Pastor Search Team

The Minister’s Interview
with the
Search Committee
Leader Connect / Discovery Team
Congregational Leadership Team
http://www.bgct.org/leaderconnect
resumeservice@bgct.org
Baptist General Convention of Texas
333 N. Washington
Dallas, Texas 75246
1-888-244-9400
214-887-5454
Search and Interview Preparation
Suggestions are intended for your use in the
interview process with a church search committee
and should be adapted to each individual and church
situation.
Compiled by the Congregational Leadership Team of the BGCT
Some material has been adapted from the Illinois Baptist State Convention publication, “Minister’s Guide
to the Search Committee Interview”, and made applicable for Texas Baptist churches and ministers.
Minister’s Interview with the Search Committee Baptist General Convention of Texas.
Table of Contents
I. How Do I Get My Name Before Church Search Committees?………………………………. 2
A. Leader Connect Internet website
B. Other ways to get your name before a church
II. Quick Basics For Writing A Good Resume ………………………………………………………… 3
III. Prior to the Interview ……………………………………………………………………………………… 6
A. List the names of the search committee members
B. List names of the staff and their positions
C. Request copies of important documents
D. Request organizational information
E. Request music and worship information
F. Request outreach information
G. Request age group information
H. Contact the state convention or association office for church statistics
I. Research to get a cost of living comparison
IV. During the First Interview …………………………………………………………………………….. 11
A. “Image is Everything!”
B. Ask about the church’s history
C. Ask about the vision and goals of the church
D. Ask about any current issues
E. Ask about congregational sermon expectations and preferences
F. Ask about congregational pastoral ministry expectations
V. At the Final Interview…………………………………………………………………………………….. 18
A. Ask about salary and benefits
B. Ask about staff housing policies
C. Ask about office accommodations and work environment
VI. Small Group Interviews and “A Unanimous Vote?” ………………………………………….. 21
Minister’s Interview with the Search Committee Baptist General Convention of Texas 1
I. How Do I Get My Name Before Church Search Committees?
A. BGCT’s online service; http://www.bgct.org/leaderconnect
The best way to get your name before Baptist General Convention of Texas
churches is to use the BGCT’s Leader Connect online résumé-matching service
website . This FREE website allows churches looking for ministers to enter their
position vacancies and also allows ministers seeking places of service to enter
information to produce a résumé profile. The system will match candidate profiles to
church vacancies and email matching résumés to churches. The churches will then
contact the candidates that interest them.
The Leader Connect office of Congregational Leadership Team of the Baptist
General Convention of Texas manages this website and serves the churches of the
BGCT through combined Internet technology and personal service.
B. Other ways to get your name before church search committees:
Contact the Directors of Missions of local associations.
Ask fellow ministers who know you personally if they have heard about staff
vacancies near their place of service.
Check listings in state newspapers (like the Baptist Standard – 214-630-4571 – 800-
749-4610)
Put your own classified ad in the Baptist Standard (for a reasonable fee).
Minister’s Interview with the Search Committee Baptist General Convention of Texas 2
II. Quick Basics For Writing A Good Resume
Today most search committees in Baptist churches begin their work by gathering
résumés of prospective staff persons to be considered for their vacant position. As a
candidate, your goal is to share your ministry skills and abilities in an effective way. How
you present yourself in your résumé can make a great difference in the final outcome of
the search process. Since the initial impression is from your résumé, it should serve one
basic purpose – to create a positive first impression with the search committee. It must,
therefore, be a carefully prepared document.
Suggestions on preparation:
1. Take the necessary time and effort. Prepare your résumé so it will create the
positive impression you desire.
2. Be brief. One or two pages (back to back) are the ideal length.
3. Be neat. The actual appearance of your résumé may say as much to the
committee about you as its content. Erasures and misspelled words detract from
the quality of your résumé. Do not overcrowd the material. Leave some white
space for easy reading.
4. Skip the embellishments. Fancy print and wordiness do not impress.
5. Be accurate. Be certain all the information given is accurate and complete. Cast
a careful eye over your descriptions to make sure they tell the whole truth and
nothing but the truth. Double-check all the phone numbers and mailing
addresses. Above all, be sure your name, address, and phone number are on
the first page and your name is on all other pages.
What to include:
1. Contact Information. List your contact information at the top of the résumé.
Include your full name, mailing address, phone number and email address. If you
have a personal website, include the URL if the site shows your skills or applies
to your ministry goals. Be sure your name is on all other pages, normally in the
top right-hand corner.
