A pastoral search committee is a group of church members tasked with finding and recommending a new pastor when there is a pastoral vacancy. The committee is usually formed by the church leadership and is comprised of diverse church members representing different demographics, ministries, and perspectives within the congregation. The work of a pastoral search committee is crucial for ensuring a healthy pastoral transition and identifying the best pastoral candidate for the unique needs and mission of the local church.
The Role and Responsibilities of a Pastoral Search Committee
The pastoral search committee has several key responsibilities:
– Prayerfully seeking God’s will for the future pastoral leadership
– Developing a church profile detailing the history, vision, needs and goals of the congregation
– Creating a pastoral profile outlining the desired qualifications, characteristics and competencies required for the open pastoral role
– Advertising the open position and recruiting potential candidates
– Thoroughly screening all applicants through interviews, reference checks, background checks, etc.
– Evaluating how each candidate matches the church profile and pastoral profile
– Selectively narrowing down the pool of applicants to a few final candidates
– Coordinating neutral pulpits and candidate weekends to introduce finalists to the congregation
– Gaining congregational feedback on the final candidates
– Making a final recommendation to the church leadership/congregation for a vote
Throughout the search process, the committee must maintain strict confidentiality, effective communication, spiritual discernment, and fairness/impartiality in evaluating all candidates. They must represent what is best for the entire church, not just individual preferences. It requires much time, diligent work and sensitive leadership.
Biblical Principles for Identifying Church Leaders
Although the modern pastoral search committee is not specifically described in the Bible, biblical principles can guide the selection process:
– Prayerfully seek the Holy Spirit’s wisdom and discernment (Acts 1:24-26, 6:3-6)
– Look for evidence of godly character and spiritual maturity (1 Timothy 3:1-13, Titus 1:5-9)
– Confirm strong capabilities and competencies for shepherding, teaching sound doctrine, and leading the church (1 Timothy 3:2, Titus 1:9, Acts 20:28-31)
– Ensure candidates meet all biblical qualifications for overseers/elders (1 Timothy 3:1-7, Titus 1:5-9)
– Seek godly counsel from other leaders (Proverbs 11:14, 15:22, 20:18)
– Involve the congregation in affirming choices (Acts 6:2-6, 14:23)
Biblical Examples of Selecting Leaders:
Moses appointing the 70 elders (Numbers 11:16-17)
The apostles appointing/laying hands on the first deacons (Acts 6:1-6)
The elders and congregation affirming Barnabas and Saul’s mission work (Acts 13:1-3)
Paul and Barnabas appointing elders in the churches (Acts 14:23)
Paul advising Titus and Timothy on appointing church leaders (Titus 1:5, 1 Timothy 3:1-13)
Jesus spent all night in prayer before selecting his twelve apostles (Luke 6:12-13). This demonstrates the importance of bathing the pastoral search process in prayer. Human wisdom is not enough to discern the Lord’s choice; prayer is essential.
Qualities to Look for in a Pastor According to Scripture
The Bible emphasizes these essential qualities in spiritual leaders like pastors:
– Meets all biblical requirements for elder/overseer (1 Timothy 3:1-7, Titus 1:6-9)
– Blameless reputation, proven character and integrity
– Self-controlled, gentle, not quick-tempered or violent
– Loves what is good and devotes himself to prayer
– Not given to drunkenness or greediness
– Manages own family well, sees to needs of his own household
– Hospitable and respectable
– Able to teach sound doctrine and refute false teaching (Titus 1:9)
– Shepherds the church with care, humility and sacrifice (Acts 20:28, 1 Peter 5:1-4)
– Seeks to please God rather than men (Galatians 1:10)
– Meets biblical qualifications for an elder/overseer (1 Timothy 3:1-7, Titus 1:6-9)
In addition to character, the ideal pastor should be competent in preaching, teaching, leading, administrating, shepherding and counseling. A team leadership approach can supplement gaps in any one leader’s capabilities. But integrity and godly wisdom are essential.
Keys to an Effective Pastoral Search Process
An effective pastoral search leads to unity, momentum and energy in the church family. Here are some keys:
– Bathe the process in prayer and faith in God’s provision
– Clarify the church’s identity, needs, goals before the search begins
– Build a committee that represents the whole congregation
– Find the right balance between high standards and gracious flexibility
– Remain open to the Holy Spirit’s leading rather than own agendas
– Evaluate character and capabilities more than charisma
– Check references thoroughly
– Give the congregation opportunities to interact with potential candidates
– Communicate openly, honestly and sensitively with applicants
– Extend genuine Christ-like love and care to each candidate even if not selected
– Ensure a smooth leadership transition and embrace of the new pastor
With wisdom, integrity, and attentiveness to scripture and the Holy Spirit’s guidance, the pastoral search committee can successfully identify the man God has chosen to lead the flock into its next chapter of ministry. They take on this task as unto the Lord.
