How to Run a Pastor Search Committee

Your pastor is leaving. Maybe it is a retirement. Maybe it is a call to another church. Maybe it is a harder story. Either way, your church is now facing one of the most important processes in its life: finding the next pastor.

This guide will walk you through the entire process, from forming the committee to making the call. It is designed specifically for small churches that cannot afford a search firm and need to do this themselves.

Everything here is free. No consulting fees. No premium packages. Just a straightforward, step-by-step guide that works.

Before You Form a Committee

Before you start the search process, there are a few things your church needs to address:

1. Secure Interim Leadership

Your church needs pastoral leadership during the search process. This might be an interim pastor, a rotating team of guest preachers, or a lay leader who can handle basic pastoral duties.

Do not rush this decision. A good interim pastor can help your church navigate the transition and even prepare the congregation for the next pastor.

Download our free interim pastor handbook for guidance on this season.

2. Address Any Unfinished Business

The departure of a pastor often surfaces unresolved conflicts or tensions in a church. Address these before you start the search. A new pastor should not inherit a church full of unresolved issues.

This might mean bringing in a mediator. It might mean having some difficult conversations. It might mean letting some people leave peacefully. Whatever it takes, get the church to a healthy place before you start looking for a new pastor.

3. Assess Your Church’s Financial Reality

Be honest about what you can afford to pay a pastor. Do not promise a salary you cannot deliver. Do not lowball a candidate because you are afraid of the number.

Create a realistic compensation package that includes salary, housing allowance (if applicable), health insurance, retirement contributions, continuing education, and vacation time. Then stick to it.

Forming the Search Committee

Who Should Serve?

Your search committee should represent the diversity of your church. Include men and women, older and younger members, long-time members and newer members. Include people who are spiritually mature, relationally wise, and able to keep confidences.

Aim for 5-7 members. Fewer than five and you do not have enough perspectives. More than seven and decision-making becomes unwieldy.

Who Should Not Serve?

Avoid putting people on the committee who have a personal agenda. This includes people who want to hire their friend, people who want to push a specific theological agenda, and people who cannot keep confidences.

Also avoid putting the church treasurer on the committee unless they can separate financial oversight from candidate evaluation. The committee needs to focus on finding the right pastor, not the cheapest pastor.

Define the Role Clearly

The search committee’s job is to find and recommend a candidate. They are not the final decision-makers. The congregation should vote on the final candidate.

Make sure everyone understands this distinction. The committee recommends. The church decides.

The Search Process: Step by Step

Step 1: Pray

This is not a formality. This is the most important step in the entire process. Commit to praying together at every meeting. Commit to praying for the candidate God is preparing. Commit to praying for your church during this transition.

If you do everything else right but skip this step, you will still get it wrong.

Step 2: Create a Church Profile

Before you look for a candidate, you need to know what you are looking for. Create a church profile that includes:

• Your church’s history and mission
• Your community demographics
• Your church’s strengths and challenges
• Your theological convictions
• Your expectations for the pastor
• Your compensation package
• Your facility and housing situation

Be honest. Do not paint a rosy picture that does not match reality. Candidates will figure out the truth eventually. It is better to be upfront from the beginning.

Step 3: Write a Job Description

Based on your church profile, write a clear job description. Include:

• The title of the position (Senior Pastor, Lead Pastor, etc.)
• The key responsibilities
• The qualifications you are looking for
• The compensation package
• How to apply

Be specific about what you need. If you need someone who can preach expositorily, say so. If you need someone who can work with youth, say so. If you need someone who can lead through a building project, say so.

Step 4: Advertise the Position

Post your opening in multiple places:

• MinistryPlace job board (free for small churches)
• Your denomination’s job board
• Seminary placement offices
• Church leadership networks
• Social media and word of mouth

Do not rely on one channel. Cast a wide net.

Step 5: Review Applications

Set a deadline for applications. Then review them systematically. Create a simple scoring rubric based on your qualifications. Evaluate each candidate against the same criteria.

Look for evidence of fruit, not just credentials. A seminary degree is important, but so is a track record of faithful ministry.