2. Photo. A photo is not required. If you choose to provide one, use a small, (wallet
size) color photo of excellent quality. Place it in the upper right-hand corner of the
first page.
3. Other Personal Information. You are not required to include your date of birth,
marital status, or number of children and their ages, but you may if you wish. Do
state whether or not you are ordained and/or licensed to the ministry.
4. Ministry Objective. The objective section gives committee members an
immediate sense of who you are and what your vision and goals are without
forcing them to wade through the entire résumé. What church staff position(s)
are you seeking? Be specific. List the positions for which you are available in
priority order. Stress what you will add to their ministry rather than what you want
personally to achieve.
5. Education. Include only institutions from which you earned a degree and the date
of graduation in that order.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 3
6. Church-Related Experience. List your experience chronologically, with your most
recent job first. If your latest experience wasn’t your most impressive, arrange
your list by importance. Include the name of church, location, position held, and
the dates of each experience. Also give a brief description of your
accomplishments.
7. Skill and Interests. Today’s churches are more tech-savvy that ever before, so
make sure you mention your technical and computer skills. List programming
languages, software programs and operating systems you’ve used as well as
certifications you have. Don’t forget “soft skills” like foreign languages.
8. References. Include a few references. Select about four people who are well
acquainted with you and your ministry. Get permission from them to use their
names as references. State their name, mailing address, phone number and their
position or relationship to you. Include at least one layperson on your list. If you
run out of space, you could forego this section and state “references provided
upon request”.
9. Include a Cover Page. Churches like to know that you are genuine and real, but
show some initiative without posing yourself as overly confident. Briefly express
why you are looking for a new position. Then turn your focus on a summary
statement that will address why you think this church should consider you as a
candidate for this position. The entire cover page should be no longer than ½
page. Keep it brief, warm and personable.
Tips for a Better Resume:
􀂃 Emphasize your most important responsibilities even if they weren’t your primary
duties.
􀂃 Use active voice. Strong sentences are those in which a person performs an
action (active voice) as opposed to an action being performed on the person
(passive voice). “I scheduled regular choir practices,” is stronger than, “Choir
practices were scheduled by me.”
􀂃 Use cause-effect relationships and tangible results. Quantify your achievements
with percentages and numbers like “increased Sunday School enrollment by 35%
in three years” and “supervised a three-person staff.”
􀂃 Use strong verbs to highlight your sense of initiative. Present yourself as an
initiator with verbs like, “launched”, “supervised,” “proposed,” “managed,” and
“created.”
Minister’s Interview with the Search Committee Baptist General Convention of Texas 4
Finishing Touches
􀂃 Create several versions of your résumé, each tailored to the type of position for
which you are applying.
􀂃 For whatever job you seek, research the position and the church. Pay attention to
the previous employee and such things as annual statistics. Highlight your
qualifications as they reflect on these things.
􀂃 Use fonts that are easy to read—not overly creative ones.
􀂃 Proofread your résumé. Proofread your résumé. Proofread your résumé. Read,
edit and reread your résumé to make sure it’s well written, clear and typo-free.
Read it again. Ask your friends and family to do the same.
􀂃 If you use an online résumé, consider saving one version as a text file (“.txt”) that
will look good on any computer. Send your résumé as an attachment file and
also paste the text into the body of the email just to be safe.
Having prepared your résumé, now prepare yourself for the interview with the Church
Search Committee. The following guidelines will be helpful to the first-time interviewer
and be a refresher course to those with years of experience in meeting with Search
Committees.
We have conveniently divided the material into work to be done prior to the interview,
during the first interview and at the final interview. However, the lines can be blurred
between the first and last interview, and you should use your common sense and good
judgment in determining when to cover this material. These are only suggestions. You
should feel free to cover topics as they are convenient and appropriate.
Be careful not to discuss finances too quickly in the process as you might be perceived
as “overly concerned about money”. However, if after studying the budget you sense
that the committee is intentionally avoiding the subject, you might consider speaking
privately and honestly with the chairperson about your family needs before spending too
much time in dialogue. Don’t get yourself backed into a corner and not provide for your
family. A good rule of thumb is always to have your spouse with you when discussing
compensation and get everything in writing. An objective view is always helpful when
talking about money.
Some churches may want you to submit a video or audio tape of one of your sermons or
your leading in a ministry-related activity during a service. If your church does not
regularly tape services, you might consider taping several special services well in
advance of the occasion when you are looking for a new church. Keep them in a safe
place and you will be ready when the time comes.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 5
III. Prior to the Interview – things to do when the committee first contacts you.
A. List the names of all Search Committee members:
Position Name Phone Email
Chairperson
Secretary
Vice Chair
Member
Member
Member
Member
Member
Member
Member
Member
Member
Alternate
Alternate
(Pray for these to have wisdom in asking the right questions and for them to follow God’s will.)
