How to Run a Pastor Search Committee with 5 Members: Small Church Guide

Introduction: The Most Important Decision Your Church Will Make

Choosing a new pastor is the most consequential decision a church will make. The right pastor can lead a church into a new season of growth, health, and mission. The wrong pastor can cause years of conflict, decline, and pain.

For small churches, the stakes are even higher. You don’t have the resources to recover from a bad hire quickly. You can’t afford to go through this process again in two years. You need to get it right the first time.

But most small churches have never been trained in how to run a pastor search. The deacon who’s leading the committee learned by watching his predecessor wing it. The church member who’s been tasked with “finding us a pastor” has no framework, no checklist, and no idea what questions to ask.

This guide changes that. It gives your committee a clear, step-by-step process — from forming the committee to onboarding your new pastor. It’s written specifically for small churches with limited resources, volunteer committees, and no HR department.

What you’ll learn:

How to form a search committee that represents your church
The exact steps in the search process (and what to skip)
How to create a church profile that attracts the right candidates
What questions to ask (and what you can’t legally ask)
How to check references without getting generic answers
How to structure a compensation package for a small church
How to onboard your new pastor for long-term success

Note: This guide is written for churches in the United States. Employment laws vary by state; consult a local attorney for legal advice specific to your situation.

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Part 1: Forming Your Search Committee

How Many Members?

For a small church (under 100 in attendance), 5 members is the ideal committee size. Here’s why:

3 is too few. One person’s bias can dominate. If one member is related to a candidate, you’ve lost objectivity.
7 is too many. Scheduling becomes difficult. Discussions take longer. Consensus is harder to reach.
5 is the sweet spot. Odd number prevents ties. Small enough to meet regularly. Large enough for diverse perspectives.

Who Should Serve?

Your search committee should reflect the diversity of your church. Consider:

Gender balance: If your church has both men and women in leadership, the committee should too
Age range: Include at least one member under 40 and one over 55
Tenure: Mix long-time members with newer members (at least 2 years at the church)
Spiritual maturity: Every member should be a committed Christian who is growing in faith
Availability: Every member must be able to attend weekly meetings for 3-6 months

Who Should NOT Serve?

The interim pastor (if applicable) — they have a conflict of interest
Anyone related to a potential candidate
Anyone who has already decided who they want
Anyone who can’t maintain confidentiality
The church treasurer (they’ll be involved in compensation discussions later, but shouldn’t be on the search committee)

Committee Roles

Assign these roles at your first meeting:

Chair: Leads meetings, sets agendas, serves as primary contact with candidates
Secretary: Takes minutes, manages documents, tracks candidate information
Prayer Coordinator: Leads the committee in prayer, organizes church-wide prayer efforts
Research Coordinator: Gathers information on candidates, checks references
Communications Coordinator: Keeps the church informed (within confidentiality boundaries)

The Committee Covenant

Before you begin, every member should sign a covenant agreement covering:

Confidentiality: Candidate information stays within the committee
Commitment: Attend all meetings unless providentially hindered
Prayer: Commit to praying daily for the search process
Unity: Agree to seek consensus; if consensus can’t be reached, a 4/5 supermajority decides
Timeline: Commit to a realistic timeline (typically 3-6 months)

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Part 2: The Church Profile — Before You Look for a Pastor, Know Who You Need

Why You Need a Church Profile

Most small churches skip this step. They jump straight to looking at resumes without first understanding what they actually need. The result? They hire a pastor who looks great on paper but doesn’t fit the church.

A church profile is a document that describes:

Who you are (history, culture, values)
Where you’re going (vision, mission, goals)
What you need in a pastor (skills, experience, personality)
What you can offer (compensation, housing, benefits)

Creating Your Church Profile

Step 1: Church History (1 page)

When and how the church was founded
Key moments in the church’s history
Previous pastors and their tenure
Current attendance and trends (growing, stable, declining)

Step 2: Church Culture (1 page)

What’s a typical Sunday like?
What are your worship style preferences?
How are decisions made?
What’s the preaching style?
What’s the church’s personality? (formal, casual, traditional, contemporary)

Step 3: Community Context (1 page)

Describe your town/city
Key demographics
Major employers
Schools
Community needs and opportunities

Step 4: Vision and Goals (1 page)

Where do you see the church in 5 years?
What are your top 3 ministry priorities?
What’s working well that you want to continue?
What needs to change?

