Iterview Guide

Introduction

This booklet was designed for the pastoral candidate seeking job placement in a church affiliated with Transformation Ministries.

The search process is like courtship; each side seeks to present itself as attractively as possible. To avoid a real surprise the morning after the wedding it is good to get to know what you can beforehand. While none of us can learn everything about a church’s history or avoid every surprise in a new ministry, asking questions can minimize the danger of a mistake in choice before a commitment is made.

Since no single interview can cover all the questions that are provided here, it will be necessary to choose carefully which questions are needed. If more than one interview is planned, consider those questions that might lead to deeper or more probing questions in subsequent interviews. The questions are arranged according to ministry topics that all interviews should cover. 

The best materials provided to candidate and churches are those which anticipate and then answer the most important questions raised in the interview process.

As a pastoral candidate: base some of your questions on the materials you received from the church (annual report, newsletters, worship folders, church profile, etc.)

Often the challenge is to give clear and concise answers to questions. Avoid sermonizing!

The GOAL of the interview is not simply to discover God’s choosing for the next leader to guide, guard and help grow your local manifestation of the body of Christ – it is that “we all reach unity in the faith and in the knowledge of the Son of God and become mature, attaining to the whole measure of the fullness of Christ.” - Ephesians 4:13

                                                                - Bruce P Schipul, Placement Team, Transformation Ministries  

Scriptures for Pastoral Candidates:

“I can’t do a solitary thing on my own: I listen, then I decide. You can trust my decision because I’m not out to get my own way but only to carry out orders. If I were simply speaking on my own account, it would be an empty, self-serving witness… “But my purpose is not to get your vote, and not to appeal to mere human testimony. I’m speaking to you this way so that you will be saved.”  – Jesus – John 5:31 “The Message”

Take a good look, friends, at who you were when you got called into this life. I don’t see many of “the brightest and the best” among you, not many influential, not many from high-society families. Isn’t it obvious that God deliberately chose men and women that the culture overlooks and exploits and abuses, chose these “nobodies” to expose the hollow pretensions of the “somebodies”? That makes it quite clear that none of you can get by with blowing your own horn before God. Everything that we have—right thinking and right living, a clean slate and a fresh start—comes from God by way of Jesus Christ. That’s why we have the saying, “If you’re going to blow a horn, blow a trumpet for God.”  - 1 Corinthians 1:20-31 “The Message”

 

 

Types of Questions to Ask

According to an article in Leadership “Getting the Real Story: A Guide to Candidating” Douglas G. Scott, Summer, 1984. There are four types of questions that a candidate may want to ask in a candidating interview…

Census: Discover who the congregation is, who the pastor is – talents, skills, interests, commitments these people bring to church. They also go beyond the congregation itself to the area it serves. How the church draws its members. What demographic indicators describe stability shifts in housing and development, etc. Do these trends indicate future changes? Is housing in the area affordable? What potential does the church have for growth?

Issues: Some issues are easy, others are like powder-kegs. What changes have occurred in the congregation (membership, worship style, etc.)? Have there been theological or practical divisions in the congregation? How have the members perceived the previous pastor? What about the community around the church facility: racially, economically, and socially? Crime rates, social issues?

Structures: attempt to discover the formal and the hidden, informal networks in the congregation, but can also probe beyond this congregation. How are the relations with neighboring churches? Has the church been involved in ecumenical worship, educational, or fellowship programs with other groups? Are there strong ties with the denominational area, region and national? 

 

Introductory Comments & Questions that Set the Tone

It is hoped that each member of the Search Committee has introduced themselves: but you might want to ask them to each respond to a few things that get them involved in the interview.

Ask them to introduce themselves and tell how long they have been with the church, and what their present responsibilities are in the church.

What was the reason they joined?

Have them respond to this statement: the most difficult or most exciting thing in my life in the past year, (give them time to think of one), then have those who are able (don't make them all speak) to explain themselves and where the church was in that experience.   (Did they share their concern/joy with the church already? Was the church a community to them or a group of strangers?  Did they freely find the support of the church?  Are they hurt by the way the church responded to them?)