B. List the names of all Staff and their positions:
Position* Name Paid Volunteer
Pastor $ hrs.
Music Minister $ hrs.
Education Minister $ hrs.
Youth Minister $ hrs.
Pres./Children Minister $ hrs.
Ministry Assistant** $ hrs.
Pianist $ hrs.
Organist $ hrs.
Custodian $ hrs.
Nursery Worker $ hrs.
$ hrs.
$ hrs.
$ hrs.
$ hrs.
$ hrs.
$ hrs.
$ hrs.
*Add or delete positions based on church preference.
** This person should be your ministry assistant.
(Pray for these as they proceed through the interim time, and to follow God’s will.)
Minister’s Interview with the Search Committee Baptist General Convention of Texas 6
C. Request copies of important documents:
❑ Current annual budget
❑ Previous annual budget
❑ Church Mission and/or Vision Statement
❑ Church Core Values
❑ Sunday bulletins for the last few weeks
❑ Drawings of the buildings and grounds
❑ Constitution & By-laws
❑ Job Descriptions for all staff positions
❑ Organizational Chart
❑ All Policy Manuals: Personnel, Deacon, Child Care, Vehicle, etc.
D. Request organizational information.
Ask the search committee for a list of all church organizations (Bible Study/Sunday
School, Discipleship Training, Women’s Ministry, Men’s Ministry, etc.) and persons
currently serving in these capacities. The nominating committee should have this list, or
a copy could be retrieved from the business meeting notes if kept in the records. If not,
this should indicate a need for assistance and/or training in this area.
E. Request music and worship information.
Style of Music in Worship (traditional, contemporary, blended, gospel, etc.):
Adult Choir?
Youth Choir?
Children’s Choir?
Drama Worship Team?
Other?
Seasonal events, pageants, performances, presentations, etc.?
Minister’s Interview with the Search Committee Baptist General Convention of Texas 7
F. Request outreach information.
Current Outreach strategies being utilized:
__ Visitation (weekly, monthly, bimonthly,
quarterly, etc.)?
__ Community Bible Studies
__ Apartment ministries
__ Direct mail
__ Door-to-door survey
__ Phone survey
__ Tract ministry
__ Outreach events
__ Concerts
__ Outdoor services
__ Other: ________________________
Are these outreach ministries on the church calendar and in the budget?
G. Request Age Group information.
Adult Ministries:
How many Bible Study Classes (Sunday School)?
How are classes grouped (by age, topic, couples, co-ed, etc.)?
How are classes organized (teacher, outreach leader, secretary, group leaders, etc.)?
Does the church have Home Bible Studies? How many?
Does the church offer Support Groups? On what topics?
Senior Adult Ministries:
Is there presently an active Senior Adult ministry?
Is there a Senior Adult Bible study class?
Does the church have senior adult fellowships, socials, or events?
Youth Ministries:
Is there presently an active youth ministry?
Does the church have a Youth Pastor?
Is there a Junior High Bible Study Class (Sunday School)?
Is there a Senior High Bible Study Class (Sunday School)?
Does the church hold off-campus Bible Studies?
How often do Youth fellowships occur?
When do they most often meet — day(s) and time(s)?
List current youth events:
Minister’s Interview with the Search Committee Baptist General Convention of Texas 8
Single Adult Ministries:
Is there currently an active Single’s Ministry?
Is there a Single Adult Bible Study Class (Sunday School)?
Do single adults have off-campus Bible Study?
List current single’s events:
Preschool / Children’s Ministries:
For what church-sponsored events and meetings are you presently providing a nursery?
How many Preschool and Children Bible Study Classes (Sunday School) do you currently
have?
Do you provide extended care during worship times? What ages?
Is there a children’s church service?
Do you provide a children’s sermon (special time) during worship times? When and how
often?
Does the church provide Vacation Bible School? What month of the year and how many
days?
Is there a Day Care or Mother’s Day Out program?
Are children’s events or programs regularly scheduled?
H. Contact the state convention or association office for church statistics.
Churches affiliated with the Baptist General Convention of Texas are asked each year to
complete an annual church profile of basic church organizational statistics and
bookkeeping information which is kept on file for reflections upon the past (and situations
like this). A 10-year church profile can be mailed or faxed to you by contacting the
Research & Development Office at 214-828-5139. Or you may call the BGCT’s Service
Center at 1-888-244-9400. Remember, however, that conventions will only have profile
information on churches affiliated with them and which turned in their annual reports.
