Pastoral Search Committee Questions

10 Questions to Ask a Pastoral Search Team

“You can tell a clever man by the answers that he gives. But you can tell a wise man by the questions that he asks.”--Egyptian proverb

Have you ever considered what kinds of questions you, the looking-to-be-hired pastor, should ask a pastoral search team who is interviewing you? This is intended to provide insight and suggestions for a pastoral candidate as he is interviewed by a pastoral search team.

Understanding the Pastoral Search Team

First, it helps to know the purpose of what a pastoral search team entails. The search team’s primary responsibility is to discern God’s leading regarding who should serve as the next pastor to lead the church. The lead minister holds a sacred office—one established by God and clearly delineated in Scripture. The important task should be addressed by spiritually mature team members representing key ministry areas in the church. Said individuals should understand the church’s purpose, its vision, its history, the requisites for a healthy church in general, what the shepherding role should look like, and the proper interview process. It helps to keep in mind 1 Timothy 3-5 and Titus 1 to serve as basic outlines of what a search team will be looking for in a lead pastor.

Question 1: What is the Vision and Mission of the Church?

It may seem that being selected to serve is the goal—it is not. Being where God wants you to be is the goal, period. Did you know most pastors are no longer in ministry after five years? Or more concerning, are you aware that the average pastor stays with a church for less than two years? This turnover is not healthy for the church and is displeasing to the Lord. His Bride demands better.

Establishing strong roots and serving a church long-term with effectiveness requires many things. The pastoral candidate will need to be in sync with the lay leadership of the church, love the church members, understand the unique ministry needs and opportunities of the church they serve, and exercise a leadership style that matches their personality and calling. A few sample questions to help discern compatibility and God’s leading are:

  • What is your vision for your church? Do you have a particular focus or demographic you are trying to reach?
  • What do you see as the role of the senior pastor? What administrative role does he play?
  • What decision-making authority does the pastor have?
  • To whom is the pastor accountable? To the elders, to the board, to the denomination?
  • What hours is the pastor expected to cover in the church office?
  • What role does the pastor play in church finances?

Essentially, what a search team expects from the pastoral office, knowing what the church loves and values, and discerning the expectations for the next pastor, all will help shed light on the possible compatibility between yourself and the local church you’re looking to lead.

Question 2: What Criteria and Qualifications Are You Seeking in a New Pastor?

Alignment before Assignment, as my pastor used to tell me. Being in alignment doctrinally and being prepared to meet expectations is also key to success before you accept the pastoral assignment. For example, if you do not have the gift of counseling, it is likely best not to pursue a position where pastoral counseling is expected to be a primary part of your role. Or if your doctrinal stance varies greatly from the church’s, these can be red flags of improper alignment. And you won’t know this unless you ask the right questions! Consider asking:

  • How would you define the shepherding role of a pastor?
  • How much teaching will be expected? (i.e., how many weeks per year and how many mid-week studies will the pastor be expected to lead?)
  • What is the church’s position on eternal security and the once-saved-always-saved issue?
  • What is the church’s stance on marriage, divorce, and re-marriage?

Look before you leap. Know what the church believes. Seek documentation (such as policy manuals, records/ministry reports, the church constitution and bylaws, etc.).  If possible, consider speaking to the church’s last pastor, in addition to your own personal pastors and mentors in your life. “In the multitude of counselors there is much safety.”--Proverbs 11:14

Bottom line–it is incumbent on you to ask good questions and answer wisely. Incredulously, many churches do not know what they want or expect, yet will  be quick to complain when somehow–gasp!--the expectations are not met.

This must be repeated again: Misunderstanding expectations can lead to great tension and an unhappy minister. Candidates must realize ministry expectations are as important as clearly defined constitutional guidelines. Expectations regarding commitments, church finances, and ministry assignments are profoundly important. Lay leaders and clergy must be in harmony on these points if there is to be harmony in the church. “How wonderful it is for brothers to dwell together in unity!”--Psalm 133:1

Question 3: How Will the Search Team Evaluate Potential Candidates?

