by Gary Becker
(Executive Director of BBM)
The search for a pastor has become increasingly more difficult. Churches seeking pastors are finding even denominations and associations struggle finding candidates to offer churches.
A recent article in Church Answers was entitled, “The Coming Massive Wave of Retiring Pastors and Church Staff.” The article revealed how the age of a large number pastors is nearing retirement age. Some are staying on because of financial needs but others are to retiring because health or simply want to step back. Some stay because the church cannot find pastoral candidates. The result is, particularly in smaller churches, that churches are struggling without a pastor or with pastors who are just marking time.
Another issue is that our Bible Colleges and seminaries are not producing potential pastors. Many Bible colleges have moved more toward the liberal arts approach. Some of this is do the fact that students realize they can’t afford to become pastors with the cost of living and education. Finding a pastor is not as simple as it was in other decades.
First, let me suggest that churches need to realize with a limit of potential candidates they may need to seek help from resources beyond what has been done in the past. I have had churches contacting me seeking to find pastoral candidates. They had contacted the denomination but were still not finding potential candidates. They contacted colleges and seminaries but found very limited response.
Secondly, a lesson we can be learned from the business world. The business world has learned the value of using a “Head Hunter” to find the right candidates. These “head hunters” are often more effective because they look outside the normal realm of contacts. One of the things people often are unaware of is “head hunters” don’t simply throw names out but research the individuals and the businesses before making referrals. Churches can learn from the business world. Building a pastoral profile based on the church’s profile can be a very effective tool in not only finding a pastor but finding a pastor that can provide the leadership and ministry the church needs for effective ministry.
Third, churches need to be ready to consider all options for not only finding a pastor but be ready to realize pastoral transition will very likely result in changes in ministry style. Some changes will be small but other may present a greater challenge. Thus, churches need to be open to finding resources beyond the sources hat have commonly used in the past. While denominations and ministry colleges may be very helpful often they are not going to be able to build a church and/or pastor profile.
These challenges are greater for smaller churches. Smaller churches may need to consider the option of co-vocational pastor. It may be because the church is not able provide an adequate salary package. Or, may simply be a model that allows the pastor to develop stronger connections in the community. Sometimes this actually allows the church to develop a multi staff team to expand the ministry.
I wish there were some quick fixes or easy solutions. However, there are not. Some advice is to be prepared to seek help and be ready to consider options outside the box.
[Biblically Balanced Ministries has been helping churches for over 25 years to discover a clear church profile both working with pastors and helping churches in pastoral transition.]