Most small church search committees are made up of faithful volunteers who have never done this before. They are sitting around a table wondering where to start. This guide gives them a clear picture of the seven phases of a pastor search and the most common mistakes at each phase.
The complete working checklists, interview question banks, reference check guides, compensation worksheets, and onboarding templates are in the Pastor Search Committee Toolkit. This post gives you the framework. The toolkit gives you the tools.
The Seven Phases of a Small Church Pastor Search
Phase 1: Immediate Stabilization (Days 1-14)
The first two weeks after a pastoral departure are critical. The church needs clear communication, financial security, Sunday coverage, and a plan for pastoral care emergencies. This phase is about stability, not search.
Phase 2: Self-Assessment (Weeks 2-6)
The most common mistake small church search committees make is starting the search before they know what they are looking for. This phase answers the foundational questions: full-time or bi-vocational, what the pastor must do well, what kind of leader the church needs, and what the realistic compensation range is.
Phase 3: Sourcing Candidates (Weeks 4-12)
Where to find candidates: your denomination’s placement office, seminary placement offices, your network, and the MinistryPlace job board, which is built specifically for small and rural church positions. This phase sets a deadline for applications and designates who receives them.
Phase 4: Screening Candidates (Weeks 8-16)
Paper screening narrows the field to 8-15 candidates for phone or video interviews. Phone interviews narrow to 2-3 finalists for in-person visits. The most revealing interview question is not on most search committee lists — it is in the toolkit.
Phase 5: Reference Checks (Before In-Person Visits)
Reference checks are where small church search committees most often cut corners. Call every reference. Do not just email. Ask open-ended questions. Ask the question behind the question. Run background checks on all finalists. The complete reference check guide is in the toolkit.
Phase 6: In-Person Candidating Visits
The candidating weekend includes a Sunday sermon, informal time with the congregation, a formal committee interview, meetings with key leaders, and a tour of the community. The candidate’s questions reveal as much as their answers. The complete candidating weekend guide is in the toolkit.
Phase 7: The Call and Onboarding
The compensation package must be in writing before the candidate accepts. A 90-day onboarding plan should be in place before the pastor arrives. A good hire can be lost in a poor onboarding. The complete onboarding checklist is in the toolkit.
The Most Common Mistakes at Each Phase
Phase 1: Moving too fast
The pressure to fill the pulpit leads committees to skip stabilization and jump straight to the search. A church that is not stable is not ready to search. Take the two weeks to stabilize before you do anything else.
Phase 2: Starting the search before you know what you are looking for
A search committee that has not answered the foundational questions will evaluate candidates based on gut feeling rather than criteria. Gut feeling produces poor matches. Criteria produce good ones.
Phase 3: Posting in only one place
A church that posts only on its denomination’s job board will see only candidates who are looking at that board. Cast a wider net. The MinistryPlace job board reaches candidates specifically looking for small and rural church positions.
Phase 4: Interviewing too few or too many candidates
Fewer than 5 phone interviews risks missing the right person. More than 20 produces decision fatigue. The paper screening process should do the heavy lifting before any interviews begin.
Phase 5: Cutting corners on reference checks
This is the most common and most costly mistake. A reference check done by email is not a reference check. Call every reference. Ask the question behind the question. The information you need is almost never in the first answer.
Phase 6: Evaluating only the sermon
A candidate who preaches well in a candidating sermon may not be the right fit for your specific congregation. The informal time, the committee interview, and the candidate’s own questions are as important as the sermon.
Phase 7: Skipping the onboarding plan
A new pastor who arrives without a clear 90-day plan, without a designated point of contact, and without introductions to key community leaders is set up for a difficult first year. The onboarding is as important as the search.
The complete working documents for every phase of the search: church profile template, candidate application form, interview question bank (130+ questions), reference check guide, compensation worksheet, candidating weekend guide, and 90-day onboarding checklist. Everything a small church search committee needs from start to finish.
Free Resources to Start With
Before you invest in the complete toolkit, these free resources help you get started:
- Congregational Self-Assessment Guide — the foundational questions for Phase 2
- Interim Pastor Handbook — how to find and work with an interim pastor during the search
- 30 Days of Prayer for Our Pastor Search — a prayer guide for the whole congregation
- MinistryPlace Job Board — post your position for free
Frequently Asked Questions
How long should a pastor search take for a small church?
Most small church pastor searches take 12 to 18 months from the pastor’s departure to the new pastor’s first Sunday. Searches that move faster than 9 months often result in poor matches. The goal is thorough, not fast.
How many candidates should a small church interview?
Most small church search committees interview 8 to 15 candidates by phone or video before selecting 2 to 3 for in-person visits. Interviewing fewer than 5 candidates risks missing the right person. Interviewing more than 20 produces decision fatigue.
What is the most important question to ask a pastoral candidate?
The most revealing question is: Tell me about a time when you failed in ministry. What happened and what did you learn? A candidate who cannot answer this question honestly is showing you something important about their character and self-awareness.
Should a small church use a pastoral search firm?
For most small churches, a pastoral search firm is not necessary. The most valuable resources are your denomination’s placement office, seminary placement offices, your network of trusted pastors, and the MinistryPlace job board, which is built specifically for small and rural church positions.