Can they explain (in their own words), the history of the church?  What are the highs and the lows of its ministry?

Describe the history of the church in terms of growth, emphasis, problems, and how such things were dealt with.

 

Everett L. Wilson, mentions some important considerations (“Pastoring Begins With the Search Committee” Leadership Fall 1990, Vol. XI, No. 4, Page 74).

§  Think Pastor, Not Applicant. A primary attitude to remember in candidating – getting the job is secondary to doing the job. The pastorate begins, potentially if not actually, the moment you meet the search committee, because that meeting establishes personal relationships. What is said and done will set the tone for a potential pastorate.

§  Give Accurate Impressions.  No matter how you prepare or dress for the interview, a truly favorable impression comes as a by-product of honest interaction, not from trying to be impressive. Does a church really need a pastor capable of answering forty-two questions impressively? For that to happen means a candidate put more attention on performance than on what the people wanted to learn about him or her.

§  Let Rapport Develop Naturally. Many people are uncomfortable with strangers, especially Christians. But the candidate needs to be careful not to act too casual with committees; it can broadcast wrong signals. If you get too familiar prematurely, you inadvertently assume people will understand what you mean rather than what you say. A candidate may set a more appropriate tone if he or she assumes the committee members feel more shy of the candidate then the candidate does of them. It’s better for the candidate to open up genuinely but not hurriedly.

§  Don’t Underestimate Differences. When a candidate wants a call too much, he or she can be tempted to tell the search committee what they want to hear or fuzz obvious differences of opinion. To set an honest tone, you need to communicate your values and let the committee communicate theirs – with as much give and take as necessary to understand one another. Take care not to make something sound more important than it is. Also, be careful to put on the table the non-negotiables the committees really ought to know.

§  Promise Only What Can Be Delivered.  Do not be too specific about what you plan to do in the potential pastorate, especially if you give timetables. Beyond the obvious chores set by the church’s program, a candidate actually knows little of what he or she might do, the extent of crises in the congregation, how much discretionary time is available, or what hidden expectations the congregation will place upon the candidate. Instead, a candidate would do well to communicate a philosophy of ministry, and the priorities he or she have in ministry.

 

 

 

 

 

 

 

Some Important Questions A Pastoral Candidate Should Ask the Committee (and Why)

According to Douglas G. Scott, “Getting the Real Story: A Guide to Candidating” (Leadership Journal, Summer 1984) There are important questions the candidate should ask the search committee. The following are some of them:

1.     Why am I of particular interest to you?
You may want to start with this question. You are not fishing for compliments, but it helps to know if they’re excited about you as their potential pastor. You also need to know why you are of real interest to them.

2.    What has been the most significant event in the life of this congregation since you have been a member?
This serves two purposes. You discover what events are significant to them, which helps you focus on future expectations. You also see what ministries this congregation considers significant. Where is their focus?

3.    Aside from the upheaval of looking for a new pastor, what has been the most upsetting event in the life of this church?
Many congregations do not express their frustration, disappointment, and anger in public. While they have many private (and potentially divisive) opportunities, your question allows them to voice their pain openly. It may help you see what is likely to upset them in the years ahead.

4.    In your opinion, what areas of concern need to be addressed by this congregation?
Though nonspecific, this question gives the invitation for a committee to open an issue that is unresolved or unrecognized. But be ready to bring the group back to the agenda should they spend too much time on isolated concerns.

5.     What kinds of things did your former pastor do particularly well?
This allows for respectful courtesy and honor to be shown. This can show your own sense of kindness. It allows those present to celebrate their former pastor in a specific way – by holding up his or her particular gifts in ministry. It helps you see what aspects of ministry were well received, including tasks that may be expected of you.

6.  What were the circumstances surrounding your former pastor’s departure?
You may already know, but unless the former pastor died in office, it is good to ask so the committee can state openly the reasons. If your predecessor did die, or was extremely unpopular and moved on, you will have to be sensitive to their need to mourn his departure. If the predecessor had a long tenure, you may want to ask if the committee feels another long-term pastorate is feasible?

