By Brent Lacy

The pastor search committee interview is one of the most important conversations of your ministry career. It is also one of the least prepared for. Most candidates walk in having thought carefully about their theology and their preaching , and having thought very little about the church they are interviewing with, the questions they will be asked, or the questions they should ask.

This guide covers everything you need to know to prepare well, present yourself honestly, and discern whether this church is the right fit for you.

Before the Interview: Research the Church Thoroughly

The single most important thing you can do before a search committee interview is research the church. Committees can tell immediately whether a candidate has done their homework , and it matters enormously.

What to research

• The church’s history. How long has it existed? What are the significant moments in its history? Has it experienced splits, revivals, or significant transitions?
• The previous pastor. How long did they serve? Why did they leave? What did they accomplish? What challenges did they leave unresolved?
• The community context. What is the town or neighborhood like? What are the demographics? What are the economic and social challenges? Is the community growing or declining?
• The church’s theology and worship style. What does their statement of faith say? What does their worship look like? Are they traditional, contemporary, or blended?
• The church’s current health. What is the attendance trend? What is the financial situation? What ministries are active?

Research the search committee members

If you have been given the names of committee members, look them up. Know their roles in the church. Understand who they are. This is not manipulation , it is respect. It shows you take the process seriously.

Questions You Will Almost Certainly Be Asked

Search committees ask variations of the same core questions. Prepare honest, specific answers to each of these before you walk in the door.

Theology and faith

• Walk us through your statement of faith.
• What is your view of Scripture? How do you handle difficult passages?
• What is your understanding of salvation? Of baptism? Of the Lord’s Supper?
• How do you approach theological disagreements within a congregation?

Preaching and ministry

• Describe your preaching philosophy and style.
• How do you prepare a sermon? How long does it take?
• What is your approach to pastoral care? How do you prioritize your time?
• How do you handle a church member in crisis?
• Describe a difficult pastoral situation you have navigated and what you learned from it.

Leadership and vision

• What is your leadership style?
• How do you handle conflict in the church?
• What is your vision for this church? (Note: Be careful here , see below.)
• What do you see as the greatest opportunities and challenges facing this church?
• How do you develop other leaders?

Personal and family

• Tell us about your family. How does your spouse feel about this call?
• How do you protect your day off and your family time?
• What are your greatest strengths as a pastor? Your greatest weaknesses?
• Why are you interested in our church specifically?
• Where do you see yourself in ten years?

Questions You Should Ask the Committee

The questions you ask reveal as much about you as the answers you give. A candidate who asks no questions , or only asks about salary , sends a clear signal. A candidate who asks thoughtful, specific questions demonstrates that they are serious, discerning, and genuinely interested in the church’s health.

About the church’s history and health

• Can you tell me about the previous pastor’s tenure and departure? What did the church learn from that experience?
• What are the two or three most significant challenges this church is facing right now?
• What does a healthy version of this church look like in five years?
• What has the church tried in the past that did not work? What did you learn from it?

About expectations and governance

• What does the congregation expect from the pastor in terms of time and availability?
• How are decisions made in this church? Who has authority over what?
• How does the board or deacon team relate to the pastor? What does healthy accountability look like here?
• What would make this a failed pastorate? What would make it a successful one?

About the congregation

• Who are the key influencers in this congregation , the people whose support matters most?
• Are there any significant conflicts or unresolved tensions in the congregation I should know about?
• What does the congregation do well? What are they proud of?

About compensation and logistics

• Can you walk me through the full compensation package?
• How is pastoral compensation reviewed? Is there an annual review process?
• What is the housing situation? (Parsonage or housing allowance?)
• What is the continuing education and professional development budget?

The Candidate Weekend

If the search process advances, you will likely be invited for a candidate weekend , a visit to the church that typically includes preaching a Sunday sermon, meeting with the search committee, meeting with key leaders, and sometimes a congregational Q&A.

What to expect

• You are being evaluated constantly. From the moment you arrive to the moment you leave, the committee is observing how you interact with people, how your spouse engages, how you handle informal conversations, and how you present yourself.
• Your spouse matters. If you are married, the congregation will be evaluating your spouse as much as they evaluate you. This is not entirely fair, but it is reality. Prepare your spouse for what to expect.
• The sermon is critical. Preach your best. Choose a passage that demonstrates your theology and your preaching style. Do not preach a topical sermon designed to impress , preach an expository sermon that shows how you handle Scripture.
• The Q&A can be unpredictable. Congregational Q&A sessions sometimes surface concerns, conflicts, or questions that the search committee did not anticipate. Stay calm, be honest, and do not be defensive.

What to observe

The candidate weekend is also your opportunity to evaluate the church. Pay attention to:

• How people treat each other. Is there genuine warmth and community?
• How people talk about the previous pastor. Bitterness or excessive criticism is a warning sign.
• How the facility is maintained. A neglected building often reflects a neglected congregation.
• How the worship service feels. Is there genuine engagement, or is it going through the motions?
• How the search committee members interact with each other and with you.

After the Interview: What Comes Next

Send a thank-you note

Within 48 hours of the interview, send a personal thank-you note to the search committee chair. Not an email , a handwritten note. Thank them for their time, express your genuine interest in the church (if you have it), and affirm your commitment to pray for them and the process.

Evaluate honestly

After the interview, sit down with your spouse and evaluate honestly. Not just “did they like us?” but “do we sense God’s call to this church?” The questions to ask:

• Did we feel at home with these people?
• Do we believe in what this church is trying to do?
• Are the challenges here ones we are equipped to address?
• Are there any significant concerns we need to explore further?
• Can we see ourselves serving here for ten years?

If you receive a call

If the church extends a call, you do not have to answer immediately. It is appropriate to ask for a week to pray and discuss with your family. Use that time well. A call accepted in haste is often regretted at leisure.

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