Buiding Church Leaders Home
Search By:
Advanced Search
Church RoleTopicFree Samples
Train LeadersAssess My ChurchConnect With LeadersRespond to CrisisMentor & DiscipleMultimediaStore
Home > Connect with Leaders > Ask the Experts
Ask the Experts Discussion: John Beukema

Click to read John Beukema's bio
What are three things a pastoral search committee should keep in mind?
John Beukema responds in our Ask the Experts discussion.


Topics:Church board, Committees, Communication, Hiring, Interviews, Pastors, Recruiting, Succession
Filters:Church board, Committee member, Elder, Management, Pastor, Pastoral care
Purpose:Ministry
Date Added:May 20, 2008

Total Reader Responses: 1 (see below)
Add your own comment
  • Don't overcorrect. One common mistake is to subconsciously look for someone who is strong where the previous pastor was weak. For example, Pastor Jones was great with people, but not dynamic in the pulpit, so the committee hires a great communicator. However, the new pastor is not as personally warm and is soon contrasted unfavorably with Jones. Or Smith was constantly going to school and conferences, so they hire someone with no desire for advanced training. They quickly find the new pastor isn't on the growing edge of anything. Overcorrection is one reason why many long-term pastorates are followed by a "sacrificial lamb."

  • Don't cover up. Committees tend not to be honest about the challenges their church faces. Perhaps they don't realize the flaws. If this is the case, my advice is to do your homework. Before rushing to start the search, spend time discerning the state of the church, its needs and expectations. This makes it easier to present a more accurate picture of the church to prospective candidates.

  • Don't discriminate. Character, gifting, and personality are more important than previous ministry size. Conventional wisdom says that an associate of a large church is a better choice than a pastor from a smaller church, but this is often misguided. While considering a candidate's education level, ministry size, and length of experience is fine, you may miss hearing from those who aren't an exact match, yet have the right gifting and personality.



Lee Brewer   (Guest) Posted: May 22, 2008
Our Pastor retired with ill health after 7 years after building us into being a happy-church. I served as one of 4 folks on our NJ pulpit committee. We met weekly for four years. Over that period we looked at more than 600 candidates across the USA. We had phone interviews assessing their spiritual position. We also asked for annual reports. To us their energy, budget for missions and outreach were important. We did look at church size - but that was never a deal breaker. In addition to carefully looking and church-visiting in our "backyard", we visited candidates churches in Maryland, Washington state, and Kentucky, observing the spirit of their present church. I am happy to report that we found our Pastor in Ohio, and the church continues to flourish under his leadership. Prior to his accepting our call, the 4 of us pledged that no matter what he did, we would remain with the church in a joyful spirit for 12 months after his arrival. He is great. It is work to follow God's path.


Answer this question:

Name: 
Comments:1000 character limit

[ no related training packs ]



[ no related articles ]