Things to Avoid in the Pastoral Search Process
While aiming to uphold biblical principles, pastoral search committees should also avoid these common pitfalls:
– Failing to bathe the search in prayer and seek the Spirit’s wisdom
– Rushing into the process without clarity on the church’s identity and needs
– Limiting committee membership to a clique instead of representing the whole congregation
– Focusing only on charisma, resume, appearance rather than godly character and capabilities
– Neglecting to thoroughly vet candidates through interviews, references, background checks, etc.
– Allowing personal preferences, agendas or politics to cloud judgement
– Failing to honestly communicate with applicants and keep details confidential
– Dragging out the search process too long causing more limbo and uncertainty
– Settling because of impatience or pressure rather than waiting on God’s choice
Avoiding these missteps will keep the process on a wise, spirit-led course.
Role of the Congregation in Selecting a Pastor
To uphold congregational polity common in many churches, the pastoral search committee brings their recommendation before the members for a vote. The congregation’s role involves:
– Affirming the pastoral profile detailing desired qualifications
– Suggesting potential candidates for consideration when appropriate
– Praying regularly for the committee and the selection process
– Attending “meet and greet” events to interact with potential pastors
– Providing thoughtful feedback to the search team after candidate visits
– Considering the committee’s final recommendation with prayerful discernment
– Participating in voting to extend a call to the candidate
– Embracing and welcoming the new pastor once selected
Including the congregation promotes unity, understanding and ownership in the transition process. The search committee leads the process, but the congregation maintains a voice through input and confirmation of the final selection according to church polity.
Tips for Congregational Approval of a Pastoral Candidate
To ensure the vote proceeds smoothly, search committees should:
– Give adequate notice of an upcoming vote
– Arrange a fair voting process according to church polity
– Introduce the candidate and explain the recommendation
– Allow the congregation to interact with the candidate beforehand
– Communicate openly about the candidate’s background, qualifications and interview process
– Provide opportunities for the congregation to ask questions before the vote
– Urge praying about the decision more than politicking
– Focus the vote on the candidate’s merits rather than comparing to others
– Define the required margin or percentage for a vote to be decisive
– Clarify next steps depending on different voting outcomes
– Accept the result with grace whatever the outcome
– Trust the Holy Spirit is at work even if disappointing or surprising
Navigating strong opinions and potential divisions requires much prayer, patience and discernment. But this process allows the congregation to participate in welcoming and embracing the new pastor the Lord has chosen for them.
Following God’s Leadership More than Personal Preferences
Above all, each person involved must seek what God desires rather than their own interests. The scriptures warn against appointing leaders simply to suit people’s fancy rather than God’s purposes (Isaiah 30:10, Jeremiah 5:31, 2 Timothy 4:3). Exalting personal preferences leads to disunity and poor leadership.
But as the committee and congregation seek the Holy Spirit’s wisdom through prayer and scripture, they can rest in God’s sovereignty knowing He will guide the right shepherd into place in His timing. This requires dying to selfish wants and fully trusting the Great Shepherd, Jesus Christ, to build His church.
Waiting patiently on the Lord and not running ahead in one’s own strength or understanding is crucial, no matter how long the process takes. God rewards those who acknowledge and follow His ways rather than demanding their own (Isaiah 40:31, Isaiah 64:4). When the committee and congregation walk in humility, faith and unity of spirit as they evaluate candidates, they make space for God’s Spirit to direct them to His choice. He faithfully provides the shepherd He knows His flock needs for their spiritual growth and the glory of His eternal kingdom.
Reflecting Christ-like Character in the Search Process
From start to finish, the search committee and congregation must be guided by biblical principles of Christ-like character:
– Demonstrating the fruit of the Spirit: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control (Galatians 5:22-23)
– Seeing each candidate as someone made in God’s image to be treated with dignity, compassion and care (Genesis 1:27)
– Speaking words of grace seasoned with salt (Colossians 4:6) in all interviews and discussions
– Being quick to listen, slow to speak, and avoiding anger (James 1:19)
– Handling struggles or conflicts with humility, honesty and respect as unto the Lord (Philippians 2:3-8)
– Refusing to engage in gossip, slander or divisive speech (Ephesians 4:29-32)
– Having the mindset of Christ – humility and servant-heartedness (Philippians 2:5-8)
– Majoring on patience, joy and trust in God’s perfect leadership provision
Conducting themselves with Kingdom values and virtue reflects well on the name of Jesus Christ being exalted in His church. This brings glory to God.
In Closing
The calling of a new pastor ushers in a new season of ministry. Done well and bathed in prayer, a pastoral search process can launch renewed vision, momentum andfruitfulness for years to come under the candidate God endorses. When the committee builds understanding and ownership among members, the congregation grows in unity to embrace the new pastoral leader Christ has prepared for thatassignment. Guided by scripture and yielded to the Spirit, the search takes on Kingdom purposes far greater than human hopes. It becomes another opportunity to shineas the Lord’s church, the bride awaiting her Groom who sacrificed all to call and equip His under-shepherds for the care of His sheep until He comes again. To God be the glory.