The author has served on five Pastor Search Committees in a Baptist church. These thoughts simply show things which worked in the specific congregation and are not necessarily applicable to your specific situation.
Without a doubt, serving on a Pastor Search Committee, when done right, is one of the most profound experiences in any Christian’s life. It is a time when you will draw closer to God, become more dependent upon the Holy Spirit, and grow exponentially in your faith and relationship with Jesus.
I had several notebooks from prior searches which I stored for many years, but I couldn’t find them when asked to share our experiences with another church. I don’t know if this was providential or unfortunate, but I will assume providential. Since I couldn’t find the notebooks, I tried to recall past searches and attempted to document things done well, pitfalls to avoid, and other random suggestions.
We relied upon the next verse as we conducted our searches:
“Now to him who is able to do immeasurably more than allow ask or imagine, according to his power that is at work within us, to him be glory in the church and in Christ Jesus throughout all generations, forever and ever! Amen.” – Ephesians 3:20-21
The Pastor Search Committee – In my experience, nothing is more important at this point than the careful and prayerful choice of those individuals who will serve on the Committee.
Our best committee had spirit-led individuals with diverse backgrounds including gender, age, time at the church, and skillset.
Our best committee was comprised of church members who loved and supported the pastors and had a good reputation in the church and in the community.
Our best committee had members who could work within a team, had good listening skills, were able to communicate their thoughts, who stayed within the boundaries set by the committee, and were patient and discrete.
We successfully avoided strong-willed individuals who acted independently of the committee and the pastors and the carnally-minded individuals who had the attitude that “I’ve got to hire a preacher”.
We had one or two pastors attend all meetings with the committee as non-voting members.
The Interim Pastor – Careful and prayerful choice of the Interim Pastor is the next most important step in the process.
Our best experience was to recruit a seasoned pastor who was not willing to be considered as a candidate to fill the open position.
In the situation in which we used a potential candidate as the interim pastor, we soon discovered that we had to decide whether to call the interim as pastor before considering any of the other candidates. We ultimately decided to call the interim.
In another situation where the interim pastor was adamant that they would not be willing to be considered for the full-time position, the committee still felt tremendous pressure from the church to call the interim pastor.
The Committee’s First Steps – In our best experience, the committee followed these steps:
The Committee selected individuals to serve as chair, vice-chair, secretary, and assistant secretary. The chair of the committee is a crucial role. It is helpful to have someone with strong leadership skills, but humble enough to depend upon the collective wisdom of the committee members. We also agreed upon regular meeting times and places.
We reviewed the Biblical qualifications of a pastor found in 1 Timothy and Titus. It has been valuable to have the committee read from various translations and ask “what does this mean to you?” to check for understanding and to build consensus.
We reviewed the principles in “Leading Change” by John Kotter with particular emphasis on the key steps and pitfalls to avoid.
We spent time as a group to pray individually for wisdom, discernment, and courage to meet the task assigned to us. In one search, we were in the vacant parsonage and each individual found a room, or corner of a room, to pray aloud to God and then reassembled for discussion.
We shared our hearts about the characteristics of individual we wanted as pastor. For example, a heart like David, the faith of Abraham, humble, kind, gentle, courageous. We successfully avoid the pitfalls of arbitrary qualifications such s “in his 40’s”, “been a lead pastor for at least five years”, “wife, two kids, one dog, no cats”.
We thought deeply about the culture of our church and discussed openingly. For example, what worship style does our church embrace – hymns, praise music, blended? What preaching style? What versions of the scripture do we use? What types of children’s and youth ministries do we use and embrace? We found that some candidates were excellent pastors, but are not the best fit with the culture of our church or the direction we believed God was leading our church.
We repeatedly emphasized the importance of being DISCRETE! The church wants to know how the search is proceeding and they have every right to know AT THE APPROPRIATE TIME. But, sharing too much information too early can be devastating to the committee, to the church, and to the candidate and their family.
The Committee’s Process to Find a Single Candidate – The best committee was very democratic in considering which candidate to pursue.
Our church has historically used a process to consider ONE candidate at at time. In our view, considering more than one candidate at a time has two pitfalls: (1) many top candidates will withdraw from consideration if they are in a “horse race” with another candidate and (2) voting between two candidates has the potential of splitting the congregation.
We kept all candidates on our list regardless of whether they submitted a resume, were nominated by a church members, suggested by a pastor, etc.
We used “Pareto Voting” to decide which candidate to pursue first. To clarify, each committee member independently voted for 20% of the active candidates on the list. For example, if you had 15 active candidates, each committee member would list three (20% of 15) candidates that they would like to consider further. The votes were compiled and remarkably one to three candidates would rise to the top for more detailed consideration.
