Pastoral Search in Four Phases

(PS/4)

1.

Why should a church use an outside consultant?

In most churches, pastoral searches occur so infrequently that little accumulated expertise survives from one search to the next. Thus partnering with someone who understands and uses the search process is a real advantage. Consultants know how to organize the search, keep it on schedule, utilize “best practices” to avoid common mistakes that impede the process, manage the flow of information that can overwhelm the average search committee, reduce the work load and increase the efficiency of committee volunteers. Consultants also are better at “direct recruiting.” Every applicant is looking for another call; but often the best candidates do not apply because they are happy where they are and are not thinking about a move. But they may be ideal for your situation. Good consultants know how to find such people and turn them into candidates.

2.

Do we need a search consultant’s help for the entire process?

Not necessarily. Churches differ in their circumstances, levels of expertise, and resources. After analyzing your current situation, use the following guidelines to help determine your need:

Pre-Search Workshop (Phase I): These churches want to learn about the basics of the pastoral search process and explore a new and effective model for finding a new pastor. In either a half-day or full-day workshop, church leaders receive an overview of the search process, learn about mistakes to avoid and what they need to do to before the search “goes public.” The workshop provides a thorough introduction to a step-by-step model to follow.

Launch the Search (Phases I-II): These churches want help getting started, setting goals, determining search criteria, producing appropriate documents for advertising and distribution, building the candidate pool, direct recruiting, and selecting a list of “preferred candidates.”

Evaluate Candidates (Phases I-III): These churches also want the consultant to assist them in selecting, referencing, and interviewing a short-list of “semi-finalists.”

Select and Call the Final Candidate (Phases I-IV): These churches want the consultant’s help throughout the entire search process, including selecting, interviewing, conducting independent referencing, arranging a background check, planning the church-visit, and negotiating the terms of call of the finalist.

3.

Who is really in charge of the search process?

In each phase, the search committee retains all decision-making authority. Dr. Weber neither selects candidates nor operates independently of the search committee. He advises, handles details, keeps the committee on track, and implements the search design to make the committee’s work easier and more efficient. If a denominational church operates under prescribed search guidelines, he works within those expectations as well.  

4.

How often does Dr. Weber meet with the search committee?

In addition to the Pre-Search Workshop, in Phase II he usually meets once to assist the church finalize criteria and goals, then by conference call at other times (reviewing and obtaining approval for the Announcement/Profile and advertising copy, finalizing launch plans, reporting on “direct recruiting” results, selecting “preferred candidates,” etc). In Phase III, he usually meets once—when the semi-finalists are selected. In phase IV he meets with the committee when the finalist is selected. To assist in reducing travel expenses, Dr. Weber is able to conduct some of these meetings via conference calls or telecommuting.

5.

How long should a search take?

The actual time-frame depends on a variety of factors, including the committee’s willingness to meet regularly and stay on track and the candidates’ readiness and responsiveness. In general, completing Phase II usually takes three months, Phase III one month, and Phase IV two months.

6.

What makes this process more effective?

Dr. Weber emphasizes getting very specific about  pastor criteria (and sticking to them), setting a deadline for receiving applications, keeping candidates interested by staying in touch, “direct recruiting” of those not now looking for a call, keeping on a tight schedule, and using a helpful on-line application system.  

7.

How is technology used in the search process?

Dr. Weber uses a state-of-the-art software package specifically designed to facilitate group decision-making. It allows candidates to upload all application materials on-line. Committee members have 24/7, password protected access to this material so they can rate candidates individually, then corporately. There is no better program on the market for helping committees reach consensus fairly and reducing their workload.  Without it, search committees tend to get overwhelmed by the flood of materials from scores of candidates. This indispensible tool helps committees keep organized, rank candidates quickly, and stay on track.

8.

How much does a search cost?

Dr. Weber’s fee is a fraction of what is charged in the executive search industry. The fee for a half-day Pre-Search Workshop (Phase I) is $250, for a full-day workshop the fee is $500. For Launch the Search (Phases I-II), the fee is 50% of one month of the new pastor’s total compensation (salary + benefits). For an Evaluate Candidates search (Phases I-III), the fee is 75% of one month’s compensation. For a full search (Phases I-IV), his fee is one month’s total compensation. There will be additional expenses for the soft-ware package, travel and out-of-town hospitality for the consultant and candidate(s), and a background check for the finalist. Ask Dr. Weber for more details.  

9.

When are the fees paid?

For the Pre-Search Workshop, the fee is due at delivery. For a Launch the Search consultation, one-half of the fee is due at the time of signing the contract and one half at its completion. For an Evaluate Candidates consultation, one-third is due at the signing of the contract, one-third in the second month, and the final third at the completion of the contract. For a complete search, one-third is due at signing, one-third in the third month, and the final third at the calling of the final candidate. Any additional expenses (e.g., software, travel, and background check) are billed as incurred.

10.

What happens if the process fails to produce a new pastor?

For a complete search, Dr. Weber will re-do the search for no fee (though other normal expenses will be charged back to the church).

PDF