Pastor Search Process
These insights are provided for Pastor Search Team members.
Be aware many people are praying for you. Personally resolve to pray often personally.
Take your time. Wait on the Lord. The length of time required should not be a primary factor.
Be patient. Don’t become discouraged.
Maintain the confidentially of the committee.
Expect to be lobbied.
Pray a lot.
There will likely be a lot of people recommended. The committee should write a profile of the type pastor they are seeking. If someone is recommended that does not fit the profile it is not expedient to further evaluating that person. Evaluate ones in which there is interest in light of the profile.
In seeking recommendations it is not wise to ask persons in the candidates present church. Ask person in the person’s former church. It is wise to get a cross segment of recommendations. Be sure the person being asked doesn’t have “an ax to grind.”
As interest develops in a person or persons ask for a confidential “preliminary interview.” Stress it is preliminary, that no decision has been made, the interview is simply part of the process.
Pray a lot.
Technology has advanced to the point more candidates can be evaluated in more detail. If information is asked of a potential pastor be clear it is an early part of seeking God’s will.
Visit churches covertly. No more than two members of the committee should sit together. You don’t want to be disruptive of the church.
Once a good file is compiled on a candidate ask for a subsequent interview. It might be wise to go to a neutral town for the interview. Make certain the pastor’s wife is present.
EXPEDIENT AREAS TO EXPLORE:
DOCTRINE, FAMILY LIFE, ACADEMIC TRAINING, PHILOSOPHY OF MINISTRY, WORK ETHIC, EXPERIENCE IN SOCIAL MEDIA, DENOMINATIONAL INVOLVEMENT, PREFERRED PREACHING STYLE, PERSONAL STUDY HABITS, HOBBIES, EXTRA CURRICULAR ACTIVITIES, INVOLVEMENT IN PERSONAL EVANGELISM, PREFERRED STYLE OF MUSIC, FORM OF CHURCH GOVERNANCE PREFERRED, WORSHIP STYLE, AND COMMUNITY INVOLVEMENT.
Ask questions in such a way as to not signal what answer you want.
Pray an awful lot.
DOCTRINES OF IMPORTANCE TO BE REVIEWED:
THE BIBLE: What is his view of inspiration?
THE DEITY OF CHRIST: Is He the Son of God or God the Son. Mormons believe He and all humans are sons of God. This overly humanizes Jesus. He is God the Son, Immanuel.
THE RESURRECTION: Was Jesus bodily resurrected?
CALVINISM (PREDESTINATION): This is a hot topic. Covert Calvinists often seek to avoid detection until elected. Ask if the candidate believes what comes first, salvation or faith. Calvinists believe God saves a person and then the person has faith.
If your church has not had a Calvinist as pastor, bringing in one who is can be very disruptive. It is not a thing to be taken lightly.
Traditionally, it is believed the Bible teaches a person believes on the Lord Jesus Christ and expressed faith in Him as Savior and as a result God saves them.
PERSONAL SOUL WINNING: Ask the candidate to share a recent experience of personally leading a person to faith in Jesus Christ.
STUDY HABITS: How much time is spent is researching and sermon preparation?
USE OF ALCOHOL: A growing number of young ministers believe it is acceptable.
Pray even more.
As the relationship with the candidate progresses consider these things: How does the candidate relate to his staff? When do they meet, pray, and plan together?
Time away is important. How many days a week is the pastor expected to be “on duty?” Let the candidate know what vacation time is available. Make it clear.
Obtain written permission to have credit and background checks made.