As the Presbytery Leader for Maumee Valley Presbytery (NW Ohio and SE Mich region, similar to a diocese), I am asked daily to help churches find their next pastor. If your pastor has retired or taken another position and you have a vacant pulpit, the first thing I am going to tell you is to talk to your General Presbyter/Executive Minister/Regional Pastor, because every jurisdiction may have their own rules, and it may not be how we Presbyterians do it in this corner of the Church. But the second thing I am going to do is take you on a journey backward and then forward in time.

There are three primary ways Presbyterian Church (USA) congregations have historically found a new pastor:

1. The PNC actively seeks out their next pastor.

Historically speaking, this has been the most popular method of finding a pastor.  In the 1800s and early 1900s this was the primary (or possibly only) way.  It involves a very active Pastor Nominating Committee (PNC) that talks to neighboring pastors, friends, relatives, and denominational leaders for potential candidates, and literally pursues their next pastor.  These committee members would be talking to other pastors in the presbytery and either asking them if they have any minister friends who they know are looking, or pursuing that neighboring pastor.

In many 21^st Century Korean American churches this often remains as the primary way to find a pastor, as the PNC gathers together to pray and discern who God might be calling to be their next pastor.  They then pursue who they sense God is calling their way, actively reaching out and encouraging a candidate to consider them as their next parish.  I have worked with two different Korean Churches in their search for a pastor, and I have been blown away by the dedication and prayerful discernment they take, with PNC members often gathering daily with each other and with me, praying together, asking for God to reveal who to talk to next. In one instance, they found their next pastor in 32 days, and that was without even writing a MIF (Ministry Information Form/like a church resume/elaborate Job Posting). When I reported this to the Committee on Ministry, they were skeptical, thinking they had circumvented the rules, but as I told their story were equally blown away by the deep discernment and leading of the Spirit I had witnessed.

Not surprisingly this method of search often involves recruiting, cajoling, or even rushing candidates.  It means “putting your best foot forward” advertising or even selling yourselves.

2. The Candidate actively seeks out their next church. 

Here a minister candidate hears about (or otherwise becomes aware of) a vacant pulpit and seeks out a PNC.  Today we call it a self-referral – “applying for the job”.  Perhaps a colleague knows of a neighboring church looking for a new pastor, senses the Spirit of God calling someone they know, and encourages that person to apply.  Perhaps it is through an advertisement they come to know of a church, or having moved to a new jurisdiction and talking with the presbytery leader are encouraged to reach out to a church.  As technological innovations and communication increased, so did the popularity of this method, probably beginning in the late 19^th century, and increasing throughout the 20^th century.  In the 1950s-1990s this was a particularly effective method for affluent churches who had the ability to buy prominent ads, offer large financial packages, and “lure” ministers to come to them. 

3. The CLC Matching System (Church Leadership Connection)

In this “online dating service” a computer matches up competencies of candidates with desires of churches.  Similar to an online bulletin board system, where candidates “shop” for churches and churches “shop” for a minister, it is important to note this is a fairly new method of finding a pastor, only available since 1986 in the PCUSA, and with limited success.  It has, unfortunately, become the primary and only way many PNCs engage in searches in the 21^st Century.   On a positive note, it has allowed for technology to open doors of communication allowing for candidates to move throughout the country more easily, now seeing a posting for a church they would not have otherwise considered. 

As you reflect on those 3 ways of Searching, it is important to note the changing landscape of the Church in North America. We have a clergy shortage, with more pastors retiring than coming into ministry. In real estate terms, we have gone from a sellers market to a buyers market, and you are trying to “sell” your church to candidates! There are also many churches that have declined in membership or giving and are teetering on whether they can afford a minister. Creative partnerships with other PCUSA churches are more of a norm than an exception now, and reaching across denominational lines is important too, especially with UCC and ELCA churches plentiful in our corner of the world, and with which we are in full partnership (this is another reason why talking to your General Presbyter is going to be Step 1 in your search).

Where am I going with all this?

With so much technological at our fingertips, it is high-time for churches to rediscover Option #1 and more actively seek out candidates, coupled with deep listening to God.  This often requires creativity, openness, flexibility, and (for small churches especially) being open to shared leadership, partnering with other churches, reaching across denominational boundaries for potential leaders, reaching across cultural boundaries, considering lay leadership (CREs in our presbytery), and other options.  With the serious pastoral shortage we face, while seminaries have historically been a primary source for new pastors, ironically that is not necessarily the place you will find your next leader. 

As you get active in your search, it also means praying together, being patient, deliberate, and in the case of shared leadership leaving room for the Spirit to shape and grow relationships as partnerships evolve. PNCs often do not want to hear this, because they want their new pastor yesterday. But when you get creative and discerning, sometimes your next pastor is closer than you think (Example: If we were able to sell the idea of worship on Sunday evening instead of 10am, would that dynamic and wonderful 1/2 time pastor down the road be willing to be our pastor?)

I also must stress how important confidentiality is in this process. This is especially true as you get creative like I have talked about above, as most of your potential next pastors may not even be looking. Proceed with caution and get training from your Committee on Ministry on how best to engage.

But once you understand that balance of confidentiality, but also aggressively seeking out your next pastor, it is easy to flip from “playing defense to playing offense” and seeking out that pastor who may not even be looking for their next call. Don’t simply post on the CLC or on social media and sit back and expect candidates to appear. Go on offense!

Finally, I believe we need to rethink how we Presbyterians think of the term “call”. We talk about being “called to ministry” but when it comes to a pastoral search sometimes we treat it like a marriage – a match made in heaven. Our Methodist brothers and sisters with their appointment system don’t think of “call” that narrowly. Perhaps we are called to ministry in this corner of the world, or simply “called to ministry in this time and this place”, and the “match in heaven” we are looking for is our fantasy. Who is God calling to be your pastor for this next season of the church’s life?

And so, talk to your presbytery leader about potential candidates or new configurations, be patient and open, and most importantly pray to God, that He may reveal new pathways and possibilities. 

– Matt