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HOW TO CALL A PASTOR
by Glenn O’Neal, Ph.D.
E v e r y c o n g r e g a t io n a l l y - g o v e r n e d church will at some time face the prospect of calling a pastor. Many of these churches will have little instruction in acceptable practices for undertaking this important task. Because of clumsy procedures congregations have been without a pastor for many months with resultant harm to the church. Others have employed unwise methods which have caused serious division over the choice of a leader. In consultation with leaders of sev eral denominations the writer submits the following suggestions which he trusts will be a help to churches which are facing this responsibility, or are outlining the procedure for calling a pastor in the church con stitution. The first step that should be taken by a church is to delegate the responsibility of searching for candi dates for the pastorate to a smaller group within the church. This may be a special committee selected for the purpose, or a group that is already constituted within the church, such as the deacons. Whatever the group, care should be taken that it represents the entire church including all ages and interests. The duties of this committee are several. They must, first of all, agree on the standards for judging prospects. Included in this are his spiritual and doctrinal quali fications, education, experience, age, present location, and family. The committee must recognize that its standards must be both realistic and flexible. It seems that every church wants a highly educated young man with many years of experience. Also he must have a small, well behaved family so they will be worthy occupants of the humble parsonage. The committee should be careful that ironclad rules do not keep them from the man of God’s choosing. The age qualification should be especially flexible. Usually the young man is supposed to appeal to young people. However there are many older men who have more of
a heart for young people and do a better job of leading them than certain young men. Another example of the need for flexibility is in the area of education. Some men lack formal education but demonstrate much more knowledge and wisdom than those who have. It is well to set high standards, but it is also necessary to be practical. Recently a church was without a pastor for many months because their standards were so rigid that those who qualified were few and among that elite group none would accept. The next step on the part of the committee is to search out candidates for the pastorate. This can be accomplished through consulting with area pastors and denominational leaders whose opinion is respected. Some denominations have a source for a list of men who are seeking pastorates. Consulting seminaries of similar doctrinal position for graduating students looking to the pastorate is another source of candidates. Some have followed the practice of writing letters in search of prospects. This is acceptable if certain cautions are observed. If more than one contact letter is sent at a time, each recipient should know that others have received a similar letter. Also a large number should not be sent out at one time. Even if a man might be interested, he is not likely to allow his name to be considered if he feels he is being honored along with twenty others! It is considered ethical to contact one who is already pasturing a church or serving in another capacity. There are many reasons that a man might be interested in another opportunity. However churches should use care in disturbing a man who has just begun in a pastorate. A tempting offer might cause him to leave at an in opportune time and result in great harm to a less attractive work. After several prospects have been determined, the process of screening the candidates begins. It should
THE KING'S BUSINESS
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