Step 5: Pastor Profile (1 page)

Must-have qualifications (ordination, theological alignment, experience)
Preferred qualifications (preaching style, age range, family status)
Deal-breakers (issues that would disqualify a candidate)
Compensation range you can offer

Common Mistakes in Church Profiles

Mistake 1: Creating a “unicorn” profile. You’re looking for a 30-year-old seminary graduate who’s a dynamic preacher, skilled counselor, experienced administrator, and willing to work for $30,000. That person doesn’t exist. Prioritize what matters most.

Mistake 2: Being vague. “We want a man of God who preaches the Word” describes every pastor. Be specific about your church’s context and needs.

Mistake 3: Ignoring the hard stuff. If your church has been declining, say so. If there was conflict with the previous pastor, acknowledge it. Honest profiles attract candidates who are prepared for reality.

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Part 3: The Search Process — Step by Step

Step 1: Pray (Week 1)

Before you do anything else, pray. As a committee and as a church.

Ask the congregation to pray daily for the search
The committee should begin each meeting with prayer
Set aside specific times for corporate prayer for the search

“Unless the LORD builds the house, those who build it labor in vain.” — Psalm 127:1 (ESV)

Step 2: Create the Church Profile (Weeks 1-2)

Use the framework above. The chair should draft the profile, then the full committee reviews and revises it.

Step 3: Announce the Position (Weeks 2-4)

Where to post:

Your denomination’s job board (if applicable)
MinistryJobs.com (free for churches)
ChurchStaffing.com
Your church’s website and social media
Word of mouth through your network

What to include:

Church name and location (or “confidential” if you prefer)
Church profile summary
Pastor profile (must-haves and preferred qualifications)
Compensation range
How to apply (email, online form, etc.)
Application deadline

Step 4: Receive and Review Applications (Weeks 4-8)

What to require:

Resume/CV
Statement of faith
Sermon audio or video (at least one)
References (3-5, including at least one from a former church)
Written response to 2-3 questions about your church’s specific needs

How to evaluate:

Create a scoring rubric (1-5 scale) for:

Theological alignment
Preaching ability
Leadership experience
Cultural fit
References

Each committee member scores independently, then you discuss as a group.

Step 5: Narrow to 5-7 Candidates (Week 8)

Based on your scoring, narrow the field to your top 5-7 candidates. Notify those who didn’t make the cut (a brief, kind email is sufficient).

Step 6: Phone Interviews (Weeks 9-10)

Conduct 30-minute phone interviews with each of your top candidates. Use a consistent set of questions:

Tell us about your calling to ministry.
What’s your preaching philosophy?
How do you handle conflict in a church?
What’s your experience with small churches?
Why are you interested in this position?
What questions do you have for us?

Step 7: Narrow to 2-3 Finalists (Week 10)

Based on phone interviews, select 2-3 finalists for in-person interviews.

Step 8: In-Person Interviews (Weeks 11-12)

This is the most critical step. Plan for a full day with each finalist:

Morning:

Tour of the church facility
Meet with the search committee (formal interview, 90 minutes)
Meet with church leadership (board of deacons, etc.)

Afternoon:

Preach a sermon to the congregation (or a sample sermon to the committee)
Informal time with committee members and their spouses
Q&A with the congregation

Step 9: Check References Thoroughly (Week 12-13)

Don’t skip this step. And don’t just call the references the candidate provides. Do your own research.

Questions to ask references:

What were this person’s greatest strengths?
What areas needed improvement?
How did they handle conflict?
Why did they leave?
Would you hire them again?
Is there anything else we should know?

Questions to ask people NOT on the reference list:

Call former church members (find them through social media or church directories)
Contact other pastors in the area
Talk to denominational leaders who know the candidate

Step 10: Make Your Decision (Week 13-14)

The committee should meet to make a final decision. Seek consensus if possible. If consensus can’t be reached, a 4/5 supermajority should decide.

Before you vote:

Spend time in prayer together
Review all the data (scores, interview notes, references)
Discuss concerns openly
Ask: “Can we all support this decision, even if it wasn’t our first choice?”