7.     In what areas did you wish your former pastors had more expertise?
Making the subject of the question plural takes the onus off your predecessor, but still allows them to express their opinions about unaddressed areas of need. Be sure to keep them talking about ministerial skills and not personality traits. Also, make sure they speak only from first-hand experience, not rumors (which are counter-productive).

8.      What formal and informal methods of support have you used in the past to help your pastor become a better minister?
This may confuse them – so offer explanations based on your expectations of congregational support. Did they encourage continuing education? How did they give feedback to sermons, how did they evaluate the pastor’s performance?

A Candidate’s Understanding of the Dynamics in the Search Committee Interview

1.       How do you feel?

2.       You must show them who you really are, do so in positive, gentle, yet definite tones throughout the interview.

3.       What is your initial reaction to them? 

4.       Are the committee members at ease or tense? Are you?

5.       Can you set them at ease or help set the tone for the meeting?

6.       Who is directing the meeting?

7.       Who is doing most of the talking, who answers the questions you have to ask?

8.      Are they looking for your responses or trying to tell you their views?

9.       Are they asking trick questions?

10.   Are they bringing up red flag questions initially, what are they reacting to?

11.    Is there anyone who is not talking or asking questions? (Why?)

12.    How is the seating arrangement setup?  What is the body language of those asking questions, those who listen to someone else talk, your own body language?

13.    Since they will naturally want to duplicate what they liked and avoid what they disliked in their previous pastors, try to discover what that is. 

 

Helpful resource for those wanting more:

Moving On-Moving Forward: A Guide for Pastors in Transition (Paperback) by Michael J. Anthony (Author), Mick Boersma

Paperback: 299 pages

Publisher: Zondervan Publishing Company (June 15, 2007)

Language: English

ISBN-10: 0310267765

ISBN-13: 978-0310267768

This book provides help in preparing a resume, networking, negotiating compensation, dealing with search committees, writing letters of resignation, how to leave a church on good terms, settling into a new community and much more.
General Questions for committees about the role and understanding of pastors:

1. What do you believe is the healthiest relationship between a pastor, the church board, the congregation, and the denomination?
   
   
   
2. What joys/opportunities for ministry will I expect to face should I be chosen to be pastor?

      a. What has been most exciting in the church this year?

               b. What has been the most exciting time anyone can remember?

3.       What have other pastors in this church found . . .

      a. Most enjoyable?  Least enjoyable?

      b. Most difficult?   Least difficult?

4.         Describe the 6 most important pastoral responsibilities you are looking for in a pastor? 

What is the most important? 

How do you rank these responsibilities?  How is this ranking different from other pastoral staff?                                                                                 
What percentage of the pastor’s time do you expect to be spent on each item?

How much time do they expect the pastor to be at the church facility?

5.       Role/expectations of the pastor in counseling? in stewardship? in functions like suppers, social programs of church?

6.       How should your pastor spend his or her time? In the course of a week how much time should be spent in prayer? Personal study? Sermon preparation? Administration? Individual and family counseling? Visiting? With the family?

7.       Who is in charge of the office and the functions of that office?

               

8.      Describe the pastor in terms of skills, talents, attitudes, interests, specialties, spiritual makeup:

a.  Who would do this job well? (get examples)

       b. Who would not do this job well (get examples)

9.       What are you doing during the interim period of the church to be ready for the next pastor?          

                               

10.   How long have the last 3 pastors stayed in their ministry?                                                                            

                               

11.    How open are people in the church to approaching the minister with their concerns?                       

12.    How do they like to address the pastor?                                                                                                                

                               

13.    Who will supervise the pastor’s job? Pastoral Relations Committee, Deacons, or Church Board, Elders, etc.?)        

                               

14.    How is performance evaluated?                                                                                                                                

               

15.    How is the salary determined? How is the pastor's compensation package determined? How frequently is it reviewed? By whom? What factors are used in determining that package? Merit or cost-of-living? Social Security reimbursement? Equity in the parsonage or a cash equity allowance? Continuing education, book, and automobile allowance?                                                         

                                                                                               

16.    Beyond the monetary, how have you shown your support and disapproval for the pastor?
(And the pastors spouse and family?)