This information can be studied to determine the numerical growth of the church and
their stewardship patterns over the past 10 years, including local and foreign missions.
Questions about spiritual growth can be asked at the interview.
Another good source of information on churches is the Baptist association where the
church is located. A call to the Director of Missions will help you understand the
participation of the church in association, regional and state denominational work and
training. Often times, the DOM can give you a brief history of the church, including
pastors and staff. You will want to know the general attitude of the congregation toward
local cooperation among churches.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 9
I. Research to get a cost-of-living comparison.
Before you talk compensation with the Search Committee, it would be helpful to have a
cost-of-living comparison between the city where you currently live and the city where
the church is located. Use the Internet to view the city’s Chamber of Commerce website
to give you some basic information about the quality of life, including cost of living,
demographics, schools, medical facilities, recreation and area attractions, climate and
other helpful information. Compare this knowledge to the information from the city where
you currently live to get a dollar-for-dollar comparison. Use good common sense when
negotiating your compensation.
You may also wish to contact a realtor in the city where the church is located and ask
about the cost per-square-foot on housing in areas near the church and the average
range of rental property for the size of home or apartment you need. They will often help
you estimate a house payment and utilities if you can give them the needed information.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 10
III. During the First Interview
These guidelines may seem a little rigid or extreme for a church environment. However,
remember that “image is everything”, and first impressions can never be undone!
A. “Image is Everything”
According to some professionals, 55% of another person’s perception of you is based on
how you look. Here is some “Dress for Success” information that will help you look your
best without necessarily spending a lot of money. These suggestions are considered
the basics for both men and women:
1. Dress your best for all your interviews, regardless of the dress code of the church.
2. Wear a solid color conservative suit with a coordinated shirt or blouse.
3. Wear moderate shoes.
4. Make sure your hair is well groomed and neat.
5. Don’t overdo the perfume, makeup, or aftershave.
6. Limit your jewelry.
7. Make sure to try on your outfit BEFORE the day of the interview.
8. Bring a portfolio, or briefcase, pad and pen.
9. Empty pockets – no bulges or tinkling coins.
10. No gum or candy.
Tips:
􀂃 Your clothes are your image. Check the mirror and see what others see.
􀂃 It is better to be overdressed than underdressed.
􀂃 If it’s too tight or too loose – don’t wear it!
If you are still not sure how to dress for the interview, call them and ask! Call the
chairperson of the search committee and say:
“I am looking forward to our time together. What do you think would be appropriate
dress for the time and place we are having this interview?”
While many work environments have shifted to business casual as the work standard,
business suits are still the interview standard. When in doubt, it is almost always better
to err on the side of conservatism. One final note on interview dress: while it goes
without saying that your interview clothes should be neat and clean, very few
interviewees give the same time and attention to their shoes. Some people believe that
those who pay attention to details like their shoes are also likely to be diligent in their
work life. Make sure your shoes are conservative, clean, and polished.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 11
The Most Important Interview Nonverbals
Many interviews fail because of lack of proper communication. But communication is
more than just what you say. Often it is the nonverbal communication that we are least
aware of that speaks the loudest. Following are the top five nonverbals, ranked in order
of importance, when it comes to interviewing:
• Eye Contact – Unequaled in importance! If you look away while listening, it shows lack
of interest and a short attention span. If you fail to maintain eye contact while speaking,
at a minimum it shows lack of confidence in what you are saying and at worst may send
the subtle message that you are lying. Do not just assume you have good eye contact.
Ask. Watch. Then practice. Ask others if you ever lack proper eye contact. If they
respond that they did notice, ask if it was during speaking or listening. Some people
maintain excellent eye contact while listening, but lose eye contact when speaking. Or
vice versa. Next, watch yourself on videotape. It does not necessarily have to be your
mock interview; in fact, if you were videotaped informally (that is, you were not
aware you were being taped), this will provide even stronger evidence. Then sit down
with a friend and practice until you are comfortable maintaining sincere, continuous eye
contact. If you have difficulty maintaining eye contact, try this simple technique to lock in
a strong first impression. Concentrate on noticing (and remembering) the color of the
person’s eyes as you shake hands. In doing so, you will not only show excellent initial
eye contact, you will also create interest in your eyes, which will be clear and focused.
