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Pastors' Perspectives by John Vonhof

Search teams need to understand that pastors desire the basics in how they are treated -- just like you and I. They want to be treated fairly as they go through the process. They want to be respected for who they are, their leadership potential, and their visionary views. They want to be listened to as they share their personal journey, their views on the questions you ask, their perspectives on how their ministry skills would fit in your church, and on how important their family is in making a church move. They do not want to be prejudged about a previous ministry issue without an opportunity to respond. They want you to realize they have a church that requires time and they cannot drop everything to complete a lengthy questionnaire or drop everything to come out on a moment' notice. They want you to understand how they appreciate a search team that cares about them throughout the process. They want you to understand how it is helpful if the search team picks up their expenses up-front and manages the details when asked to come out on a duo. They want you to understand how it is important to include their spouses in the conference calls, at least for a few minutes, and allow them to meet with the board when you talk about the life of your church. Listed below are ways to show them respect and consideration:

Treat them fairly as they go through the process.
Respect them for who they are, their leadership potential, their ministry gifts, and their vision.
Listen to them as they share their personal journey, their views on the questions you ask, their perspectives on how their ministry skills would fit in your church, and on how important their family is in making a church move.
Tell them why you want them.
Give them an honest presentation about your church and its ministry, including problem areas.
Do not prejudge them without giving them an opportunity to respond.
Realize they have a church that requires time, and cannot drop everything to complete a lengthy questionnaire or to come out on a moment's notice.
Show them that you care about them throughout the process.
Picks up their expenses up-front and manage the details when they come out for a visit.
Include their wives or husbands in the interviews and conference calls, at least for part of the time, and allow him or her to meet with the board when you talk about the life of your church.
Focus on honesty, trust, and open communication.

Remember that not every pastor is interested in your church. Many pastors are happy in the ministry they have and will not entertain a call or even desire to receive information about your church. This needs to be respected.

A survey of pastors indicates that every search process has room for improvements. The survey included the process, the picture the search team presented, factors that influenced their decisions, and things the search teams could have done better. Consider the following candid statements by pastors regarding the search processes they have experienced, and use their comments to help your search team conduct a high-quality search.

Regarding the process:

"The clerk did all the 'leg-work', which resulted in his effort to call 'his kind of man', which as it turned out, I was not."
"We need more 'spirit', to cultivate more trust and respect for pastors being called."
"Timing--it is difficult to be in a 'waiting mode' with one church when you need to make a decision on another church."
"There is one thing that is usually in short supply on both sides and that is honesty... be willing to ask the hard questions."

Regarding the picture presented by the search team:

"Those who took the time and effort to find a match for their vision were perceived better than those simply scrambling to fill the position."
"They did not... identify their weaknesses. They did not mislead in their pre-call impressions... they simply did not have the answers to give."
"Search teams should focus much more effort on issues of leadership and followership, i.e., seeking a pastor who is a leader and preparing their people for following."
"They provided well-organized and ample materials... making regular, courteous, and caring calls to check on my progress."
"They kept us informed of how the process was going, including my place in the process."
"Mostly I received information regarding what they were rather than what they did."
"Every church puts its best foot forward, but there is also another one, the less involved and fringe members... perhaps more opportunity should be given to talk to a wider cross-section of the church."

Regarding what influenced my decision:

"The primary factors were a clear vision, openness to change, and ongoing outreach."
"Spending time with the council since churches tend to put 'forward-looking' people on the search team and 'safe' people on the council... resulting in tension when the pastor arrives and finds the actual picture different than what was presented."
"Most important, they indicated that as a church they were willing to learn and follow my leadership."
"They passionately pursued calling me, mobilizing the members to encourage me."
"Preferred those... whose churches had a vision, purpose and goals, and knew who they were and where they hoped to go."
"They let us know how they felt our gifts for ministry could be used."
"At an appropriate time, two weeks into the call, they backed off to allow me time to pray and listen for the Lord's leading."

Regarding what search teams could have done better:

"Customize their profile church packet."
"The administration of the call was... weak."
"They did not always identify all of the informal leadership."
"A search team member who is enthusiastic about their church is hard to say 'No' to."
"A monthly letter should inform applicants of the search status. Few things are as frustrating as sending off an application and not hearing back for three months."
"They should have asked more questions of me in terms of my gifts, strengths, and weaknesses."
"Give me their church profile first, then ask me if I felt at all led to consider their ministry, rather than ask first on the phone, throw my name into the hopper, and then send a profile."