I like lists so here's another one. This one is for church members who are working on trying to find and call a new pastor in a church that's in-between lead pastors.
Not devoting the whole church to prayer â€" Prayer for finding a new pastor must be the top priority for the church. The goal is to get every member, every committee or board, every ministry team, every worship service, every meeting or event, and every small group praying every week for the search for the new pastor.
Using the church governing board (elders, deacons, board of directors, ministry board, etc.) as the search committee or team - The governing church board has too much on its plate to devote adequate time to what can be a lengthy search process. Also, there is too often a disconnect between the church board and the congregation.
Not communicating enough to the church body â€" the pastoral search team needs to take the leadership in providing weekly communication about the goals and progress of the pastoral search process. The church-wide communication should use multiple means of communication including but not limited to bulletins, Sunday morning verbal announcements, church blogs or vlogs, PowerPoint slide announcements on Sunday mornings, pastoral search team members sharing during small group meetings, special videos, church website announcements.
Sharing the names of applicants â€" The names of applicants should be kept strictly confidential until the final candidate gives his permission.
Not doing thorough vetting of the top applicants â€" The search team needs to decide on and follow an intentional vetting process of all top applicants who are selected as potential candidates. Especially important in this process are doing criminal background checks, primary and secondary reference checks, developing a search grid with the top characteristics desired in a candidate, video sermon samples, checking into the reason(s) for an applicant leaving his former church or ministry, spouse and family's willingness to come to the church, determining theological compatibility, checking on agreement with the church's doctrine, determining compatibility with the denominational affiliation of the church, determining compatibility of the spiritual gifts and ministry passion with the needs of the church, agreeing on the fit with the church and community demographics, determining the emotional intelligence needed in a new pastor, etc.
Not preparing good behavioral questions to use in applications and interviews â€" In my experience, church pastoral search committees need training in using open-ended, behavioral interview questions with their applicants. The search team needs to decide on the top behavioral questions to use with every applicant and top potential candidates. The goal is to compare apples with apples.
Not using face to face interviews with the top applicant couples - Both husband and wife should participate in face to face interviews. In order for this to be successful, the search team will need some training or at least study in interpreting nonverbal communication. I recommend selecting the top applicants and then using videoconferencing or in-person interviews. More than one interview before candidating is recommended. Multiple in-person interviews are needed by several groups in the candidating process.
Planning a short candidating experience â€" I recommend at least a 4-day or more candidating experience at the church location instead of a 2 or even 3-day weekend. The candidating couple should participate in several preaching, teaching, and ministry opportunities during the candidating process and this takes time. The candidate should also be exposed to several small groups of the church. Meeting with the church staff is a must. During Covid restrictions, multiple Zoom or equivalent teleconference meetings should be provided with the candidate couple.
Not allowing the top applicants and final candidate sufficient opportunities to get their questions answered by church leaders and members â€" Most churches tend to see the candidating process as a one-way dialogue. It's really a two-way street where the candidate couple is also observing and learning a lot about their potential new church. Like the church, they are also making a judgment about if the church is a good fit for them and their gifts and ministry passion. They will have lots of questions.
Inadequate website presence â€" When a potential new pastor learns about a church searching for a new pastor, the first place he will probably go to find out more about the church is its website. One of the first things that must be done by a church in transition is to develop or refresh and update its website. I can assure you that most churches have a great need in this area. View your website as a ministry, and the most important source of information about your church. Your website should be attractive and answer most questions people might have about your church. Will your website attract or repel a potential new pastor for your church?
What can you add to the top mistakes that pastoral search teams make in going about their very important ministry?
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