• Facial Expressions – It is amazing how many ministers are totally unaware of the
sullen, confused, or even mildly hysterical expression on their faces during the entire
course of an interview! Take a good, long, hard look at yourself in the mirror. Look at
yourself as others would. Then modify your facial expressions – first eliminate any
negative overall characteristics that might exist, then add a simple feature that nearly
every interviewee forgets to include – a smile! Not a silly grin, but a true and genuine
smile that says you are a happy person and delighted to be interviewing today. You do
not need to keep the smile plastered on for the full interview, but remember to keep
coming back to it. Think about it – who would you rather spend thirty minutes with?
• Posture – Posture sends out a signal of your confidence and power potential. Stand
tall, walk tall, and most of all, sit tall. Height is not what’s important, posture is. When
standing, stand up straight. When you are seated, make sure you sit at the front edge of
the chair, leaning slightly forward, moving within an overall range of no more than 10
degrees back or 20 degrees forward, intent on the subject at hand.
• Gestures – Contrary to popular belief, gestures should be very limited during the
interview. So don’t use artificial gestures to try to heighten the importance of what you
are saying. It will merely come off as theatrical. When you do use gestures, make sure
they are natural and meaningful.
• Space – Recognize the boundaries of your personal space and that of others. If you are
typical of most Americans, it ranges between 30 and 36 inches. Be prepared, however,
not to back up or move away from someone who has a personal space that is smaller
than your own. Hang in there, take a deep breath, and stand your ground. For most of
Minister’s Interview with the Search Committee Baptist General Convention of Texas 12
us, merely the awareness of our personal space is enough to prompt us to stand firm
when speaking with someone. If you have a smaller than average personal space, make
sure you keep your distance so that you do not intimidate someone who possesses a
larger personal space.
Body Language
Everyone uses body language during the interview (whether they realize it or not), but
very few think about it in advance and modify their body language to produce the most
positive effect. Body language is merely the smaller, less prominent nonverbal cues that
we give others while communicating. Following are some typical interpretations of body
language cues:
􀂃 Openness and Warmth: open-lipped smiling, open hands with palms visible,
unbuttoning coat upon being seated.
􀂃 Confidence: leaning forward in chair, chin up, putting tips of fingers of one hand
against the tips of fingers of other hand in “praying” or “steepling” position, hands
joined behind back when standing.
􀂃 Nervousness: whistling, pinching skin, fidgeting, jiggling pocket contents,
running tongue along front of teeth, clearing throat, hands touching the face or
covering part of the face, pulling at skin or ear, running fingers through hair,
wringing hands, biting on pens or other objects, twiddling thumbs, biting
fingernails (action itself or evidence of), tongue clicking.
􀂃 Untrustworthy/Defensive: frowning, squinting eyes, tight-lipped grin, arms
crossed in front of chest, pulling away, chin down, touching nose or face, darting
eyes, looking down when speaking, clenched hands, gestures with fist, pointing
with fingers, chopping one had into the open palm of the other, rubbing back of
neck, clasping hands behind head while leaning back in the chair.
As you can see, there are far more negatives than positives – possibly more than we are
consciously aware of. This list is given not so that you can artificially adopt the positive
body language techniques, but more to help you recognize and avoid the negatives. If
you have a habit of doing any of the above negatives, remove that action from your
pattern of behavior before it sends the wrong signal. Concentrate on it now so you will
not have to think about it during the interview.
And keep in mind the opposite side of the desk. As you talk with an interviewer, be
aware of (although not preoccupied with) their body language and nonverbal cues. Do
not try to read in more than is actually being communicated, but try to develop a sense
of the interviewer’s perception of you. The most obvious example is the smile connection
– when your smile brings about a smile from the interviewer. Do your best to stay
connected with your interviewer – both verbally and nonverbally.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 13
Nonverbal Technique
Don’t just give lip-service to the concepts listed previously–practice them! How? With a
Nonverbal Interview. Unlike the mock interview, this one does not require a great
amount of preparation – just an observant friend. Ask the friend to ask questions, but
instead of focusing on your answers, ask him to make note of your nonverbals and body
language and the messages being sent. Or play back your mock interview with the
sound off. The results might surprise you.
Being Sincerely Honest
If you have a tendency to use phrases such as, “To be honest with you,” “Just between
you and me,” “Well, I’ll be completely honest about this,” or other such qualifiers,
eliminate them from your vocabulary. Think about it. A person who uses such a qualifier
is implying by its usage that they typically are not being honest. If you are being honest
all the time (which you should be), there is no need to use this kind of qualifier.
Interview Psych Technique
The night before the interview, spend some time with a friend or family member, telling
them why you would be the best for the position. The purpose is to put you in the right
frame of mind for the interview, so that you truly believe you are the best possible
candidate for the job. Why is this so vitally important? See the next item.
