How to Run a Church Search Committee: A Complete Guide to Hiring Your Next Pastor

Few responsibilities carry more weight in church life than selecting a new pastor. The person your congregation calls will shape your church's direction, culture, and spiritual health for years to come. Yet most search committee members have never done this before—and four out of five receive no formal training before they begin.

This guide walks you through how to run a church search committee effectively, from forming your team to extending the call. Whether your church has 50 members or 5,000, these principles will help you navigate this critical season with wisdom and confidence.

The pastoral search typically takes 12 to 24 months

Before diving into the process, set realistic expectations with your congregation. Most pastoral searches take between 12 and 24 months from committee formation to the new pastor's first Sunday. Rushing this decision rarely ends well—but neither does unnecessary delay.

The good news? Research from Lifeway shows that median pastoral tenure has grown to eight years, with many pastors serving even longer. When you take time to find the right fit, you're investing in a relationship that will likely last a decade or more.

Step 1: Seven to eleven members creates optimal committee dynamics

The size and composition of your search committee matters more than most churches realize. Too few members concentrates power and limits perspective; too many creates gridlock and scheduling nightmares.

Ministry consultants consistently recommend seven to eleven members, with an odd number to prevent tie votes. Select members who represent your church's diversity—different ages, backgrounds, tenure in the congregation, and ministry involvement. However, avoid building a committee of "representatives" who feel obligated to advocate for their particular group rather than the whole church.

Assign clear roles from the start: a coordinator to manage scheduling, a communicator to handle congregation updates, someone dedicated to prayer coordination, and a point person for candidate follow-up. Each member should commit to attending every meeting possible and maintaining strict confidentiality throughout the process.

Step 2: Establish your spiritual foundation before logistics

The temptation when learning how to hire a pastor is to jump straight into job descriptions and candidate profiles. Resist it. The most effective search committees spend their first several meetings in prayer, asking God to guide their process and prepare their hearts.

Commit to beginning every meeting with extended prayer—not a perfunctory two minutes, but genuine time seeking God's direction. Some committees fast together at key decision points. Others establish prayer partners within the congregation who commit to interceding throughout the search.This spiritual foundation does more than invite God's guidance. It bonds committee members together and reminds everyone that this is ultimately His church, not yours.

Step 3: Conduct honest self-assessment before seeking candidates

Before you can find the right pastor, you need clarity about who you are as a church and where you're headed. Lifeway Research recommends search teams wrestle with three essential questions: What is our church's mission? What is our church's current state? What is our community's condition?

Create a comprehensive church profile that honestly describes your congregation—your history, demographics, theological convictions, strengths, and challenges. Survey your members to understand their priorities and concerns. Examine your community demographics to identify who you're called to reach.

This self-assessment prevents a common mistake Kevin DeYoung identifies: overcompensating for the previous pastor's weaknesses. If your last pastor was a weak administrator, the temptation is to prioritize organizational skills above all else—potentially overlooking more important qualities like theological depth or pastoral care.

Step 4: Define qualifications without creating a unicorn

With your church profile complete, develop a clear picture of the pastor you're seeking. Start with Scripture's non-negotiables: the qualifications in 1 Timothy 3:1-7 and Titus 1:6-9 provide the baseline character requirements. Ligonier Ministries emphasizes that these passages describe character qualities, not just credentials—a man may have an impressive résumé but lack the spiritual maturity Scripture requires.

Beyond biblical qualifications, identify the specific skills and experiences your church needs. But be careful here. Search committees often create impossible job descriptions seeking someone who excels at preaching, administration, counseling, evangelism, youth ministry, and strategic leadership simultaneously. That pastor doesn't exist.Distinguish between essential requirements and preferred qualities. What three to five characteristics must your next pastor possess? What would be nice to have but isn't critical? This clarity will prevent paralysis when you're evaluating real candidates with real limitations.

Step 5: Cast a wide net through multiple sourcing channels

Here's where many searches go wrong: they post a job listing, wait for résumés to arrive, and assume the best candidates will find them. As Kevin DeYoung bluntly notes, you shouldn't expect all the best candidates to come to you.

Effective candidate sourcing requires multiple approaches working simultaneously. Network through your denominational connections—contact your state convention, association, or presbytery for recommendations. Reach out to seminary career services offices and professors who can identify promising graduates. Ask trusted pastors in your network who they'd recommend.Post your opportunity on ministry-focused job boards like JustChurchJobs to reach candidates actively exploring new positions. A dedicated church job board connects you with pastors who are genuinely seeking their next calling, not just passively browsing. Combined with personal networking, this multi-channel approach ensures you're seeing the full range of available candidates.

