How do we go about finding a good pastor?

 

Introduction

While the suggestions below are focused toward filling a senior or solo pastor position, many of the procedures apply to other pastoral positions. Once the church council is aware of an opening, it should appoint a temporary chairperson of the search team. This person then leads the process for setting up the search team according to the church's constitution and bylaws. The search team is essential in finding the right person to facilitate the vision and goals of the church's ministry.

When the opening is announced publicly to the congregation, the temporary chairperson can address the congregation as to the procedures that will follow in finding a new pastor. This process will assure the congregation that they are not being left without leadership.

 

Length of time for pastoral search

It may take anywhere from 8 to 18 months or more to hire a new pastor. There are many factors that affect the length of time but the following are a few major ones:

  1. How long the previous pastor has been at the church.
  2. The size and demographics of the church.
  3. The time of year (holidays, vacations).
  4. The size and organization of the search team.
  5. The guidelines of the church's constitution and bylaws.

 

Confirm the selection and size of the search team.

This may be determined by the constitution. It is recommended that the team be an odd number in the range of five to nine members with at least a chairman, vice-chairman, and secretary (for documentation of minutes and processes). There should be representation of the congregation and the elders on the team.

                       

Initial responsibilities of a search team

                   

Suggested procedure:

The process can be divided into three main areas:

  1. Developing church and pastor profiles—"Who are WE?"
  2. Finding and contacting pastoral applicants—"Who are THEY?"
  3. Evaluating prospective candidates—"Who is HE/SHE?"

If little time is spent in step 1, step 2 will take a long time and step 3 will result in a less confident decision of a good fit.

If considerable time is spent in step 1 (understanding who the church is), step 2 will be easier and step 3 will result in a more confident decision.

 

Step 1—Developing Church and Pastor Profiles

It is very important for the church and any prospects to know the characteristics and goals of the church. Items to include in a church profile are listed below. Do not skip this step! It is extremely important and often overlooked.

                       

A. Church Profile (Who the church is)

                        

B. Pastor Profile (What type of pastor the church is looking for)

The pastor profile will keep the team focused on the qualities they are seeking. It will also help candidates decide if they are interested in the position.

Biblical qualities in leadership. See the following scriptures: 1 Timothy 3:1-7; Titus 1:5-9.

Leadership characteristics. What kind of leader is needed most for this phase of the church's ministry? ("Strong leader" is too broad.) Define characteristics as specifically as possible, such as "multistaff experience" or "ability to lead in building program."

Get the congregation's input: Input for these documents may be acquired by a survey of the congregation. It is very important for them to be able to express concerns and opinions regarding the needs of the church. Development of this survey may be done by the church or an outside group.

                       

Step 2—Finding and Contacting Pastoral Applicants

  1. On the basis of the needs identified in the church and pastor profiles, outline the qualifications of the new pastor.
  2. Brainstorm for names of referral sources and candidates. Contact denominational, seminary, or Bible college placement offices regarding prospective candidates. Do not overlook contacts that you have had in the past (i.e., speakers, acquaintances).
  3. Remind the search team of the significance of confidentiality.
  4. Designate members to call candidates to see if they would be willing to receive a packet of information about the church.
  5. Send a packet of information to those who are interested. Include church and pastor profiles, appropriate information about church plans or programs, and an application packet (questionnaire). Also include information about our compensation package.
  6. Make sure the packet includes procedures established for follow-up and future response. Please be considerate of those interested in the position.

                       

Step 3 - Evaluating Prospective Candidates

A. Preliminary Thoughts

Tools used in assessing a candidate are:

  1. Information form or résumé.
  2. Examples of sermons preached on audio tape (or videotape, if possible).
  3. References. It is recommended that the search team go "two references deep," that is, asking the references for additional references or names of others who would know the prospective candidate. Check both personal and professional references.
  4. Interviews in person and telephone conference calls.
  5. Background checks. Check credit and police records.

 

There are two main issues to be considered in evaluating resumes. Character and Competence. We are looking for what is described in Psalm 78:72 as "integrity of heart, skillfulness of hand"

 

Qualifying a candidate's educational background—

Evaluate by looking at the following four aspects of their educational background.

 

1. Level of degree

In your search, you will want to be sure to check the type of degree the candidate has received. A general overview follows:

 

College training

 

Graduate training

 

Postgraduate training

                       

2. Concentration of degree

Make sure you note the area, concentration, or track of the degree obtained. This will give you insight into the scope of training and areas of emphasis the candidate received.