Discerning how the search team will evaluate potential candidates is as important as what your answers are to them. A church’s commitment to prayer and seeking God’s will is paramount–would you expect anything less from a search team? A church seeking someone handsome and charismatic, one who pastored a large church in the past, one who has children, one whose wife plays the piano, etc., can be red flags. The church (and the candidate!) must, above all, seek God’s will, which may or may not align with the norm. 

How many interviews will the search team conduct with you? Are there other candidates they are weighing in addition to you? 

Sometimes, the Lord leads in unexpected ways. God sending Paul to preach to the Gentiles was unexpected. No one expected Peter to become a great preacher, or that David would be God’s choice to become King. A healthy church will diligently work to discern God’s man for the role and adhere to the Holy Spirit’s guidance, even if the answer is seemingly unexpected.

Question 4: What Is the Timeline for the Pastor Search Team’s Process?

How strong is your gift of patience? If it’s anything like mine, it’s non-existent! In all seriousness, understanding the pastoral search team’’s expected timeline is essential. Discern if they have thought through the search process—wait to see if they share exactly how they anticipate things will unfold. Typically, the search process takes months (be patient and beware of churches wanting to fill the pulpit in a week!). Ask the following questions:

  • How many visits will the potential candidate have with church leaders?
  • When do you expect to extend a call to the new pastor?
  • When do you expect the pastor to officially begin his service at the church?
  • Is the church part of a denominational group that shares in the process of hiring a new pastor?
  • Will there be a congregational vote? Is the pastor elected or appointed by the Elders?
  • If there is a church vote, what percentage approves the call (and what percentage vote is acceptable to you?)
  • What are your thoughts regarding the timetable for the pastoral candidate to transition from their current position and move? Is there a moving allowance given?
  • Will the church be working with an intentional interim for an extended period of time, or do you expect to call a pastor soon? 

Question 5: How Will the Search Committee Involve the Congregation in the Decision-Making Process?

In most cases, the local congregation is involved in hiring a pastor. Knowing what to expect can minimize anxiety and potential hard feelings. Consider asking the following questions if the search team does not address these issues with you:

  • Will there be a Q & A time with the congregation?
  • Will there be a fellowship, meal, or meet and greet time with the congregation before a call to service?
  • Will there be opportunities to lead classes and preaching services before the congregation votes to affirm the recommendation of the pastor search team? (a preaching/teaching demo of sorts?)
  • Will there be an opportunity for me to meet with lay leadership?

Understanding the level of congregational involvement will help you gauge the level of support you have going into your new role as pastor. Having several instances to interact with the congregation before a formal job acceptance will help you identify key people of influence and distinguish for you if the congregation is united (or worst-case scenario, if they’re not going to stand solidly behind lay leadership and members of the pastoral staff).

Question 6: How Will Church Discipline Be Handled?

Church discipline is the mark of a healthy church and a sign the church ensures the Bible’s ranking as the highest authority. Scripture provides protocols regarding how to deal with unrepentant sin in the church. God-honoring churches can share how they have handled conflict in the past, and can testify how the church loves sinners back into a right relationship with God.

Lay leadership (including the search team), pastoral staff, denominational leaders (if appropriate), and the candidate must be aligned in how to exercise church discipline if there is to be harmony in the church. Consider asking these following questions:

  • How do you see church discipline unfolding should a church member or staff member fall into sin?
  • Was the former pastor subject to church discipline? If so, how and what was the outcome?
  • Are all staff members and congregants subject to the same guidelines and expectations regarding church discipline?
  • Is having certain pastoral positions subject to church discipline? If so, explain.
  • Are the teachings of Jesus Christ, as revealed in Scripture, the final word and authority regarding matters of church discipline?

Question 7: What Support and Resources Will Be Provided to the New Pastor?

Often times, a church hires a pastor and thinks the job is done! Many a time a new pastor feels neglected in their transition to their new role after the contract is signed. Some churches believe that providing a salary fulfills their commitment to their pastor. Other churches believe and practice having church members continually demonstrate the love of God to those serving in a pastoral office. Consider asking questions to determine where the church falls on the pastor/family-support spectrum:

  • Does the church have a history of supporting the pastor and his family beyond providing a salary? For example, are birthdays and anniversaries recognized? Is taking vacation time encouraged? Is there a provision for a sabbatical in the budget? Is family time appreciated, valued, guarded, etc.?
  • Is participation in conferences encouraged and paid for?
  • Does the church budget cover study books and ongoing educational opportunities?
  • Can the pastor request funds for more resources should they be required? If so, what is the procedure or process?