Whom Would You Believe?
Before you can possibly convince me as the interviewer that you are right for the job,
you have to believe it yourself. It’s amazing how many candidates seem tentative and
reluctant to express confidence in their own abilities. Remember, you are all alone once
the interview starts. No one will sell you if you don’t sell yourself. How can I believe in
you if you don’t believe in you? I am not here to sell you on our church until after you sell
me. Once you have sold me on you, I will sell you on the position and the church, but not
until then. So don’t expect the interviewer to tell you why you are right for the job. That is
your job.
Personal Connection
No matter how good you look on paper, no matter how well you present yourself, no
matter how well you answer their questions, you will probably not get the job unless you
make a personal connection with the search committee. I need to know from the very
start that you are someone I can trust to represent me and my church. How do you
establish that trust? Simple. At the very beginning of the interview, when the
introductions are being made, concentrate on looking directly and solidly into each
committee member’s eyes, giving them your sweetest and most endearing smile. I tend
to think of it as a “shy smile,” or, if we can venture into the bounds of cuteness, a “cute
smile.” The bottom line is to make it a warm and friendly smile. Then think about the fact
Minister’s Interview with the Search Committee Baptist General Convention of Texas 14
that you are truly pleased to be there in the presence of this person. Establish that
personal connection both physically and mentally with the search committee.
How do you know when the connection is made? When they return your smile in a
comfortable, relaxed manner, you are connected and ready to communicate on a
personal level. Remember, committees only choose people with whom they are
comfortable. If the connection is not made, you won’t be chosen. So take the time to
establish that personal connection.
Adapted and made applicable for a church search committee interview environment from the Internet website:
http://www.collegegrad.com/jobsearch.
B. Ask about the church’s history.
How was this church started?
What was the basic purpose for its beginning?
Here is where you can ask questions from the 10-year church profile:
• Why is membership – plateaued, declining or growing?
• What plans do they have to remedy this, or keep it going?
• Why were there drastic changes in the profile? Church splits, divisions, new pastor, revival, or
what?
Are there any legal matters pending or about to be pending against the church?
C. Ask about the vision and goals of the church.
Does the church have a viable church mission statement?
Who developed it? Pastor, staff, committee, or the church at large?
Is it really the standard by which everything in the church is measured?
Are there plans for future growth and ministry?
Is there a written plan? 5-year, 10-year?
Are there specific written goals for this year? Or next?
What changes need to be made next year to accomplish your goals? 5 years? 10 years?
Are there specific building plans for the near future? Any drawings or plans?
D. Ask about current issues.
What is the church’s traditional stand on social issues such as divorce and remarriage?
How does the church handle disputes or conflicts, and is there a specific written policy?
Is the church in conflict at this time?
What is the community’s image of the church?
How many attend Sunday morning worship? What was your highest attendance?
How many non-members are active attenders in worship?
What specific groups of people is the church trying to reach at this time?
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Is there an active Evangelism Committee or team?
How are people coming to Christ?
What evangelistic tool works best in this church?
What new ministries has the church initiated in the last three years?
What kind of music is used during the worship services? (traditional, choruses, hymns)
How would you describe your worship service? (formal, informal, liturgical, free, orderly)
What instruments are used during worship? (organ, piano, guitar, drums, choir, etc.)
How flexible do you feel the church is to change in the worship style today?
Is there currently a Bible Study (Sunday School) teacher training program?
Are there currently qualified adult Bible study teachers in classes today?
Do you have trouble finding qualified teachers?
How many adults attend Bible Study?
Are the youth involved in the life of the church?
How many children attend Bible Study (0 – 12 grade)?
E. Ask about congregational sermon expectations and preferences.
What kind of preaching/teaching does the church prefer?
• Animated
• Creative
• Discipleship
• Expositional
• Grace-filled
• Humorous
• Intellectual
• Monologue
• Practical
• Sermon series
• Storytelling
• Textual topical
• Topical
• Controversial
• Deeper life
• Evangelistic
• Family
• How to …
• Illustrated (PowerPoint)
• Logical points
• Outline in Bulletin
• Serious
• Social issues
• Straight exposition
• Theological
• Witty
What would the church say are the most important pastoral/ministerial strengths?
