A pastoral interview isn’t just about filling a vacancy — it’s about discerning a calling. Whether you’re a search committee trying to find the right shepherd or a candidate exploring a new ministry role, knowing what to expect in the process can reduce anxiety, improve communication, and build trust on both sides.
While no two churches handle interviews the same way, most successful pastoral searches follow a set of intentional steps. Here’s a roadmap for both candidates and committees.
At the Beginning: Before the First Conversation
For Churches:
- Review every resume carefully — not just qualifications, but doctrinal alignment and communication style.
- Pray together as a team before contacting anyone.
- Establish interview goals — Are you learning about the candidate’s theology? Leadership? Fit?
For Candidates:
- Do your research. Visit the church’s website and social media.
- Prepare your philosophy of ministry, résumé, and recent sermon recordings.
- Reach out to anyone you already know who may know more about the church.
- Pray for clarity and for the church’s discernment — even if the answer is “not this one.”
Phase 1: Initial Phone or Zoom Interview
Usually a short conversation (30–60 minutes) to assess basic alignment.
Topics may include:
- Testimony and call to ministry
- Why you’re interested in this specific church
- Overview of current role and ministry experience
- High-level theology and leadership approach
- Availability and family context
Tip for Committees: Keep this conversational, not confrontational. You’re building rapport and gauging fit.
Tip for Candidates: Ask questions, too. You’re discerning just as much as they are.
Phase 2: In-Depth Interview with the Search Committee
This can happen via Zoom or in person and usually takes 1–2 hours.
Common topics:
- Theological questions (e.g., views on Scripture, salvation, baptism, gender roles)
- Philosophy of preaching, discipleship, and leadership
- Handling conflict and shepherding through crises
- Marriage/family dynamics and ministry rhythms
- Long-term vision and expectations for the role
For Committees: Provide questions ahead of time when possible.
For Candidates: Answer clearly, honestly, humbly, and authentically — not just with what you think they want to hear.
Phase 3: Final Conversations and Specifics
Before extending a call, the church should:
- Check references
- Discuss compensation and benefits
- Clarify start dates and relocation logistics
- Do a background check
Candidates may also want to:
- Have a final conversation with family
- Ask for clarity around job description, reporting structure, or budget authority
- Talk with the staff at the prospective church
Phase 4: On-Site Visit or “In View Of A Call Weekend”
This is a critical moment for both sides. Expect:
- Preaching on Sunday
- Meals with staff, elders, or leadership
- Q&A with the church body or key ministries
- Tour of facilities, parsonage (if applicable), and local area
Pro Tip: Churches, create space for informal time. Candidates often discern more through casual interaction than formal questions.
What Success Looks Like
A successful pastoral interview process isn’t about perfection — it’s about clarity, prayer, and unity.
For Churches:
- Be transparent about your expectations, challenges, and culture.
- Communicate regularly. Don’t ghost candidates.
- Ask yourself: Are we excited about this candidate, or just filling a position?
For Candidates:
- Be prayerful, honest, and willing to wait.
- Don’t overlook red flags.
- Ask yourself: Do I feel called to serve these people in this place?
Final Thoughts
When handled with prayer and integrity, the pastoral interview process can be a sacred journey — not just a hiring task. It’s a space where God leads churches and leaders together for His glory and the good of the flock.
Need help finding your next candidate or your next calling?
Explore current ministry opportunities at jobs.sbc.net.