Planned, organizational

Unplanned, personal

17.    What is the housing arrangement for the pastor?               How do you determine the amount of housing allowance?                                                                

                               

18.   If needed, are they able to assist with the down payment if the pastor finds a home to purchase (with the idea that you would pay back this down payment when the home is sold.)                               

                                                                               

19.    Do you have expectations on location and neighborhood of the pastor’s home?

20.   What continuing education is expected for the pastor? Time permitted?  Money allotted?                              

                               

21.    Do you have a policy with regard to sabbatical?  How is this determined and funded?

22.   What is your expectation regarding my spouse and/or my children with regard to the church, membership, involvement on boards, outreach, etc.?

Vision & Purpose

1. Why was the church started? Was the church born out of a split?
   
   
2. Does the church have published mission & vision statements? How were they created, and by whom? How are these statements understood and followed by the leadership and congregation?
   
   
3. What is this church's purpose? Have they defined its mission? Does it have a well-thought-out strategy?
   
   
4. How do you determine your effectiveness on reaching that mission & vision?

5. What is your unique role in this community? What sets this church apart from other churches in terms of character, culture, staff? What specific people groups does it reach out to, or what specific ministries does it operate that no other church in this community does?

6. How would a neighbor around the church portray this congregation?

7. How many strong ministries does your church have? The number of ministries will indicate how involved the membership is.

8. What new ministry initiatives has the church launched in the last five years? If none, you may encounter the "we've-never-done-it-that-way-before" syndrome.

9. If you knew you couldn't fail, what would your dreams be for this church? Leroy Armstrong recognizes that "invariably the pulpit search committee is made up of influential, respected people. If they don't have any dreams, it's not likely that many in the congregation will have any."

10.   What dreams have consistently been there for the church? What does the church hope to accomplish or see as its purpose in the community in the next 5 years?

11.    What do they hope to see happen when this dream is fulfilled, (for what purpose)?

12.    Over the years, what keeps coming to them as a hope if and when the time and money and resources are right?

Organization & Planning

1.       Describe how the church plans: decisions created, final decisions made, deciding factors (money), etc.

2.       What organizations in the congregation are the most active or successful?

3.       Describe the boards of the church that have the most influence in the life of the church.

4.       What is the primary role of the chief board of the church? What role does this board have in defining the responsibilities, priorities and boundaries of the staff, and of the pastor?

5.       Do you have an overall council or executive board, what are its responsibilities?

6.       How do they consider ministry to be a team effort? How is this shown?

7.       To help me determine how decisions are made, and if I would be involved, would you describe 2 important decisions made here in the last few years?

Looking ahead, what are 2 important decisions facing the church right now? 

8.      How is morale here? (In terms of volunteerism, membership attitude, spirit, cooperation?) Improving?  Why? Declining?  Why?

Administration & Staff

1.       What staff positions do you have at present?

2.       What are the things each staff member brings to the church ministry?

3.       What are the concerns (or challenges) you have for each staff person?

4.       Do you have a policy and procedures manual for staff, for the church?

5.       What plans have you made for the expansion of staff or buildings?

6.       Who expends the most energy on the programs, the pastoral staff or the laity?

7.       How is morale here among staff? (In terms of work effort, attitude, spirit, cooperation?) Improving?  Why? Declining?  Why?

8. How does this church view its staff? Are they viewed as professionals, as ministers who've been trained and called of God? Or are they viewed more like hired help? Are they understaffed, overstaffed, properly staffed? Are there some staff members the board wants to get rid of? Are they going to ask you to fire anyone?

9. What is the structure for responsibility in staff positions? To whom do I answer? And who answers to me? What is the supervisory chain? What are your expectations of a staff member? Discuss your leadership style and how they expect differences to be resolved.

10. Do staff members report to the pastor, to the board, or to the congregation? What is the relationship between staff and elected church leaders' responsibilities?

11. Will the pastor be given freedom to shape a ministry team that is sympathetic to his or her vision? In some situations it's understood that with the arrival of a new pastor, staff members tender their resignations to let him or her determine who to keep. In other situations, nobody tenders a resignation and the pastor can't ask for it.

