By Brent Lacy

The HR Mistakes Small Churches Make When Hiring a Pastor

Hiring a pastor is one of the most important decisions a church will make. But most small churches approach it with less rigor than they would use to hire a part-time bookkeeper. There is no job description, no clear process, no background check, and no written agreement. The result is a process that is vulnerable to bias, confusion, and legal exposure.

Here are the most common HR mistakes small churches make when hiring a pastor and how to avoid them.

Mistake 1: Not Having a Written Job Description

Many small churches hire a pastor based on a vague sense of “we need someone to preach and visit.” But without a written job description, expectations are unclear, and conflict is inevitable.

A good job description includes: preaching responsibilities, visitation expectations, administrative duties, community involvement, denominational obligations, and any unique expectations of your church. It does not need to be lengthy. One to two pages is sufficient.

Mistake 2: Skipping the Background Check

This is non-negotiable. Every pastoral candidate should undergo a thorough background check, including criminal history, sex offender registry, and reference verification. This is not a lack of trust. It is basic due diligence to protect your congregation, especially children and vulnerable adults.

Many background check services offer discounted rates for churches. The cost is minimal. The protection is invaluable.

Mistake 3: Not Checking References

Always check references. And do not just talk to the references the candidate provides. Ask those references for other people who know the candidate. Talk to former congregants, fellow pastors, and denominational leaders. A candidate who is hesitant about reference checks is a red flag.

Ask specific questions: “What were this pastor’s greatest strengths? What were their greatest challenges? Would you hire them again? Is there anything I should know?”

Mistake 4: No Written Employment Agreement

A handshake agreement is not sufficient. Every pastoral employment relationship should be governed by a written agreement that specifies: compensation, benefits, vacation, sabbatical, termination procedures, and dispute resolution.

This protects both the pastor and the church. When expectations are in writing, there is less room for misunderstanding and conflict.

Mistake 5: Not Understanding Employment Law

Churches are subject to many of same employment laws as other organizations. This includes anti-discrimination laws (with some exceptions for ministerial employees), tax reporting requirements, and workers compensation.

Consult with an attorney who specializes in church law before making hiring decisions. The cost of legal advice upfront is far less than the cost of a lawsuit later.

Mistake 6: Making the Decision Too Quickly

A pastor search should take time. Rushing the process leads to bad decisions. Allow at least three to six months for a thorough search. Preach supply preachers. Let the congregation experience different styles and personalities. Pray together throughout the process.

Mistake 7: Not Involving the Congregation

While the search committee does the work, the congregation should have a voice. Present one or two final candidates to the congregation for a vote. This creates buy-in and reduces the risk of a small faction derailing the process.

Frequently Asked Questions

Should we use a search firm?

For most small churches, no. Search firms are expensive and typically work with larger churches. A well-organized search committee can do the job effectively.

What about compensation?

Research what similar churches in your area pay. Be transparent about the compensation package from the beginning. Surprises about salary after the call has been extended create resentment.

How do we handle a candidate’s social media?

It is appropriate to review a candidate’s public social media presence. You are not invading privacy. You are doing due diligence. Look for patterns of behavior that would be concerning in a church leader.

Do It Right

Hiring a pastor is too important to do casually. Take the time to create a clear process, check references thoroughly, get everything in writing, and involve the congregation. A good hiring process sets the stage for a healthy, long-term pastoral relationship.

Frequently Asked Questions

How do we implement this in a small church?

Start with one or two key ideas. Implement them consistently before adding more.

What if we do not have enough people or resources?

Focus on your strengths: close relationships, community knowledge, and adaptability.

Where can we learn more?

MinistryPlace.net offers free and affordable resources for small and rural churches.