By Brent Lacy

When a pastor leaves, a small church faces one of its most challenging seasons. The search committee is often made up of faithful volunteers who have never done this before. They are sitting around a table wondering where to start.

This guide is for them.

When Your Pastor Leaves

The first two weeks after a pastoral departure are critical. Communicate clearly with the congregation, people fill information vacuums with anxiety. Secure the finances, ensure two signatures are required on all checks. Arrange Sunday coverage, line up guest preachers for the next 60 to 90 days.

Then consider an interim pastor. An interim pastor keeps the church healthy and stable while you search. They are not a candidate for the permanent position. Their job is to protect the congregation during the transition.

Before You Start the Search

The most common mistake small church search committees make is starting the search before they know what they are looking for. Answer these questions as a leadership team before you review a single resume:

• Full-time or bi-vocational? Be honest about what your church can afford.
• What are the three most important things this pastor must do well?
• What kind of leader does your church need right now?
• What is your realistic salary range, including housing allowance and benefits?

Write the answers down. This becomes your search profile.

Running the Search

Contact your denomination’s placement office first. Reach out to seminary placement offices aligned with your theology. Ask your network. Post on the MinistryPlace job board, which is built specifically for small and rural church positions.

Screen efficiently: paper screen first, video interview second, in-person visit third. Keep the process moving. Good candidates have other options. Delays lose good people.

Reference Checks

Reference checks are where small church search committees most often cut corners. Do not. Call every reference. Do not just email. Ask open-ended questions. “Tell me about a time this pastor handled a difficult situation in the church.” And ask the question behind the question: “Is there anything you would want us to know that we have not asked?”

Onboarding the New Pastor

A good hire can be lost in a poor onboarding. Put the compensation package in writing before the candidate accepts. Create a 90-day onboarding plan. Assign a deacon or elder as the pastor’s primary point of contact for the first year. Introduce the new pastor to community leaders, neighboring pastors, and key church families.

Free Pastor Search Resources

MinistryPlace has a full library of free resources for small and rural churches. No email required, no subscription, no catch.