12.    Do you require staff to sign self-disclosure documents, undergo backgrounds checks and fingerprinting? (This is especially true for those staff who works directly with children).

13.    Do you have a plan for evaluating staff and how often is it used?

14.    Are you open to considering a woman ordained pastor, if even as associate?  Why or why not?

                                               

Discipleship and Spiritual Life

1. What happens when a person indicates they want to receive Christ? Who makes the contact, what ensues?

2. How do you keep your spiritual life fresh and revitalized? How do you perceive personal growth?

3. What kind of spiritual nurturing does the church provide its members?

4. What prayer opportunities and development do they provide?                                                                                                   
5. What ways does the church encourage spiritual formation?

6. Tell me about the prayer ministry of the church.

Worship & Preaching

1.       How would they describe the kind of worship that they are used to?

2.       What do they see as the goal or purpose of the Sunday morning worship service?

3.       What part does the laity have in leading worship?  Women, men, and children?

4.       Style of worship, expect litanies, unison prayers, semi-liturgical formal, informal, responsive?

5.       What is the style of music that most clearly reflects the church membership? Is this different from what they receive from the choir and organist and the hymns that are sung? 

6.       How well does the congregation know the hymns/songs they have?

7.       What styles of music are they open to, not open to?

8.      How do they practice baptism - as a requirement for membership, only immersion, open to or required of those who had infant baptism?

9.       How do they normally practice communion? How frequently?  Traditional?

10.   Who is permitted to take communion, who is excluded?

11.    What do they see is the aim of preaching?  What is preaching meant to accomplish?   Who is this directed toward, those who are Christians and members, or those who need to find Christ and are visitors, etc?

12.    What have you been used to hearing from the pulpit for the past three years? Content?

13.    What is the form the preaching takes? What has been, what do they expect? (Social commentary, exegesis, topical, mostly NT, or mostly Epistles without Gospels?)   If topics, generally around what subject?

14.  Expectation of presence of preaching. Describe your own expectations regarding your movement with or without pulpit, use of wireless mike, “powerPoint” presentations, etc.

Outreach & Evangelism, Mission Life & Church Growth

1. What are the statistics on church membership for the last five years? With these you can get clues to past conflicts or splits, or if the general momentum is up or down. If membership is declining, the key question is:

2. Why do you think there has been a membership decline? Churches that are declining or in a plateau may still be healthy. Perhaps the general population in that area is receding.

3. Do you have a plan for growth? How open are they to a new pastor's plan? Are you willing to pay the price of change that's going to be necessary for this church to grow?

4. What is the single biggest obstacle to growth in this church? John Beukema observes: "If they all agree on one single biggest obstacle, then you probably know the thing you need to tackle. If they list a bunch of obstacles, all of which may be true, then your work will be harder." Either you need align their perceptions, or the situation is complicated.

5. What role do you feel laypersons should play in the development of a strong, growing congregation? Everyone will affirm the role of laity, but assumptions about hospital visitation, decision making, budgeting, and vision will vary.

6. When did your last new members join? What would they say was the factor that attracted them to your church? If the last new members joined three years ago, there could be some stale ministries at work.                      
   
   

7.       How is the community around the church reflected within the church community?

8.      What is the stance of the church on minorities/ethnic groups? Welcomed eagerly, uncertain?

9.       Are they open to ministry of any kind, language services?

10.   Are these various minorities/ethnic groups welcome at the church?  If yes, how?  If not, why not? 

11.    What has the membership done in regards to AIDS, drugs, sexual violence, delinquency, poverty, racism, etc.

12.    Do they see poverty as social sin that needs to be addressed?

13.    The church and local politics (how do they see the church as an influence of their local society?)

14.    What about justice, legal issues as sins to be addressed?

15.    What kinds of programs or events does the church offer to attract the unchurched community?

16.    How has the church involved itself in the local community, mission projects local, national, and international?

 

 

 