• Administration
• Associational leader
• Be a friend
• Committee work
• Conflict resolution
• Counseling
• Discipling
• Hospital visits
• Planning & Vision
• Teaching
• Visit members
• Altar calls
• Church leadership
• Community leader
• Continuing education
• Denominational leader
• Evangelism
• Study of the Word
• Training
• Visit new attenders
Minister’s Interview with the Search Committee Baptist General Convention of Texas 16
F. Ask about congregational pastoral/ministerial expectations.
Who were the last three pastors/ministers of (position)?
What was the previous pastor’s/minister of (position)’s length of stay?
What conditions caused this pastor/minister of (position) to depart?
What were the previous pastor’s/minister of (position)’s strengths?
What were the previous pastor’s/minister of (position)’s weaknesses?
How do you expect a new pastor/minister of (position) to be different?
How do you expect a new pastor/minister of (position) to be similar?
Is there a written job description? Do changes need to be made in it?
Describe the role of the pastor/minister of (position) within this church.
How is the pastor/minister of (position) accountable to the church? How is this person
evaluated?
How would you prioritize the pastor’s/minister of (position)’s activities?
Hours expected weekly? Days off?
Counseling load?
Outside speaking ministries permitted?
Is time absent for continuing education permitted?
What is the worship service schedule? AM? PM?
Are sermons taped? Aired? Televised?
Is there a tape library?
What are the expectations of the pastor’s/minister of (position)’s spouse?
What are the expectations of the pastor’s/minister of (position)’s children?
Adapted from the Illinois Baptist State Convention publication, “Minister’s Guide to the Search Committee Interview”,
http://www.ibsa.org/churchmob/ministersguide.pdf and made applicable for Texas Baptist churches and ministers.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 17
IV. At the Final Interview
A. Ask about salary and benefits.
Here is where it can get uncomfortable. Talking about money is not easy for some ministers.
However, it is your responsibility to provide for your family. For a healthy relationship between
the pastor and congregation, there needs to be a high degree of trust on both sides. Negotiations
should be fair and considerate of both budgets. Make sure you discuss all of the issues below
openly and honestly. And before you go in “view of a call” or for a church vote, it is very important
that you get all financial arrangements, including moving expenses, in writing.
Not all churches provide all of these benefits, but ask about them. Some churches may not have
thought about some of them. And they might be added later as incentives to keep a good pastor
or staff member. The most important thing is to be clear, with no misunderstandings. You never
want to come back later and try to renegotiate a misunderstanding about money after you have
accepted the position. Get it in writing up front!
Compensation:
Salary $ _____________________ (to be paid____________[how often], beginning___________)
Housing $ _____________________
Utility Allowance. $ _____________________
Protection benefits:
Health Insurance $ _____________________ ( __ Pastor only, __ Pastor and family)
Life Insurance $ _____________________
Liability Insurance $ _____________________ (counseling, etc.)
Retirement $ _____________________
Disability $ _____________________
Soc. Sec. $ _____________________
Ministry-related expenses:
Travel $ _____________________ (mileage reimbursement recommended)
Hospitality $ _____________________
Books/Publications $ _____________________
Professional Dues $ _____________________
Conventions* & Conf. $ _____________________
Continuing Education $ _____________________
Other considerations:
Christmas Bonus $ _____________________
Insurance on parsonage $ _____________________ (content insurance)
Insurance on pastors library, computer etc. $ __________________
Moving, relocation expenses $ _________________ (transporting furniture, utility deposits and
auto licenses from out of state)
*Conventions and Conferences—-mark as many as apply:
__ Expenses for conventions and conferences attended by Pastor
__ Includes Pastor’s wife when she attends with him
__ To be used at Pastor’s discretion
__ Pastor to give account for reimbursement (recommended)
Balance at the end of year belongs to: __Pastor __Church
Holidays:
Vacation allowance:
(Some churches want a new minister to start over with only one week’s vacation, and earn more in future
years. However, most churches allow previous experience to count when calculating vacation time.):
Minister’s Interview with the Search Committee Baptist General Convention of Texas 18
B. Ask about staff housing policies.
Does the church allow the minister a housing allowance?
Is the minister required to live in the immediate neighborhood of the church?
Is there a church parsonage? Where is it located?
Is it comparable to the housing of the average church member?
What is included in the parsonage, and what is its condition?
Condition
Item/Room Yes No Excel. Good Fair Poor
Refrigerator
Stove
Washer & Dryer
Air-conditioning
Dishwasher
Garbage Disposal
Fireplace
Basement
Attic
Carpet
Master Bedroom
2nd Bedroom
3rd Bedroom
4th Bedroom
Dining room
Master Bath
2nd Bath
3rd Bath
Den
Closets
Storage Space
Recreation room
Garage: _Connected _ Not connected
Yard
Who is required to pay for maintenance on the parsonage?
