When a church has need of a pastor they should go courting a potential candidate. Here are some brief suggested guidelines that certainly can be modified according to the need and policy of the church.
1. The deacons form a Search Committee or sometimes the deacons are the Search Committee.
2. An Interim pastor is called by the church.
Transformation Ministries describes the interim pastor: The Interim Pastor is one who serves a church congregation between regularly called pastors. Though the time frame is shorter, the Interim Pastor is the Pastor of the church for this period, however brief it may be. The Interim Pastor is one who, on short notice, can step into a pastor-less church by providing the necessary leadership and assistance enabling the church to maintain its program, act as a buffer between pastors, perform a healing ministry [when necessary], and prepare the way for the coming pastor.
3. The Search Committee will report to the church at least once a month and give a progress report.
It is almost impossible for a church to over communicate and especially when seeking the Lord's will for a new pastor. The church should be encouraged to pray for God's wisdom and leading in the pastor search process.
4. The Search Committee will consider one candidate at a time.
"Voting on one man at a time has been found a great advantage. Voting on two or more men simultaneously has often resulted in a divided church" (Paul Jackson. The Doctrine and Administration of the Church, page 62).
5. The Search Committee will select a candidate by reading his resume, listening to a recorded sermon or watching a videoed sermon and by hearing him preach in his church or another church if he is not presently pastoring. The potential candidate's references should be contacted. A credit and criminal background should be checked. The potential candidate should also check the church's references such as the former pastor and even neighboring churches who will know the church's testimony in the community. Local businesses can also give helpful insights into the reputation the church has in the business community.
6. The Search Committee will then schedule an interview with the potential candidate.
Both the church and candidate should consider if this is a good match of gifts, leadership style, and vision.
A. The Search Committee will discuss important matters with the potential candidate such as his conversion and call to ministry, motive for pastoring this church, philosophy of ministry, ministry training, present ministry, leadership style, wife's and children's support for this ministry.
B. The candidate will also want to ask pertinent questions such as why did the former pastor leave, what is the church's profile (attendance and giving for the past five years), what is the church's expectations of the pastor, what is the church's vision for its community and world missions.
7. The potential candidate will be scheduled to come to the church and preach.
If there is a positive response from the church the potential candidate will be invited to come for a weekend and candidate. This will give him a chance to meet with different ministries such as Sunday school teachers, paid and volunteer staff and families and preach a candidate sermon on Sunday.
8. The church will be given a notice, possibly two weeks, on voting on the candidate.
9. The church will vote on a Sunday morning and three-fourth majority (or whatever is the policy of the church) will be required to extend a call to the candidate.
10. The candidate will be immediately informed of the vote.
The candidate will prayerfully consider the vote and soon inform the church of his decision.
Hopefully after this courtship there will be a marriage made in heaven and the two will live happily ever after.