This is more difficult than you think, and it might take longer than you think.

Consider:

• The average length of a pastoral search takes about nine months.
• Not many pastors have developed the skill set to implement a plan for smaller churches. It requires a pastor to be a more of a generalist who is proficient in many areas. Seminary trains the mind, but they can’t develop these generalist skills because they are field-based, not book-based.
• Most search committees rely on advertising the call because their network is small. They wait for active candidates to respond.
• Even though many search committees have someone with HR or hiring experience, hiring a pastor is different than hiring for most positions. This is THE key hire. You have to get it right. The candidate’s character, knowledge, skill, gift-mix, personality, passion, story, family, location preference, and timing need to match who you need to shepherd you into this next chapter of ministry.

THE TRADITIONAL WAY

Posting a job description, and then hoping and wishing the right candidate applies is tricky.

Hope is not a strategy.

Here’s why: Pastors who apply to your listing are actively looking. They are:

• Between calls.
• They have one foot out the door.
• Applicants from Africa.

They represent about 20% of pastoral candidates. You have to kiss a lot of frogs to find a prince.

What about the other 80%? Gainfully employed and “not looking”, these pastors would listen and be willing to move if the situation was right.

How will you reach them?

You need to have the relationships, networks, and tools to do so.

Do you?

THE STRATEGIC WAY

Creating a Candidate Profile will produce clarity so you know who you are looking and praying for.

Targeting is the strategy.

Here’s why: Once you have identified the type of pastor for the next season, you can pursue the other 80% of candidates.  Odds are in your favor that you will locate a match in less time than the traditional way as long as you have access to them.

And that is the problem.

Most search committees are limited to small networks and limited tools.

They can’t find them, so they do things the traditional way.

How we can help

• Because we know the direction you are heading, we will identify the type pastor who is fit to lead you there.
• Because of our pastoral network, we can usually locate the type of pastor you need quicker than you.
• Because of our vetting process, we will only present high-quality candidates.
• Because of our experience in securing candidates, we anticipate issues and find solutions before it gets messy.
• Because a call impacts the family, we talk with the spouse who often confides in us requests for the family and concerns about expectations. Handling these sensitive topics with discretion and tact is critical to securing the candidate.

Rev. David Zook (Teaching Elder, EPC), who is a part of our team, has a background in executive level recruiting. Before ministry, he served as a recruiter and was the top man in his firm. In addition, David spent 14 years in the pulpit leading two churches (one EPC, one Non-Denominational) to healthy places. He has also helped plant four churches. He has a keen sense of what to look for so the fit is right.

His expertise in identifying, locating, assessing, securing, and onboarding candidates might benefit your committee’s work. 

Now that you have found the right pastor

We will walk shoulder-to-shoulder with him with the right support for 12 months to refine or develop his skills so he can confidently lead your church in the right direction.