The pastor is accountable first to God and then to the congregation. It is tempting to choose a candidate who can serve the people. A more mature approach is to choose someone who serves God by caring for the flock and teaching them how to make disciples. The following method is a proven process.
1. Develop a plan to identify and vet candidates. Form a pastoral search team and establish the process. For example: a) Create a communication plan. b) Create a job profile. c) Begin networking for candidates, using the district superintendent. d) Screen resumés. e) Begin interviewing.
2. Identify and remove candidates who have disqualifications. A pastoral candidate can be disqualified if he has not learned self-discipline.
Certain things can disqualify a candidate who seems gifted for the job. These things bring reproach upon God and the person’s character. In 1 Timothy 3:1-7, the apostle lists the qualifications and disqualifications of overseers. Sins can be forgiven, and a single sin does not need to disqualify a person forever. Still, time is needed before returning to the ministry, and such time should be weighed according to the sin. For instance, a candidate is disqualified if he is or has been involved in any sexual relationship outside of marriage and has not experienced true restoration.
Paul goes on to identify the qualifying characteristics of overseers: sober-minded, self-controlled, respectable, hospitable, not greedy, able to teach, not a drunkard, not violent, not quarrelsome, mature, able to manage his household well, and accepted in the community. While some of these are highly subjective, all are from the Word of God and warrant careful consideration. Concern in any of these areas demands outside senior counsel.
3. Consider the local church’s needs. Three primary skill sets usually emerge in a pastor: preaching, pastoring, and leading the church. Usually, a candidate may have strength in one area and acceptable skills in the others. This means the search team should consider the type of pastor who best fits the present and future needs of the local church.
4. Build the metric for identifying the best candidate. Consider the Bible-based standard (1 Timothy 3:1-7; 1 Peter 5:1-4; Ephesians 4:12-14; Titus 1:5-9; 2 Timothy 4:1, 2; Acts 20:28-31). Elders are told to exercise oversight and be an example (1 Peter 5:2, 3), to be God’s stewards (Titus 1:7), and to “manage” the church (1 Timothy 3). The candidate must be able to fulfill these roles. Jesus sets the example: Follow those in authority, be committed to learning, and be devoted to loving others more than self.
A pastoral candidate can gain skills, but character and values are inherently different from candidate to candidate. So the pastoral search team is better served by understanding the candidate’s character and values than by being impressed with his extensive resumé or scholastic brilliance.
Ultimately, be strong and courageous in Jesus Christ and make a qualified choice. Trust God to bless the work, because the church and her pastors belong to Christ.
— Elder Chip Hinds
