This is a common problem in growing churches, and not always east to solve. First, every church needs an in-house training system to prepare for the future. This is not just a gimmick, but an essential component for church growth. As one generation passes the torch of leadership to another, it must have taken the responsibility to prepare for this moment. Many successful churches have demonstrated the ease of transition–even from one pastor to another–by having an ongoing in-house training program.
You may sometimes find it necessary to hire people from outside your own congregation. This should never be done without proper recommendation and referrals. At times, people have been tempted to ignore the lack of proper references, only to later regret it. Also, make sure that you have a specific task and are prepared to define what the newcomer’s responsibilities are. And be prepared to spend time with this person to help him understand all responsibilities, as well as how things really work.
Make sure that those you hire are spiritual. Often a church has many talented people who do not have spiritual strength or understanding and they become a headache later on. It’s sometimes tempting to use someone who has a great deal of talent in the secular world. But remember that church work and secular work are totally different, and often the successful person in the world cannot carry the ball in the church. It’s better to sacrifice talent for spirituality. And along these lines, using people, hiring people, and placing them in key positions should always be done prayerfully and in the fear of God.