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.

(Our paid toolkit includes compensation benchmarking data so you know what churches like yours are paying.)

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, community demographics, strengths and challenges, theological convictions, expectations for the pastor, compensation package, and facility 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.

(The toolkit includes a church profile template that walks you through each section.)

Step 3: Write a Job Description

Based on your church profile, write a clear job description. Include the title of the position, key responsibilities, qualifications, compensation details, and 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.

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

(Use the candidate scoring rubric in the toolkit to evaluate applicants consistently.)

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, ministry philosophy, and how they handle conflict. And let them ask you questions. A good candidate will want to know about your church’s challenges, not just its strengths.

(The toolkit includes 40+ interview questions organized by category, plus legal guidelines for what you can and cannot ask.)

Step 7: Check References

This step is non-negotiable. Call at least three references for your top candidate. Ask specific questions about their strengths, weaknesses, character, and how they handle conflict.

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

(The reference check guide in the toolkit gives you a complete script and scoring rubric.)

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.

(The toolkit includes an onboarding template for the critical first 90 days.)

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.
• 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.

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 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.

Get the Complete Toolkit

This guide gives you the framework. The Pastor Search Committee Toolkit ($39) gives you the execution: 20+ editable Word templates, printable PDF checklists, a 40-question interview bank, reference check scripts, compensation benchmarking data, onboarding plan, legal interview guidelines, and remote interview best practices.

If you are serious about getting this right — and your church deserves that — get the toolkit.

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.