Don't overlook internal candidates, but handle them carefully. If someone within your congregation is a genuine possibility, establish a fair evaluation process from the start. Mishandling internal candidates creates lasting damage regardless of the outcome.

Step 6: Evaluate candidates systematically and thoroughly

As résumés arrive, establish a consistent evaluation process. Many committees find it helpful to review candidates in this order: listen to sermons first, then examine their church's website and ministry philosophy, and finally review their social media presence. This sequence prioritizes what matters most—their teaching and theological convictions—before peripheral factors influence your perception.

Conduct phone or video interviews with promising candidates before investing in in-person meetings. Prepare consistent questions for every candidate so you can make fair comparisons. Ask about their sense of calling, theological convictions, leadership philosophy, and why they're interested in your church specifically.

Reference checks are essential—and frequently skipped. Don't just call the references a candidate provides. Seek out others who know their ministry. Ask specific questions: How does this person handle conflict? What's their greatest limitation? Would you want them as your pastor?

Step 7: The candidating weekend reveals fit beyond the résumé

When you've identified your top candidate, invite them for a candidating weekend. This typically includes multiple opportunities for the congregation to interact with the candidate and their family, culminating in a trial sermon and congregational vote.

Before this visit, be transparent about compensation. Waiting until the final stages to discuss salary is a common mistake that wastes everyone's time. Present a clear compensation package early in serious discussions so both parties can proceed with realistic expectations.

The candidating weekend isn't just an evaluation of the candidate—it's their evaluation of you. Treat them as honored guests. Let them see your church authentically, including its challenges. A pastor who accepts a call based on an unrealistic picture will struggle when reality sets in.

Step 8: Set your new pastor up for long-term success

The search committee's work doesn't end when the congregation votes. How you transition your new pastor into ministry shapes their long-term effectiveness.

Coordinate a thoughtful onboarding process. Introduce them to key leaders and longtime members. Brief them on the church's unwritten rules and relational dynamics. If you've had an interim pastor, ensure a graceful handoff that honors their service while clearly establishing the new pastor's leadership.

Consider what ongoing support your new pastor will need. Research from Barna Group shows that 40% of pastors are at high risk for burnout. The care you demonstrate in these early months sets the tone for a sustainable, healthy ministry.

Frequently Asked Questions

How long does a pastoral search typically take?

Most searches take 12 to 24 months from committee formation to the new pastor's installation. Post-pandemic searches have trended slightly longer. While you shouldn't rush, avoid unnecessary delays that leave your congregation in prolonged uncertainty.

How many people should serve on a pastor search committee?

Seven to eleven members is the recommended range, with an odd number to prevent tie votes. The committee should represent your church's diversity without becoming so large that scheduling and decision-making become unmanageable.

What questions should a search committee ask pastoral candidates?

Focus on theological convictions, calling to ministry, leadership philosophy, conflict resolution approach, and family considerations. Ask for specific examples from their ministry experience rather than hypothetical responses. Always ask references about limitations and how the candidate handles criticism.

Should we hire an interim pastor during the search?

An interim pastor can provide stability and continuity during a lengthy search, particularly if your previous pastor left suddenly or under difficult circumstances. A skilled interim can also help your church process the transition and prepare for new leadership. However, it's not always necessary for shorter searches or churches with strong lay leadership.

Sources

1. Lifeway Research. "Pastors Remain Committed to the Pulpit." May 2025. https://research.lifeway.com/2025/05/29/pastors-remain-committed-to-the-pulpit/

2. Lifeway Research. "8 Things You Need to Know About Pastor Search Committees." January 2017. https://research.lifeway.com/2017/01/24/8-things-need-know-pastor-search-committees/

3. DeYoung, Kevin. "7 Common Mistakes Search Committees Make." The Gospel Coalition. https://www.thegospelcoalition.org/blogs/kevin-deyoung/7-common-mistakes-search-committees-make/

4. Lifeway Research. "3 Key Questions a Pastor Search Team Must Ask." June 2025. https://research.lifeway.com/2025/06/16/3-key-questions-a-pastor-search-team-must-ask/

5. Vanderbloemen. "Who Should Be On Your Pastor Search Committee?" https://www.vanderbloemen.com/resources/pastor-search-committee-members/

6. Barna Group. "38% of U.S. Pastors Have Thought About Quitting Full-Time Ministry in the Past Year." https://www.barna.com/research/pastors-well-being/

7. Ligonier Ministries. "What Are the Qualifications of a Pastor?" https://learn.ligonier.org/qas/what-are-the-qualifications-of-a-pastor

8. 9Marks. "What's Wrong With Search Committees?" https://www.9marks.org/article/whats-wrong-search-committees-part-1-2-finding-pastor/