How are emergency repairs handled on the parsonage? Define emergency.
What is the approval process for emergency repair work and preventative maintenance ?
Minister’s Interview with the Search Committee Baptist General Convention of Texas 19
C. Ask about office accommodations and work environment.
Where is the pastor’s/minister of (position)’s office in the church?
Does the pastor/minister of (position) have a private ministry assistant? Full time? Part time?
Where do other staff members office?
What other office assistants are employed? Financial secretary?
Is there an allowance of time to do church work at home?
What is the policy of the church regarding the purchase of office supplies, equipment and
furniture?
What are the office hours for the church?
What is the church policy about breaks and lunch time? How long?
Minister’s Interview with the Search Committee Baptist General Convention of Texas 20
VI. Small Group Interviews and “A Unanimous Vote?”
A positive unanimous vote from a local church when going “in view of a call” is a very positive
beginning for ministry. Meeting with as many small groups as possible on the weekend of a
Sunday vote can increase the probability of that happening. Asking questions of everyone in a
small group setting gives you the best picture possible of the church. In turn, they get a chance to
hear your personal philosophy of ministry and the practical application that you bring to their
congregation. It is difficult for a congregation to base their vote on personal appearance, one
sermon preached, a testimony given, the recommendation of a committee or a combination of
any of these. It just makes sense to spend some time with the people and exchange ideas,
dreams and visions for the future.
Questions are your friend! If you get the chance to meet with several small groups, try to avoid
making several of direct statements. Instead, learn to ask questions that reveal who you are,
while stimulating their thinking and learning about their personality and make up. For example, if
you make direct statements about dealing with a difficult deacon body at your last church, you will
be looked upon as one having trouble working with deacons – regardless of whose fault it was.
On the other hand, a good question to ask would be, “How well did the last pastor/minister work
with the deacons to minister to the church body and advise each other on important matters?”
Remember, people like to talk about themselves and their church. So let them talk while you
learn. You will get many more “brownie points” by asking good questions than by dominating the
question-and-answer time by telling them about your ministry. At the meetings, briefly share your
salvation experience (no more than 5 – 10 minutes) and introduce your spouse and any children
still living at home. Then, with a file folder of questions, begin a dialogue with each group. It is
best to write your questions prior to the meeting and prioritize them because there is never
enough time to ask them all. Be sure to leave time for them to ask questions of you, also.
The following schedule is a suggested one for a prospective pastor. Other minister positions
could consider a modified, ministry-specific meeting schedule.
Each group meeting should usually last only one hour with at least a 30-minute break or longer
between them. The exception would be with the staff or deacon body where you suspect conflict
or unresolved issues. You don’t want to rush between groups or have them standing around in
the hall waiting for their meeting. This should be a relaxed question-and-answer time. Ask that
there be childcare provided as needed for your family or and for church members.
Here is a sample schedule of the groups with whom it might be good to meet (in order of
importance and based on a Sunday evening vote):
• Staff members – Thursday night with a 6:30 pm catered meal together at the church followed
by about an hour or so of undisturbed time in a relaxed atmosphere (be flexible).
• Office support staff – Friday morning around 11 am followed by a lunch together (eat out).
• Deacon body – Friday night with a 6:30 pm pot luck meal together at the church followed by
about an hour or so of undisturbed time in a relaxed atmosphere (be flexible).
• Sr. Adult group – Saturday morning from 9 –10 am.
• Bible study leadership – Saturday afternoon from 2 – 3 pm.
• Adult Choir – Saturday afternoon from 4 – 5 pm.
• Youth group as a whole – Saturday night with a 6:30 pm pizza supper together at the church
followed by Q&A time from 7 – 8 pm.
• All other members not included in one of the above – Sunday afternoon from 3 –4 pm.
This schedule will be a grueling one, but it will allow you and your spouse time to rest between
meetings and not go too late at night. You will need your rest to stay sharp and thinking clearly
because you will feel that you have been thoroughly interrogated. However, by the time these
meetings are over, you and they should have an idea of God’s will for you and your ministry.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 21
At this point you should sense a genuine love and care for this congregation. If not, be honest
enough to say it is not God’s will for you to be their minister (they will probably be thinking it, if not
saying so). Don’t compound the mistake by being disobedient to God’s will for your life and cause
them to stumble as well. However, if and your family sense God’s call to be their minister, spend
some time in prayer to confirm it and enjoy your time together.
Minister’s Interview with the Search Committee Baptist General Convention of Texas 22