Pareto voting was effective in reining in those who might be tempted to act independently of the committee and those who “knew” who God wanted to be our next pastor. It also provided “cover” for the committee when someone couldn’t understand why their “brother-in-law” wasn’t being contacted.
The committee would then review the one to three candidates in detail, learn all we could about them without being disruptive to their current ministry, and discuss a length in committee. At this point, each member would rank the candidates in order. If three candidates, the top candidate for each committee member would get 3 points, second place would get 2 point, and last place would get 1 point. The points were totaled and the committee would vote whether to pursue the candidate receiving the most points.
At this point, one or two of the committee members would call the candidate, share that the Pastor Search Committee felt that God was leading us to consider them as our next pastor and ask them to prayerfully consider whether they would be willing be considered.
In our best situations, we had the prospective candidate and their spouse visited covertly. In each situation, we had a truthful, but not complete, explanation for them visiting. A prepared reason for their visit was important because, despite the committee and pastors’ best efforts, invariably a church member would encounter the candidate during the visit. In this visit, the committee expanded those meeting the candidate to include key lay leaders in the church with an emphasis on the importance of keeping this information confidential and being very discrete. For the expanded meetings, we chose to meet offsite to limit the number of people who might become aware of the meeting.
After visiting, if the candidate and spouse were willing to continue to purse the process, the committee made a recommendation to the church that we invite the candidate to come in view of a call (or in consideration of becoming our next lead pastor). A one-pager with Frequently Asked Questions and Answers was prepared and distributed to the church. The committee also hosted a question and answer session with any member who would like to attend on Wednesday evening before voting on Sunday.
After the church voted to call the candidate, we had the candidate and family come for a full weekend with multiple opportunities to interact with the candidate on Saturday and again on Sunday. The candidate preached in both services on Sunday, took a short break for lunch, then reassembled for Q&A prior to voting whether to call.
My Experience – Serving on a Pastor Search Committee is a humbling experience. Here the stages that I generally follow:
Euphoria (and pride) – “Wow, what a privilege to serve on this Committee. I know God is going to lead us to the greatest pastor ever! After all, every minister would like to be pastor of our church! The church is going to be so impressed by our work!”
Reality – “There really aren’t that many viable candidates out there. The ones we want are serving in churches that would be a lateral move to our church. The ones that seem to want to be our pastor are not really what God has laid on our heart.”
Rejection – “We have been turned down repeatedly by ‘good’ candidates and our list is getting thin. The church is anxious to hear someone, maybe anyone.”
Desperation – “No one wants to pastor our church. God, I am really desperate here. If you don’t act, this is not going to happen. Apart from you, we can do nothing!” [At this point, God has a Committee that He can use to advance the kingdom.]
The Tension – there is, in the words of Andy Stanley, a “tension to manage” as opposed to a “problem to solve”. The tension is between the pastors who lead the church and know the other pastors and wives and the committee members who can provide valuable insight.
Pastor’s Wife – We had only one expectation; the pastor’s wife should serve as they felt lead by the Holy Spirit, but shouldn’t feel pressure to serve simply because they are the pastor’s wife. We were careful to avoid thought processes like “he would be a great pastor and his wife is an accomplished pianist [fill in whatever blank the candidate wife displays].
God bless you and your committee as you seek his will.
“Keep on asking, and you will receive what you ask for. Keep on seeking, and you will find. Keep on knocking, and the door will be opened to you. For everyone asks, receives. Everyone who seeks, finds. And to everyone who knocks, the door will be opened.” – Matthew 7:7-8
Closing Thoughts – I find the scriptures to be incredibly practical. I leave you with two thoughts:
Isaiah said, “In the year King Uzziah died, I saw the Lord”. King Uzziah meant everything to Isaiah; and yet, in the year he died, Isaiah saw the Lord. My question to this group is very simple: In the year your pastor resigned, what did you see? Are you going to be depressed, be in despair, or are you going to see the Lord and his hand even in this situation?
In the Book of the Acts, Luke wrote the following, “For David, after he had served his generation by the will of God, fell asleep, was buried with his fathers”. I once told a Mission Group that ‘if clocks and calendars ran backwards, some individuals would be the perfect choice’ because they are always looking backwards and trying to relive the past. But God has called us to serve THIS generation. The second question is also very simple: What generation are you trying to serve? Are you looking back to the generation when your church first started, or when it reach its zenith, or when your most recent pastor first stepped into the leadership role, or are you looking to serve THIS generation?
“The Lord bless you and keep you; [and] make his face to shine upon you, and be gracious to you, . . .and give you peace” is my prayer.



