Step 11: Extend the Call (Week 14-15)

Once you’ve made your decision:

Call the candidate (the chair should make this call)
Discuss compensation (be prepared with a specific offer)
Allow time for prayer (give the candidate at least a week to pray about it)
Get a written acceptance
Announce to the church (coordinate with the candidate on timing)

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Part 4: Legal Interview Questions — What You Can and Cannot Ask

Questions You CAN Ask

Are you ordained? By whom?
What is your theological training?
What is your statement of faith?
Are you aligned with our church’s doctrinal position?
Do you have experience with [specific ministry area]?
What is your preaching style?
How do you handle conflict?
What is your leadership philosophy?
Are you willing to relocate?
When would you be available to start?
What are your compensation expectations?

Questions You CANNOT Ask

How old are you?
Are you married? Do you have children?
What is your spouse’s occupation?
Do you have any disabilities?
What is your national origin?
Are you pregnant or planning to have children?
What is your credit history?
Have you ever been arrested? (You can ask about convictions for relevant offenses)

The Gray Areas

Family status: You can ask if the candidate is willing to relocate and if they have family obligations that would affect their availability. You cannot ask about marital status, children, or spouse’s employment.
Age: You cannot ask directly, but you can ask about years of experience.
Health: You cannot ask about health conditions, but you can ask if they can perform the essential functions of the job.

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Part 5: Structuring the Compensation Package

What Small Churches Can Realistically Offer

Most small churches cannot compete with large churches on salary. But you can offer other benefits:

Base Salary: $20,000 – $45,000 (varies widely by region and church size)

Housing:

Parsonage (if available)
Housing allowance (can be designated as tax-free under IRC §107)
Help with moving expenses

Benefits:

Health insurance (or a health insurance allowance)
Retirement contribution (3-5% of salary)
Paid vacation (2-4 weeks)
Study leave (1-2 weeks for conferences/continuing education)
Book allowance ($500-$1,000/year)
Mileage reimbursement for church business

Other Considerations:

Sabbatical policy (after 5-7 years)
Continuing education tuition assistance
Spouse/family benefits

The Pastor-Church Agreement

Put everything in writing. A written agreement protects both the pastor and the church. Include:

Compensation details (salary, housing, benefits)
Time expectations (hours per week, Sundays off, vacation)
Performance review process (annual review by the board)
Termination provisions (notice period, severance)
Dispute resolution process
Intellectual property (who owns sermons, materials)

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Part 6: Onboarding Your New Pastor

The First 90 Days

The first 90 days set the tone for the entire pastorate. Plan carefully.

Week 1:

Move-in assistance (if relocating)
Introduction to the church (announcement, welcome events)
Meet with church leadership
Tour the community

Weeks 2-4:

Meet with every family in the church (home visits or coffee meetings)
Learn the church’s history and culture
Begin preaching (start with a series that introduces your vision)
Establish office hours and availability

Months 2-3:

Conduct a church-wide survey (strengths, weaknesses, opportunities)
Develop a 1-year ministry plan
Begin building relationships in the community
Establish regular meeting rhythms with church leadership

Common Onboarding Mistakes

Mistake 1: Expecting immediate results. Give your new pastor at least 6 months before evaluating effectiveness.

Mistake 2: Comparing to the previous pastor. Every pastor is different. Let this one be themselves.

Mistake 3: Not providing feedback. Regular, constructive feedback helps the pastor succeed.

Mistake 4: Ignoring the pastor’s family. The spouse and children need support and community too.

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Conclusion: Trust the Process

Finding the right pastor takes time. Resist the pressure to rush. A bad hire will cost you far more than a few extra months of searching.

Pray together. Work the process. Trust that God is leading your church to the right person.

And remember: no pastor is perfect. You’re not looking for someone who checks every box. You’re looking for someone who fits your church’s context, shares your vision, and is faithful to God’s call on their life.

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Downloadable Resources

[Pastor Search Committee Covenant Template]
[Church Profile Worksheet]
[Candidate Scoring Rubric]
[Interview Question Bank]
[Reference Check Guide]
[Pastor-Church Agreement Template]
[Compensation Worksheet]
[90-Day Onboarding Plan]

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