Christian Education & Discipleship

1.       How would they describe their present program of Christian Education?

2.       What are their concerns in this area?

3.       What part does camping and retreats have in the life of the church?  What has the history been?

4.       How do they train the laity for leadership?

5.       What else are they doing in terms of "building up the saints?"

6.       How do they define discipleship?

7.       What kinds of programs for spiritual growth have they had?

8.      Who recommended them?  (Does it come from pastor or board or lay member?)

9.       What do you consider evangelism to be?  Who is expected to do this?  Who actually does this?

10.   What follow-up goes on towards new visitors to the church, from time they enter to after they leave?

11.    What strategy do you have toward moving people toward Christ and growing in Christ?

12.    To the best of your knowledge, are there older more mature Christians in the church carrying on a discipling ministry with those who are younger in their faith, on a one to one basis? 

13.    What Sunday School and Bible study material do you currently use for the different ages groups within your church?

 

Stewardship & Finances

When it comes to asking questions of the search committee “It will be far more helpful to understand their likes and dislikes than their financial condition for the last ten years.” – Douglas G. Scott)

1.       What do they see as the goal of stewardship?                                                                                                                                      

2.       How are budgets determined and approved?

3.       What has been the giving record over last few years, strengths and weaknesses?

4.       Any investments?  (Scholarship, capital fund, renovation, etc.) .

5.       Any indebtedness (mortgages or improvement loans)

6.       What is the socio-economic makeup of the community around the church itself?

7.       What is the socio-economic make-up of the church? Is the church providing any financial assistance to the community for social programs?  What percentage of the total budget is this?

Conflict Management

1. How are gossip and anonymous criticisms handled?                                                                                                                        
2. Is there any conflict in the church now? How did the church resolve conflict in the past? Conflict shouldn't surprise anyone, but major conflict, especially in the last year or two will have a great bearing on the immediate ministry.                                                                                                                                                                             
3. What issues have regularly caused friction in this church? Consider whether these are the real issues or symptoms of something else.                                                                                                                                                     
4. Name one of the problems in your church identified in your self-study or assessment. How do you think you would go about trying to resolve it?
                                                                  
5. Discuss recent problems which the church has faced and how they dealt with them.                                                         
6. What problems should I expect to face if I should be chosen to be pastor?                                                                           
7. What people problems should I be most aware of, in terms of my priorities of planning and energy?                      
   
   
8. Describe a recent crisis in the congregation and how it was handled.                                                                                        
9. In the past ten years, has the church lost a significant number of members over an issue?              
   
   
10. How are divergent theological and social viewpoints and behaviors treated? How do the divergent viewpoints affect decision-making?
    
    

 

Relationship to Transformation Ministries & Ecumenical Life

1.  How would you describe your relationship with Transformation Ministries?

2.  Are the aware of and have signed the covenant of relationships with Transformation Ministries?

3.  What has been your church’s participation in associations, region-wide, as well as ecumenical involvement with like-minded churches in the community?

                       

Concluding Questions

1.  Is there any additional information you will need from me in order to know how to proceed?

2.  What will be the next step in this process? What is one question that you think I should ask you but have not?  This is a question in which the answer will help me to know the church better.

A Pastor’s Reflections After the Interview

1.       How is this search committee representative of the church?  (Important question, not just in terms of what jobs they hold but do they truly speak for the church, and if not, what are the majority views in the church interested in?)

2.       How is it not representative?  Who is missing?  (What group or influential family or organization is not represented on the committee?  Why?

3.       Where is the real power? (This must be rephrased in order for them to "hear it.") 

4.       What attracts you to this church? What is God telling you?

5.       How does this ministry position fit within your career goals, your marriage goals, your family goals?

6.       How long would you like to stay at this church?

7.       What changes would you like to make if you became their pastor? 

 

Checking the Church’s References

Kenneth Quick has developed a system of checking references in his article called “Candid Candidating”
(Leadership, Fall 1990, Vol. XI, No. 4, Page 70).

Asking the right questions of the right people minimizes the surprises. Most efficient search committees check a candidate’s references, that is expected. But a pastoral candidate can ask for a list addresses and phone numbers of several people knowledgeable about the church. These references can be contacted to obtain basic information about the church, its history, its reputation, and what they feel about the church and why. You might consider asking the references: “What three pieces of advice would you give me if I were to become the pastor of this church?”

