Hiring A Staff Member to be Your Next Preacher - 6 Considerations and a Recommendation

Just because it didn’t work somewhere else doesn’t mean it won’t work there. BUT if there is a long history of something not working you better step lightly and aware as you proceed. One glaring area when it comes to hiring a new pulpit minister is letting someone who is in another role in the congregation to apply for the job. There may or may not be a reason to hire or not hire that guy BUT there is every reason to NOT treat him like any other candidate. 

Before we get started please know these are opinions and not every situation is the same. While not iron-clad these are worthy of at least consideration. 

Here are six considerations and a recommendation. But first a word to YOU if YOU are the staff minister who wants to be the new preacher. There will be plenty of people who love you and will encourage you to submit your name as a candidate. I know you will find this hard to believe, but some of them are just being nice to you because they love you. Before you allow you name to be put forward be aware that you may not get the job and if you do not it will be hard to move forward. It might be better to stay in the role you are in, if you love that role and if you love that congregation. Now, six considerations and a recommendation:

1 - Either he is or he is not your man: You know him. If he is the man, hire him. If he is not do not string him along. The longer you do, the more people in the church who will get their feelings hurt when he doesn’t get it. He will, without even meaning to garner support. If you don’t want to hire him, be clear: “We love you. We think you are a great ‘x’ and we really want you to stay here and continue to bless this Family, but you aren’t what we are looking for in a preacher.” 

2 - If he is a candidate communicate that to the church. If he is not a candidate communication that to the church. It’s hard to keep being an internal candidate a secret.

3 - If he interviews he loses because you don’t ask him questions that you ask others because you already asked those questions. You don’t ask him things about hopes and dreams and family because you already know those things about him and even if you did you will discount his answers because you know his weaknesses too. 

4 - There will be a danger to treat him like your ace in the hole backup guy. If no one else comes forward we still have him. That is unfair. 

5 - He will have higher visibility during the transition causing others to want him. UNLESS you make it clear what the intentions are. 

6 - Make an agreement with him that should he not get the job he will not undermine the new guy and he will not resign in anger. If he can’t handle that, cut him off before he causes more trouble in the future than he would now. 

My recommendation would be if an employee wants the role to deal with him first. Deal with him immediately before you take resumes, or suggestions, or start discussing others. If he is the guy you want to hire it keeps you from having to deal with all the other, if he is not it cuts back future drama.