3 Lessons On Recruiting from the Papal Election
Every time the Catholic Church elects a new pope, the world is captivated. In some ways, it’s because the process is filled with such history, symbolism, and mystery. And it’s that mystery that seemingly creates a degree of distance between how a Pope is elected and how you make your next hire. But if we look deeply enough, we can find inspiration and immense practical wisdom within the papal election process. Here are just three timeless lessons worth considering before you make your next hire.
1. Referrals Are Still the Gold Standard
I like to think that St. Andrew was the first “Catholic recruiter.” In the first chapter of the Gospel of John, Andrew introduced his brother, Simon Peter, to Jesus (the hiring manager for the role of Pope).
“Andrew, Simon Peter’s brother, first found his own brother Simon and said to him, “We have found the Messiah.” He brought him to Jesus. Jesus looked at him and said, “You are Simon the son of John; you shall be called Cephas” (which is translated Peter).” -John 1:41-42
We all know the rest of the story!
In the College of Cardinals, there's no resume pile, job board, or video screening. What matters is relationship. Those who know the candidates—through years of shared service, observation, and trust—speak into the decision.
In our modern context, referrals remain the most effective path to strong, values-aligned hires. A trusted referral often brings more than just a skill match—they bring cultural insight and long-term potential.
This is one of the reasons why it’s so essential, if you ever work with a recruiter, to pick one that takes the time to truly understand who you are, what you’re about, and what you’re looking for.
It’s hard to overstate the power of a network you can trust. Referrals still take you places no algorithm can ever go.
2. Beware of Charisma
Throughout the history of the papacy, it’s far more rare for the considered “front runner” to be elected than you might think.
The College of Cardinals is tasked with hearing the call of God and to avoid falling victim to the charm or promise of a personality. Ultimately, with a 2/3rds majority vote, the Cardinals rely on developing a mutually agreed upon vision of the future embodied within a person based on his track record. And not a personality contest.
So often in hiring, we get fixated on a particular person or the idea of a particular person that it can blind us to the true needs of the role and limit our ability to adequately evaluate whether someone has the track record required to meet those needs.
For an effective hire, have a clear scorecard. What does success look like in the role? What values are non-negotiable? What does the organization truly need to accomplish through this role in the next 1, 3, and 5 years?
With a clear scorecard, you can avoid the trap of comparing candidates against one another and, instead, measure each person against an objective, mutually agreed upon, criteria which will lead to the best hire.
3. Trust in the Process—and the Spirit
Before the first vote is cast, the Cardinals pray. The entire process is framed in silence, reflection, and discernment. Their goal isn’t to hire a performer—it’s to identify the person uniquely suited to bear the image of Jesus Christ to the world.
Hiring can—and should—be more than transactional. When done well, it becomes an act of discernment: Who can carry this mission forward?
One of the most inspiring and wise aspects about the election process is that there isn’t a time deadline. The Cardinals take as long as they take to select the right person.
In your next hire, no matter how much pressure you may feel, don’t rush. Create space for reflection, wisdom, and openness. Sometimes the right candidate isn’t the most obvious one at first glance.
Pray. Be open to the movement of the Holy Spirit. Wait until there is peace and then follow where it leads.
Final Thought: Discernment Over Decision-Making
In the end, the papal election reminds us that hiring is more than finding someone who can do the job. It’s about seeking the person who’s meant to. When we treat recruitment as discernment, we honor the dignity of both the role and the person called to fill it.
So no, your next hire may not wear white vestments or bless the faithful from a balcony—but with the right process, they just might be the person your team has been waiting for.
Jack Beers is the Founder of the Catholic Mentor, an organization dedicated to providing healing through the integration of authentic Catholic spirituality and sound psychology. You can learn more about him and the mission at thecatholicmentor.com