Here are some possible references to check with:

§  A neighbor near the church who does not attend, whether a Christian or not. This will help you discover the reputation of the church, and what they are up against. It also makes a positive contact in the neighborhood. Most neighbors would be glad that a new pastor cares what they think.

§  A nearby minister within the same denomination. Other pastors are often aware of the problems and joys of sister churches. This can help give a candidate a feel for the church’s reputation within the local area or association of the denominational region.

§  One or two individuals who have left the church recently, one happy with the ministry and one unhappy. People not presently in the church can speak from a different perspective.

 

29 Questions to Ask the Pulpit Committee
(Ginger McFarland, editorial coordinator of Leadership Journal)
Leadership Journal, Volume XIX, Number 3, July 1, 1998

One pastor recently said, "I would rather ride a bucking bronco of a church than try to prop up a dead mule." It's helpful to know if you're going to get either of those beasts before you mount up.

Just as the search committee is going to be thorough, the candidate needs to be thorough, as well. Asking is critical. Here is a list of strategic questions to help you discern any potential problems when you're seeking that "perfect" church.

1. How would you describe your church?

Does the committee tend to define itself by its past, or is it excited about dreams for the future? Do the core values look inward or outward? Rick Ezell, pastor of Naperville (Illinois) Baptist Church, believes it's similar to describing an individual: "I can say, 'I'm tall, but I'd like to be taller. I'm growing, but I'm not growing like I should.' I'm listing a lot of negative inflections." That may point to some past conflict or a negative spirit.

2. Why was the church started?

Was the church born out of a split? "Even if it's 100 years old," says Leroy Armstrong, pastor of Greater Good Hope Baptist Church in Louisville, Kentucky, "there's a good possibility that through the generations since the split, that spirit of fighting might still be in the church."

3. What is this church's purpose?

Have they defined its mission? Does it have a well-thought-out strategy?

4. What is your unique role in this community?

What sets this church apart from other churches in terms of character, culture, staff? What specific people groups does it reach out to, or what specific ministries does it operate that no other church in this community does?

5. How would a neighbor around the church portray this congregation?

"When I asked this of one search committee, a couple of ...

6. What is the church’s theology?

Does the church have a commitment to follow Jesus Christ as head?

7. How would you describe the atmosphere of:

·         Worship

·         Small group Bible studies

·         Board meetings

·         Special events

Do members of the committee agree or do they give opposite answers

8. What are three areas you feel must be changed in this church?  What three areas definitely should not be changed?

The answers should tell you how the church perceives its greatest needs and greatest strengths.

9.  How many strong ministries does your church have?

The number of ministries will indicate how involved the membership is.

10. What new ministries initiatives has the church launched in the last five years?

If none, you may encounter the we’ve-never-done-it-that-way-before syndrome.

11. If you knew you couldn’t fail, what would your dreams be for this church?

Leroy Armstrong recognizes that “invariably the pastoral search committee is made up on influential, respected people. If they don’t have dreams, it’s not likely that many in the congregation will have any.”

12. What are the statistics on church membership for the last five years?

With these you can get clues to past conflicts or splits, or if the general momentum is up or down. If membership is declining, the key question is:

12b. Why do you think there has been a membership decline?

Churches that are declining or in a plateau may still be healthy. Perhaps the general population in that area is receding.

13. Do you have a plan for growth?

How open are they to a new pastor’s plan? Are you willing to pay the price of change that’s going to be necessary for this church to grow?

14. What is the single biggest obstacle to growth in this church?

John Beukema observes: “If they all agree on one single biggest obstacle, then you probably know the thing you need to tackle. If they list a bunch of obstacles, all of which may be true, then your work will be harder.” Either you need align their perceptions, or the situation is complicated.

15. What role do you feel laypersons should play in the development of a strong, growing congregation?

Everyone will affirm the role of laity, but assumptions about hospital visitation, decision making, budgeting, and vision will vary.

