Most small churches have never run a pastor search before. When the time comes, they are starting from scratch with no process, no experience, and significant pressure to fill the vacancy quickly. That pressure is where most search mistakes happen.

This guide walks you through the entire process from forming your committee to extending the call, with practical guidance at every step.

Step 1: Form the Right Committee

A pastor search committee should be representative, not powerful. You want people who reflect the congregation’s diversity of age, background, and perspective, not just the most influential members.

Ideal committee size: 5 to 7 people. Larger than that and decisions become unwieldy. Smaller than that and you lack adequate perspective.

Who to include:

• At least one elder or deacon
• At least one woman who represents the congregation well
• At least one newer member (under 3 years)
• At least one long-tenured member (10+ years)
• Someone with administrative or organizational skills to manage the process

Step 2: Secure Interim Pastoral Coverage

Before you do anything else, secure someone to preach and provide pastoral care during the search. Do not rush the search because you have no one to preach on Sunday. That pressure leads to bad decisions.

Options for interim coverage:

• A retired pastor in your congregation or community
• A pastor from a neighboring church willing to preach occasionally
• A formal interim pastor through your denomination
• A rotation of guest preachers while the committee works

Step 3: Define What You Are Looking For

Before you look at a single resume, the committee needs to agree on what you are looking for. This is harder than it sounds. Different committee members will have different priorities, and those differences need to surface now, not after you have a finalist.

Write a one-page profile that describes:

• Theological convictions required (non-negotiable)
• Ministry experience preferred
• Leadership style that fits your church culture
• Family situation considerations
• Compensation range you can offer
• What success looks like in the first year

Step 4: Write and Distribute the Church Profile

A church profile is a document that describes your church to potential candidates. It should be honest, specific, and compelling. Do not oversell your church. A candidate who accepts a call based on an inflated picture of your church will be disappointed and may leave quickly.

Include in your church profile:

• Church history and current size
• Theological commitments and denominational affiliation
• Community context (rural, suburban, urban)
• Current ministries and programs
• Financial health and compensation package
• What the church is praying for in its next pastor
• Honest challenges the church is facing

Step 5: Receive and Screen Resumes

Distribute your church profile through your denomination, seminary networks, and trusted pastor connections. Do not post publicly on general job boards without a screening process in place.

Initial screening criteria:

• Theological alignment with your statement of faith
• Appropriate ministry experience for your church’s size and context
• No red flags in ministry history (unexplained gaps, frequent short tenures)
• References from people who have seen them in ministry, not just personal friends

Step 6: Interview Process

A thorough interview process has three stages:

Stage 1: Phone or video interview. 45 to 60 minutes. Cover theology, ministry philosophy, and basic fit. Narrow your pool to 5 to 8 candidates.

Stage 2: In-depth interview. 2 to 3 hours, ideally in person. Cover leadership style, conflict history, family dynamics, and specific questions about your church’s situation. Narrow to 2 to 3 finalists.

Stage 3: Candidating weekend. The finalist visits your church, preaches, meets with leadership, and spends time with the congregation. The congregation votes after this visit.

Step 7: Extending the Call

When the committee is ready to recommend a candidate, present them to the congregation with a clear recommendation and a congregational vote. Most churches require a supermajority (75% or more) to extend a call.

After the vote, negotiate the compensation package clearly and in writing before the candidate accepts. Include salary, housing allowance, health insurance, retirement, continuing education, and vacation. Get it in writing before they give notice at their current church.

What to Do If the Search Stalls

If you are 12 months in and have not found the right person, do not lower your standards. Reassess your church profile, expand your network, and consider whether your compensation package is realistic for the candidates you are hoping to attract.