Have you ever experienced the daunting task of creating a pastoral search committee? How do you choose the group of people who will ultimately help determine the next pastor of your church?
The stakes are incredibly high, and the decision-makers are under much pressure. We encourage you to check out this list of who should be on your pastoral search committee (and who shouldn’t). Hopefully, we can help you avoid the pitfalls of choosing the wrong people and instead assist you in forming a great committee that will serve your church well.
Who You Should Include on Your Pastoral Search Committee
Elders
The elders of your church are a critical part of the leadership. For many churches, the elders are a part of the main decision-making engine of the church. So naturally, you’d want to include some of your elders in the pastoral search committee.
For some churches, this may mean including all of the elders. Other churches may want to include a portion of their elders in the leadership. You can determine the best route for your church, but I would advise including only a portion of the elders.
Why? Because then you have a few voices to fall back on as “fresh eyes and ears” if the decision is split among the committee members.
Key Leaders
Are there leaders on your team or staff who are very influential? Who are your go-to leaders? Do you have specific individuals who offer truly significant insights for your church?
If so, include them in your pastoral search committee! These people can see more than “Do I like this person?” or “Do I like how they preach?” These key leaders may be spiritually discerning or emotionally mature. You want someone with eyes to see beyond the surface. As your church searches for a good pastoral candidate, you need leaders who can see beyond polished interview answers and well-crafted sermon clips.
Who is the candidate as a person? What is their family life like? What unique personality qualities do they have, and how do they fit into the culture of the church?
Staff Members
Your staff may be part of your eldership or key leadership team, but if not, include some staff members. They will be working closely with the pastoral hire on a daily basis, so it is essential to include their input in the decision. During the interview process, your staff members can ask questions directly related to the team’s culture. They will understand, better than anyone, what the team is like now and what kind of leader is needed to help lead them into growth.
Additionally, including staff in your pastoral search committee will help start the process of buy-in from your staff. If some of them are a part of making the decision, they will quickly adopt and buy into the chosen candidate. They can then help others on the team do the same!
Outside Voices
Does your church have an outside advisory board? Are there some pastoral voices you really trust and love? Include them in your pastoral search committee! They will bring fresh, unbiased eyes. The pastoral choice does not impact outside leaders, so they are well-positioned to offer input on it. They will be able to look beyond, “How does this impact me?” and will be able to see a big-picture view of the church as a whole.
Key Church Members
These can be great voices in your pastoral search committee. These aren’t just people who attend weekly, but are deeply committed to your church. People in this category bring great perspectives to the process because they can bring the church member’s point of view.
However, I’d encourage you to be cautious with this particular group of people, as it can cause significant tension and problems. However, it’s still important to include! Are there certain church members who are exceptional judges of character? There may be members who already have a great deal of buy-in.
Quick note: Be careful not to make this inclusion a high-giver decision. Don’t include someone purely for financial reasons. If you do, you will create a culture where church members feel they can control decisions with their giving or wallet. That is not what you want!
Instead, include those key members who are committed. This may also mean they are top givers, but don’t let their giving dollars impact your decision to include or not include a member in the pastoral search committee.
Who You Shouldn’t Include on Your Pastoral Search Committee
Anyone with a Bias
You don’t want to include people who will have a skewed judgment. Consider why your previous pastor left and all those affected by that. Do they carry a particular bias? If so, it’s better to exclude them from the process.
Instead, you want a well-organized team to approach things with maturity, clarity, and wisdom. When forming your pastoral search committee, consider the potential for bias as you select committee members. Due to the deeply personal nature of the church, this is a crucial step!
The Extremely Opinionated … Yet Uninvolved
Is there someone with strong opinions about the church who doesn’t mind sharing them?
Do you have people who treat the church staff like a complaint department?
Are there leaders who threaten to leave every other week?
While it is certainly not all-encompassing, these things can become a problem for your day-to-day, especially for your pastoral search committee. These individuals have a lot to say but are unwilling to lend a hand. Avoid including people who want a say but don’t want to carry weight. This is crucial for your church’s culture and the long-term well-being of your staff.
What’s Most Important: A Well-Rounded Perspective
As you assemble a pastoral search committee, consider including the following types of people. It’s beneficial to include a diverse range of people to gain a more well-rounded perspective. The people you appoint to your search committee are making a crucial decision for your church, so consider them carefully.
Remember, the people on your pastoral search committee are important, but it’s also important to consider who NOT to include. Be mindful throughout the process of recognizing people’s biases and their ability to make well-rounded decisions rooted in wisdom.
Consider James 3:13 as you walk through the pastoral search process, “Who is wise and understanding among you? Let them show it by their good life, by deeds done in the humility that comes from wisdom.”
Frequently Asked Questions
Here are some common questions pastors might ask:
1. How long does the pastoral search process typically take?
The pastoral search process can vary widely but often takes several months to a year. Factors such as the availability of candidates, the thoroughness of the vetting process, and your church’s unique needs can impact the timeline.
2. Should the committee include representatives from different age groups or demographics within the church?
Yes, including diverse representatives can provide a broader perspective and ensure the selected pastor meets the needs of various church members. However, members should also meet the criteria of wisdom, commitment, and spiritual discernment.
3. What resources are available to help guide a pastoral search committee?
Many denominations offer guidelines, templates, and tools to support pastoral searches. Additionally, external consulting services, pastoral search handbooks, and denominational leadership can offer support and expertise during the process.
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