16. When did your last new members join?

What would they say was the factor that attracted them to your church? If the last new members joined three years ago, there could be some stale ministries at work.

17. Is there any conflict in the church now?

How did the church resolve conflict in the past? Conflict shouldn’t surprise anyone, but major conflict, especially in the last year or two will have a great bearing on the immediate ministry.

18. What issues have regularly caused friction in this church?

Consider whether these are real issues or symptoms of something else.

19. What is it that sparked your interest in me as a candidate?

Why do you think I will help this church? The answers should shed light on their expectations.

20. What were the strengths and weaknesses of your previous pastor?

If he or she was a short-term pastor, ask about his or her predecessor. Do they speak of the pastor critically or appreciatively?

Churches often react to the weaknesses of their previous pastor by looking for an opposite, but their expectations have probably been shaped significantly by the previous pastor.

21. What has been the tenure of previous pastors/staff members?

If the church has a pattern of short pastorates, the trend will likely continue. Chris Zorn, pastor of First Presbyterian Church of Sebastian (Florida) says, “It’s like a divorce. Statistics show a 60 percent divorce rate among remarriages. People get used to breaking off relationships. It becomes easier to do.”

If the pastor retired, will he remain a member of the church? “It’s good to know that that pastor will not continue to run the church without the title,” says Leroy Armstrong. “You’ll put forth proposals and the people won’t look to you; they‘ll look to the previous pastor.”

If the pastor was involved in a scandal, says Armstrong, “I better be prepared to walk a very tight integrity rope.”

22. How does this church view its staff?

Are they viewed as professionals, as ministers who’ve been trained and called or God? Or are they viewed more like hired help? Are they understaffed, overstaffed, properly staffed? Are there some staff members the board wants to get rid of? Are they going to ask you to fir anyone?

23. What is the structure for responsibility in staff positions?

To whom do I answer? And who answers to me? What is the supervisory chain? What are your expectations of a staff member? Discuss your leadership style and how they expect differences to be resolved.

24. Has the interim period been redemptive and healing?

Was there an interim pastor or did the existing staff fill that capacity? One pastor who inherited a staff warns that when existing staff shoulder the interim responsibilities, “attachments will be made and responsibilities owned by associate staff that they may be reluctant to let go of when the new senior pastor comes in.”

25. What is the role of the senior pastor?

Sometimes that is assumed, but not always defined in candidating situations. What are the expectations in terms of preaching, teaching, counseling, relationships with the governing board, office hours, administration, visitation? Do staff members report to the pastor, to the board, or to the congregation? What is the relationship between staff and ele4cted church leaders’ responsibilities?

26. Will the pastor be given freedom to shape a ministry team that is sympathetic to his or her vision?

In some situations its’ understood that with the arrival of a new pastor, staff members tender their resignations to let him or her determine who to keep. In other situations, nobody tenders a resignation and the pastor can’t ask for it.

27. What are your expectations of my family?

Do they expect my spouse to at every church event? Has the pastor’s spouse traditionally taken on certain responsibilities? If my children attend a youth group at a neighboring church, would that be a problem?

28. Does the congregation have a policy of reviewing the pastor’s salary package each year?

An adjustment, at least for cost-of-living increases, is standard.

29. Does the Pastoral Search Team represent and overlap with the lay leadership?

One candidating pastor discovered that the search team had only one member from the churchy council. “Each committee was operating off of different pages,” he said. “Only at the end of the interview process was there cross pollination of ideas or identification of issues. That becomes a foundation for conflict.

Once you’re farther into the process, you may consider asking to see others pieces of information: newsletters, church bulletins, financial statements, meeting minutes.

Newsletters will show what kinds of activities are important to them. Financial records will tell if the total church review has declined over a course of years.

Even board minutes can be educational. As one pastor said, “If you see a few names constantly documented as the ones who put forth a motion, that may tell you whom you’ll be dealing with as pastor.” And maybe you should direct further questions to them.”

The expectations of the search committee aren’t nearly as important
as God’s expectations that the pastor develop his/her God given gifts.  
– Bob Moeller (Christianity Today, Vol. XVII, No. 1, 1996)