff." 

Are you ready to hire someone full-time for your team? We'd love to help. Contact our team to learn more about how we can help you find your next hire.

Similar: 6 Ways for Church Leaders to Become Effective Delegators