Question 8: How Will the Transition Period Be Facilitated?

In most cases, some months should separate the previous pastor's exit and the new pastor's calling. This minimizes the number of comparisons and "Well, Pastor Jones never did it that way  . . . " comments that inevitably come. Also, suppose the previous pastor remains as a church member and regular attender–how will that play out? In that case, it is best if he provides unqualified support for the new pastor, and is committed to avoiding criticizing the new pastor's leadership style and preaching skillset.

 You need to ask pointed questions to determine how the church responded when the last pastor left, what they thought could have been better about his ministry, and how the committee will stand behind the new pastor so he feels well-supported in the new endeavor.

Question 9: What Steps Will Be Taken to Ensure a Healthy Church-Pastor Relationship?

Theological synchronization is vital to ensure a healthy church-pastor relationship. There should be no moves to hide controversial theological commitments or positions, or the obfuscation of information concerning long-range plans or vision for the church.

Example: A pastor who holds an Armenian view regarding salvation and evangelism will clash with church leaders who hold a hyper-Calvinist view. Do not expect church programming and budgeting to reflect views or values the church does not hold.

Driving past a beautiful building with a “Pastor Wanted” sign on the door does not guarantee a happy and successful ministry assignment. A prudent pastor will ask prudent questions regarding the handling of church conflict, the role of the pastor, the church budget, and congregational support of and involvement in missions and small group ministries to properly evaluate if God is leading him to start a kingdom relationship with that church.

Convey your sincere desire to maintain a long-term harmonious relationship with church leaders and members. Remember, this isn’t so much a job as it is a calling. Consider asking the following questions to determine if your S.H.A.P.E.—your skillset, heart, aptitudes, personality, and experience–make you a good pastoral candidate.

  • Can you share several examples of how church members made the previous pastor and his family feel welcome, loved, and appreciated?
  • What is the protocol for moving people into lay leadership positions? Is the pastor involved in these decisions?
  • What is the protocol for addressing a church member who will not attempt to avoid speaking negatively?
  • How are activities planned and coordinated? What is the line of accountability, and how is conflict addressed?
  • In the future, is the pastor expected to be on a hiring team for other possible church staff such as secretaries, youth pastors, associate pastors, etc.?

Question 10: What Are the Next Steps in the Pastoral Search Process?

Do not forget–most churches receive many responses to online postings for pastoral candidates. You may be on a short list, but that could mean there are a few men the pastoral search team has yet to interview. With these unknown variables, realize the process can take anywhere from a few weeks to many months. Ask these clarifying questions:

  • What do you expect to unfold in the following weeks and months?
  • How can I remain updated on your work and progress?
  • Can I provide any information that could help you as you prayerfully seek God’s leading?
  • Would you be willing to share your meeting schedule with me so I can pray for your team as you meet?

Conclusion

Ultimately, the Lord shepherds His flock. He cares more of who is leading his local flocks in the local church than the pastoral search team and inquiring pastor does combined.

Knowing where God wants you to be can be a challenging process. Many things can attract one to a church, but the most crucial factor is what is God’s will in the matter. 

Seek a church that aligns with your giftings and one that desires your talents, experience, and passions. Settle for nothing less than exceptional alignment between the congregation, team, and candidate. Ask questions to determine what the church values and believes, and if it is willing and able to pivot to stay in step with the leading of the Holy Spirit.

Determine what the church expects of the pastor and his family and how the church intends to provide love and support to the pastor and his family. Factor in their timeline for their search. Check in with your own personal pastors and mentors. And let God do the rest as you trust your soul and life to His care and placement of you.

And finally, have a clear financial picture. Know if the church is in a financial crisis, has adequate savings, and can handle unexpected expenses. A giving church is often a gracious and loving church. Know that you must lead the way in this.