Find a Pastor to Lead in Fulfilling God’s Future for the Church

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Stage Seven

1. Pastor Search Committee Handbook
2. Train the Pastor Search Committee using the Handbook
3. Serve as a process consultant to the committee
4. Interpret the search process to the church
5. Preach a message on “Honoring the Pastor” to prepare for the coming of the new pastor

Stage Seven

Begin the Search

1. Pray,Pray,Pray

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Spend the first few meetings in prayer. This will prepare you and your team for the spiritual journey that lies before you.

Conduct the Pastoral Search Congregational Survey. (see Tool 7)

2. Gather Resumes

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Ask the congregation for recommendations. This along with the Pastoral Search Congregational Survey will give the congregation inclusion in the search process.

• Contact your DOM and pastors in your area for recommendations.
• Seek out these persons and ask for a resume if interested.
• Access the Automated Referral System. www.scbaptist.org/resume
• Contact the Baptist Courier to place an ad asking for resumes.
• Set an end date for collecting the resumes.

3. Organize the Resumes into three categories

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• Once the deadline has been met, the secretary should provide each member of the team with a copy of each resume. A meeting to pick up the resumes ^{and share} instructions should then be called.

Each team member should then take two weeks to pray over and organize the resumes into three categories.

Positive (1)

Possible (2)

Probably Not (3)

At the end of the two week period of prayer and organization, another meeting should be called to share what the Lord has said to each member about the candidates. The goal of this meeting is to determine the top three candidates.

4. Contact each candidate to let them know they are being considered.
• Check references (see Tool 15-19)
• Ask for video ofpreaching (see Tool 21)

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• Who will be first?

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Consider one candidate at a time

Initial Interview. (See Tool 20)

Ask permission to do a background check. (See Tool 23) Pray, Pray, Pray.

Visit the candidate on his field. Second Interview.

Clarify any questions or discrepancies. (Could be a phone interview) Determine if you will continue with the candidate or move on to the next. If you move on, advise the candidate of your decision.

If you feel lead to continue...

6. Determine financial package for the candidate.

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• Several Factors should be considered
• Experience
• Education
• Age
• Level of income at present place of service ...

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• The "Call" Weekend

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Create events that give maximum exposure of the candidate to as many people

as possible.

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Friday evening meeting with staff and church administrative leadership.

Saturday morning Q and A with organizational leadership.

Saturday evening meal, introduction by Pastor Search Committee and Q and A from the church.

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Sunday morning worship and preaching.

Sunday evening vote (secret ballot) and response.

When candidate response, announce to church.

8. Interim time between call weekend and arrival of pastor.

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Stay engaged in the process, this is a very important time.

Say goodbye to the interim and express appreciation to him. Prepare the church for arrival.

Communicate needs of "final approach and landing".

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First Sunday in with a new pastor is very important.

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Church sign welcome

Clear your calendar in order to be there. Food provided for first few nights on field.

Staff and administrative leadership paves the way so that Pastor and family are not "stressed out".

Model servant leadership during this important time in the life of the church.