A vague job description attracts vague candidates. A specific, honest job description attracts people who have actually thought about whether they fit. For a small church with limited time and resources to conduct a search, the quality of your job description is one of the most important factors in the quality of your candidate pool.

This guide walks through what to include, what to avoid, and how to write a job description that serves both the church and the candidates who read it.

What Every Church Job Description Must Include

An Honest Description of the Church

Before you describe the position, describe the church. Not the church you hope to be, the church you actually are. Size, location, denominational affiliation, worship style, theological convictions, and the kind of community you serve. A candidate who is a poor fit for your context will self-select out if you describe your situation accurately. A candidate who is called to exactly your context will be drawn in.

Include the honest challenges alongside the genuine opportunities. A church that describes itself as “a congregation in transition seeking a pastor to lead us through a season of renewal” is more trustworthy than one that describes itself as “a vibrant, growing community with exciting ministry opportunities.” Candidates who have been in ministry for any length of time can read between the lines of the second description.

A Specific Role Description

What will this person actually do on a typical week? How many hours? What are the primary responsibilities? Who do they report to? What decisions can they make independently, and what requires board approval?

Be specific about the preaching expectation. How many Sundays per year? Is there a midweek teaching responsibility? Are there other regular speaking commitments?

Be specific about pastoral care expectations. Is the pastor expected to make hospital visits? Lead small groups? Provide counseling? What is the expectation for community presence?

Transparent Compensation

Include the compensation range. Candidates who cannot afford the position will self-select out, saving everyone time. Candidates who are a good fit financially will know they can seriously consider the role.

For bi-vocational positions, be explicit. State clearly that this is a bi-vocational role, what the church provides, and what the expectation is for the pastor’s secular employment. Frame it as the calling it is, not as an apology for what the church cannot afford.

Qualifications, Required vs. Preferred

Distinguish clearly between what is required and what is preferred. Many small churches list qualifications that would eliminate excellent candidates who are a great fit for their context. A seminary degree may be preferred but not required. Ordination may be required by your denomination but not by the role itself. Be honest about what actually matters for this specific position.

How to Apply

A clear, simple application process. An email address or a link to an application form. What materials are required, resume, cover letter, statement of faith, sermon recordings? What is the timeline? Who is the contact for questions?

What to Avoid

Jargon that only insiders understand. “Gospel-centered,” “missional,” “culturally relevant”, these phrases mean different things to different people and communicate little to candidates who are not already in your theological tribe.

Unrealistic expectations. A part-time position that lists full-time responsibilities. A bi-vocational role that expects the pastor to be available at all hours. A small church that expects the pastor to grow the congregation to 200 in three years. Unrealistic expectations produce frustrated pastors and disappointed congregations.

Generic language. “We are a friendly, welcoming congregation” describes every church that has ever written a job description. Tell candidates something specific about who you are.

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Related Resources

• Browse Open Ministry Positions
• Post a Ministry Position
• Pastor Search Committee Toolkit, $39
• Pastor Search and Transition Hub