Step 6: Interview Candidates

Narrow your list to 3-5 candidates. Conduct initial interviews by phone or video. Then bring your top 1-2 candidates for an in-person visit.

Prepare your questions in advance. Ask about their theology, their ministry philosophy, their family, their strengths, and their weaknesses. Ask how they handle conflict. Ask what they would do in their first year.

And let them ask you questions. A good candidate will want to know about your church’s challenges, not just its strengths.

Step 7: Check References

This step is non-negotiable. Call at least three references for your top candidate. Ask specific questions:

• What are their strengths and weaknesses?
• How do they handle conflict?
• Would you hire them again?
• Is there anything we should know?

Do not skip this step because it feels awkward. It is far more awkward to hire the wrong pastor.

Step 8: Make a Recommendation

Present your top candidate to the congregation. Include a summary of the search process, the candidate’s qualifications, and the committee’s recommendation.

Be transparent. The congregation deserves to know how you arrived at your recommendation.

Step 9: Congregational Vote

Follow your church’s bylaws for the voting process. This usually involves a business meeting, a ballot vote, and a supermajority requirement.

Do not rush the vote. Give the congregation time to meet the candidate, ask questions, and pray about the decision.

Step 10: Extend the Call

If the vote is affirmative, extend a formal call to the candidate. Include the compensation package, the start date, and any other relevant details.

Give the candidate time to pray about it. Do not pressure an immediate answer.

Common Mistakes to Avoid

• Rushing the process. A pastor search takes 6-18 months on average. Do not rush it to avoid the discomfort of being without a pastor.
• Hiring a friend. The committee member’s friend is not necessarily the right pastor for your church.
• Ignoring red flags. If something feels wrong about a candidate, pay attention. Do not talk yourself out of your instincts.
• Overemphasizing preaching. Preaching is important, but so are shepherding, leadership, and relational skills.
• Underemphasizing theology. Do not hire someone whose theology is fundamentally different from your church’s.
• Neglecting the spouse. In most cases, the pastor’s spouse is an important part of the ministry team. Make sure they are on board.
• Failing to plan for the transition. The first 90 days of a new pastor’s tenure are critical. Have a plan for onboarding and support.

Pastor Search Resources

MinistryPlace offers a complete Pastor Search Committee Toolkit ($39):

• Pastor Search Committee Toolkit — Paid product ($39) with all templates, checklists, and guides
• Interim Pastor Handbook — Guidance for the transition season
• Church Bylaws Template — Ensure your governance documents are up to date
• Church Financial Management Guide — For creating a realistic compensation package

Frequently Asked Questions

How long does a pastor search take?

On average, 6-18 months. Small churches often take longer because they have fewer resources and a smaller candidate pool. Do not rush the process.

Should we use a search firm?

Search firms can be helpful, but they are expensive (often $10,000-$30,000 or more). Most small churches cannot afford them. Our paid toolkit ($39) provides everything you need to run an effective search on your own.

What if we cannot find anyone?

Consider whether your expectations are realistic. A church offering $30,000 a year in a rural area will have a smaller candidate pool than a church offering $80,000 in a suburban area. Be honest about what you can offer and adjust your expectations accordingly.

Should we consider a bi-vocational pastor?

Absolutely. Some of the best pastors serving small churches are bi-vocational. Do not eliminate candidates just because they have a day job. Evaluate them on their calling, their character, and their competence.

How do we handle a failed call?

Sometimes a candidate says no. Sometimes the vote fails. Sometimes the pastor leaves after a short time. Do not despair. Go back to prayer. Reassess your process. And trust that God is still leading your church.

Final Thought

Finding a new pastor is one of the most important things your church will ever do. It is worth doing well. It is worth taking the time to do it right. And it is worth praying through every step of the process.

You do not need a search firm. You do not need a consultant. You need a clear process, a committed committee, and a church that is serious about prayer.

We built the Pastor Search Committee Toolkit to give you everything you need. It is a paid product ($39). Use it.

Related Articles

• 7 Signs Your Church Needs to Start a Pastor Search

Brent Lacy is the founder of MinistryPlace and has served on both sides of the pastor search process — as a candidate and as a committee member. He created this guide because he knows how hard small churches work to find the right pastor.