Yes, must have.

Over the last few months, we’ve developed five necessary traits for those around our office at ARBC. This is a continual work-in-progress, but thank you for allowing us to share with you.

1. Competency:  what type of experience does the candidate have?  Is the candidate teachable and open to training in areas where experience is lacking? Obviously, when one takes a particular position, having the skills, experience, and teachability for skills which need acquiring is crucial for the position.  Paul worked to train men such as Timothy and Titus who would go on to train others. Clearly, they needed training to a level of competency in order to lead so they may train others.
2. Character:  what is the candidate’s attitude?  Will the candidate bring a Christ-like attitude both inside and outside of the office?   Our aim at ARBC is to make hopeful, joyful disciples who believe Jesus is enough! You can have a wide competency, but if one’s character in the bearing of the fruit of the Spirit does not exist, competency does not matter. Paul told Timothy to be above reproach and to know the calling to which they were called.  How tragic it is when someone is in a position, especially a pastoral position, that questions their calling!  That digs into the confidence of those around you to the degree it digs into the confidence of the one questioning. Character means dealing honestly with your calling in Christ to be in the lane where he’s called.
3. Connectedness:  How are the candidate’s people skills?  Pastoral and ministry staff are in the theology business, knowing God as best as possible. But we are also in the people business, knowing them as best as possible, so we may be a conduit of connectedness to them as well as connecting them to the all-sufficient Jesus!  If we become so much about ourselves, then we cannot be much to God or to others. This is the Great Commandment (Matthew 22:37-40) out on the highway.
4. Confidentiality: will the candidate keep what happens in the office, in the office, especially in sensitive matters that may arise?  Self-explanatory.  This connects to character.
5. Concentration:  is the candidate able to focus on the candidate’s work at appropriate times?  With so many distractions, focus and concentration are critical. Taking away the distractions and focusing on what matters is critical. Waste no opportunities (Ephesians 5:15).