                       

3. Accreditation

The accreditation of the school from which the degree was obtained, though not critical, may be considered. Transcripts may also be obtained from the candidate.

                       

4. Life experience and additional training

It is important when considering a candidate that, in addition to the degree obtained, you look at experience

                      

Questions for Potential Candidates

Personal Questions

  1. What kind of schedule (study/visitation/counseling/meetings) would you anticipate?
  2. What are your likes and dislikes with regard to work responsibilities and personality types?
  3. What would be your procedure of notification and availability when leaving town for 24 hours or more?
  4. What is your philosophy of the pastor-board relationship? (What happens when there is a disagreement? Who is responsible to whom?)
  5. What other possibilities for ministry are you considering?
  6. What is your attitude toward the privacy of your home and family?
  7. How do you picture your spouse's involvement in the ministry?
  8. Would you briefly tell us what your home atmosphere was like (i.e., your childhood home)?
  9. What was the attitude of your parents toward each other? How did this make you feel?
  10. How does your family feel about your being in the ministry?
  11. Have you ever had any difficulties with depression, moodiness, anxiety, or similar difficulties? What makes you feel this way? (If he answers in the positive, this does not necessarily disqualify him. It might make him more understanding.)
  12. What do you do to maintain your health? Are you on any medication or under special care?
  13. How do you react when things do not go as you planned?
  14. How do you respond to criticism?
  15. How do you respond to criticism from someone you respect very much?
  16. How do you respond when you feel the criticism is unjustified?
  17. What have you done in such a case?
  18. How do you feel you relate to other people?
  19. In what areas of ministry do you feel most experienced and competent?
  20. What do you think are your weaknesses?
  21. Are you satisfied with your present education or will you want to increase your education?
  22. What do you do in your spare time?

                       

Positional Questions

  1. Are there any points in our doctrinal statement which you would not or could not affirm? If so, which points and why? (It would be proper at this point to ask about special doctrine, if any, which may cause tension in the church, for example: eternal security, tongues, eschatology, the charismatic movement.)
  2. What steps do you follow in leading an individual to Christ?
  3. How do you define "evangelism"?
  4. How do you view the ordinances in relation to salvation?
  5. How do you view the ordinances in relation to church membership?
  6. What is your view of biblical preaching?
  7. How do you define the word "inerrant" in relation to the Bible?
  8. Are there any books of the Bible which you would not use in preaching?
  9. What is your view of the baptism and filling of the Spirit?
  10. How do you interpret the term "imminent return of Christ"?
  11. Is there a real heaven and/or a real hell? Are they eternal?
  12. What is your position on marriages you will or won't officiate, and your policy on premarital counseling?
  13. What is your practice with regard to counseling in general, and specifically with regard to counseling members of the opposite sex?
  14. What is your understanding of the Bible on the giving of money to the Lord's work or toward church finances?
  15. What is your concept of missions and giving to missions?
  16. What are your expectations of the deacons or elders?
  17. Who should join or be a member of the church?

 

Allow openness:

Give the candidate the freedom and openness to discuss any other matters he wishes to discuss.

 

Potential Candidates—

Assign a liaison on the team to communicate with all potential candidates in the following circumstances:

  1. When all information from a candidate has been received (résumé, references, sermon tape)
  2. Where the candidate stands in the process (1 of 60, 1 of 30, 1 of 10, 1 of 5, 1 of 2 finalists) and acknowledgment at each stage
  3. When the candidate is no longer being considered.

Let the prospective candidates know where they are in the process. Please be honest. The candidates need to know whether or not they are being considered.

                        

The Congregation—

The search team should give reports at least monthly. Every few months the congregation needs to be reminded of how the process works. This should be done in the beginning, but a regular reminder is necessary.

                        

First Cut:

Education, experience, age, and stability are all important. Has the candidate developed the specific skills needed in our church? Don’t overlook mature pastors. A man in his 60’s may have just the experience, stability and patience your church needs.  

 

Second Cut:

Spiritual life, sermons, references, phone interviews, doctrinal issues, and ministry issues become important. Is this candidate a good "fit" for our church? There may be many qualified prospects but not all of them may be a good "fit" (i.e., personality, sense of humor, family).

 

Finalists:

Take the time to travel, spend some time with them, see who influences their lives, talk to their spouses and families, and see them operate in their environments. Narrow the finalists to one.

                       

Final Candidate:

At the very least have the candidate and his family in church Wednesday evening through Sunday; the longer the better. They should be treated with hospitality and given broad exposure to the congregation. Remember, they are your guests.

                       

Vote:

In accordance with our constitution and bylaws.