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Priest Job Description

How to Hire a Priest

Once you have selected your Job Description download it or convert it to a Job Advert. From here you can post/advertise your job across our network of job boards. If you wish to use the job description for a CV Template click through for advice and Convert to a CV

Priest Job Description

We are recruiting for a Priest to lead our multicultural cohort of parishioners. As Priest your responsibilities include conveying developmentally-appropriate religious teachings, promoting adaptive communion, and counselling misguided parishioners. You should also coach junior church staff in salient work-related areas.

To succeed as a Priest, you should be multiculturally literate, approachable, and judicious. An excellent Priest should continually endeavour to enlarge the congregation.

Priest Duties and Responsibilities

  • The impetus to intercede thru prayer and God-driven action.
  • Structured but adaptable counselling approach.
  • Commendable leadership techniques.
  • Excellent written and verbal communication skills.
  • Culturally aware.
  • Degree in Theological Studies or an adjacent field.

Priest Skills and Requirements

  • Deliver accurate and capacity-enhancing religious instruction.
  • Provide authoritative and righteous spiritual counsel.
  • Promote gainful fellowship amongst parishioners.
  • Train inexperienced church staff to actualise the clergy’s visions.
  • Direct sacred practises to uphold their sanctity.
  • Counsel misinformed, struggling, and wandering parishioners.
  • Officiate parishioners’ pertinent rites of passage.
  • Provide vulnerable cohorts with material support.
  • Pray for parishioners and broader groups.
  • The impetus to intercede thru prayer and God-driven action.
  • Structured but adaptable counselling approach.
  • Commendable leadership techniques.
  • Excellent written and verbal communication skills.
  • Culturally aware.
  • Degree in Theological Studies or an adjacent field.

How to write a Priest Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write a Priest job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Priest Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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