By Brent Lacy
Red Flags in a Pastoral Candidate Interview
Interviewing pastoral candidates is both an art and a science. You are evaluating theology, experience, personality, and fit. But sometimes the most important things you learn from an interview are the things that make you uncomfortable. Here are the red flags that should give you pause.
Red Flag 1: They Cannot Explain Why They Left Their Previous Church
Every pastor has a story about why they left their previous position. Some stories are straightforward: retirement, a clear call to a new opportunity, a denominational appointment. Others are vague: “It was time to move on,” “We felt led in a different direction.”
Vagueness about a departure is not automatically disqualifying, but it should prompt follow-up questions. If the candidate cannot or will not give a clear, honest account of why they left, there may be something they do not want you to know.
Red Flag 2: They Speak Negatively About Their Previous Congregation
It is normal to acknowledge that a previous church had challenges. But a candidate who speaks consistently negatively about their former congregation is a concern. If they badmouth the church they just left, they will badmouth your church when they leave you.
Listen for how they talk about conflict. Do they take responsibility for their part? Do they speak with grace about people who disagreed with them? Or do they cast themselves as the victim and everyone else as the problem?
Red Flag 3: They Have No Questions for You
A good candidate will have questions about your church, your community, and your expectations. If the candidate sits passively and answers your questions without asking any of their own, they may not be seriously evaluating the fit. They may just be looking for any available position.
The best candidates are evaluating you as much as you are evaluating them.
Red Flag 4: They Overpromise
Beware the candidate who promises to double your attendance in two years, launch five new programs, and transform your church’s culture. These promises sound exciting, but they are usually unrealistic and set everyone up for disappointment.
A good candidate will be honest about what is possible and will focus on faithfulness rather than flashy results.
Red Flag 5: They Are Evasive About Their Personal Life
You are not prying into private matters. You are evaluating a leader. It is appropriate to ask about their marriage, their family, their spiritual practices, and their approach to personal integrity.
A candidate who is evasive about these topics may be hiding something. Or they may simply be private. Either way, it is worth exploring further.
Red Flag 6: They Do Not Know Your Denomination or Tradition
If a candidate applies to a Baptist church and cannot articulate what Baptists believe, that is a problem. If they apply to a Presbyterian church and do not understand Reformed theology, they are not prepared.
This does not mean they need to agree with every detail of your tradition. But they should understand it and be able to affirm its core commitments.
Red Flag 7: They Are More Interested in Compensation Than Mission
It is appropriate to discuss compensation. But if the candidate’s first question is about salary, and they show no interest in the church’s mission, community, or ministry, they may be more interested in a paycheck than a calling.
What to Do When You See Red Flags
One red flag does not necessarily disqualify a candidate. But a pattern of red flags should give you serious pause. Trust your instincts. If something feels wrong, it probably is.
And always, always check references. The references will often confirm or alleviate your concerns.
Frequently Asked Questions
How many red flags are too many?
There is no magic number. But if you leave the interview feeling uneasy, pay attention to that feeling. It is often the Holy Spirit’s prompting.
Should we ask about past moral failures?
Yes, with sensitivity. You are not looking for perfection. You are looking for honesty, accountability, and evidence of restoration.
What if the candidate is perfect on paper but something feels off?
Trust your gut. Paper qualifications matter, but so does the sense that this person is right for your church. If something feels off, it is worth exploring before you extend a call.
Wisdom in Selection
Choosing a pastor is one of the most consequential decisions a church will make. Take the time to evaluate carefully. Ask hard questions. Check references. Pray. And pay attention to the red flags. They are there for a reason.
Leading a small church shouldn’t mean doing everything from scratch.
MinistryPlace.net offers church leadership toolkits, governance guides, and administrative resources built for bi-vocational and small-church pastors.
Sources
- Barna Group, “New Metrics for Measuring What Matters”
- Lifeway Research, “5 Signs Your Church Is Ready for a Reset”
- Church Leadership, “There Is No Such Thing as Church Revitalization”
- Exponential, “Church Revitalization: 7 Innovative Models”
Looking for more resources? Visit our free resources page for guides, templates, and tools designed for small and rural churches.
Frequently Asked Questions
How do we apply this in a very small church context?
Small churches have unique advantages: close relationships, flexibility, and the ability to adapt quickly. Focus on what your church can do well rather than trying to replicate what larger churches do.
What if we do not have the resources for this?
Most of the strategies in this guide require more creativity than money. Start with what you have, leverage your existing relationships, and build gradually.
How long before we see results?
Cultural change in small churches typically takes 12-18 months of consistent effort. Focus on faithfulness to the process rather than immediate outcomes.