Before You Hire
A Hiring Process for Pastors and Churches
Few moments shape the future of a church more than bringing a new leader onto the team. Whether you’re hiring a youth pastor, adding a worship leader, or calling a new associate to serve alongside you, the people you invite onto your ministry staff will help shape your church’s culture, impact its health, and influence its witness for years to come.
Because of this, I’ve learned that slow and steady is far better than fast and frantic. Yet in the excitement of filling a vacancy or advancing ministry, it’s easy to rush the process. We want to believe the best, extend grace, and assume good intentions—healthy instincts for people of faith. But hiring isn’t the time to be casual with our trust. It’s a time for prayerful discernment and careful diligence. A thorough, thoughtful hiring process protects your church, honors your congregation, and gives your new team member the best opportunity to thrive.
So how do you move beyond a polished résumé or a strong interview to truly understand who a candidate is and what they would bring to your team? How can you gain clarity about whether this person is the right fit for your church and your culture?
Here are five practical steps every pastor or search committee should take before making a job offer to a candidate.
1. Talk to the Right People — Ask the Right Questions
It’s important for candidates to prepare a strong résumé, but it’s even more important for pastors to take the time to verify and explore the accuracy of a candidate’s résumé. One of the greatest mistakes a pastor or leader can make when hiring a staff member is to neglect the responsibility to call a candidate’s references. Good reference checks aren’t a courtesy — they’re really a safeguard. Before hiring anyone, be sure to speak with the people who’ve actually led, worked with, or reported to the candidate. Don’t just settle for glowing character references from friends or distant colleagues, determine to speak with those who have first-hand knowledge of the character and quality of the candidate’s life. Years ago, I was introduced to the 360-degree review model, where you gather feedback from those who have led an individual as well as those who have served under their leadership. While often used in annual staff evaluations, this approach is just as valuable in the hiring process. Before you invite someone to join your team, take time to talk with people who have worked both above and alongside them in previous roles.
What should you ask? Get specific. How did this person handle conflict? How did they manage responsibility? What was it like to follow their leadership when things got tense? Did they work well with others? Did they lead with clarity and kindness? Did they finish what they started? Did they leave their last role well? Listen for consistency — or for gaps that need clarification. And remember: wise reference checks aren’t about catching someone in a lie but understanding the whole story of their life and work, so you can lead them well if they join your team.
2. Verify Credentials
In ministry, trust is foundational. It is the currency that allows leaders to serve effectively and congregations to follow confidently. Because of this, when a candidate lists a degree, license, or ministerial credential. Simply put, you must take the time to verify a person’s claims.
This step isn’t about being suspicious; it’s about being a faithful steward of your church’s mission and the people God has entrusted to your care. Especially for positions that require specific qualifications.
Reach out directly to the schools, credentialing agencies, or ministry networks that issued the degrees or credentials to verify dates, titles, and any honors listed on the résumé. Doing so protects your church’s integrity, ensures you meet any credentialing requirements for the role, and demonstrates to your team and congregation that you value honesty and accountability in leadership. In a calling where trust is essential, this simple step builds a strong foundation of credibility and transparency as you welcome someone new onto your ministry team.
3. Conduct Appropriate Background Checks
Safety is sacred in the church. In today’s environment, every church owes it to its congregation — especially children and vulnerable people — to run appropriate background checks on all staff and volunteers. Criminal history checks vary by state, but they’re a non-negotiable step for anyone in a leadership or pastoral role.
Be clear with the candidate about what you’re checking and why. Some churches also choose to run credit checks for positions that handle significant finances, but be cautious here. A credit report should never as a litmus test or a single deciding factor in hiring or moving on from a candidate. Every person has a story. Seek to use financial concerns as an open door to conversation and an opportunity to learn of someone’s story. Such a moment may provide the context to have a healthy conversation about stewardship, personal responsibility, past crises, or how to manage resources well. Rather than an off-ramp in hiring, it may lead to an on-ramp for encouragement, help, and growth.
When approaching the matter of credit and background checks, be aware of the legal requirements in your state. And always secure the candidate’s written consent before moving forward.
4. Pay Attention to the Story Behind the Facts
As noted earlier, due diligence isn’t just about spotting red flags—it’s about understanding the story behind the information you uncover. Did the candidate walk through a difficult financial season in the past? Did they learn and grow from it? How did they handle a challenging staff conflict, and how has it shaped their leadership approach today?
Challenges and missteps in life and ministry don’t have to signal the end of someone’s calling. Often, these experiences become powerful life lessons that shape a leader’s heart and perspective, honoring the promise of Romans 8:28: “And we know that in all things God works for the good of those who love him, who have been called according to his purpose.”
When you take time to understand the story behind the facts, you gain a clearer, more gracious perspective on who a candidate truly is—and who they are becoming.
Every piece of information you uncover while reviewing a candidate’s résumé, checking references, and completing background checks tells part of their story. Wise leaders don’t stop at gathering facts—they look beyond them. I encourage you to prayerfully consider how these pieces fit together and what they reveal about who the candidate has become. How have their experiences shaped their character, calling, and approach to ministry? What do their journey and choices say about their readiness, resilience, and alignment with your church’s culture?
Taking time to reflect on these questions will help you see the person behind the paperwork and discern whether they are prepared to serve well within your ministry context. Remember, a person is more than the sum total of their failures. So extend grace, but balance it with wisdom.
5. Observe Character and Chemistry During the Process
Even when a candidate presents an impressive résumé and strong references, it’s important to remember that hiring isn’t just about skills and experience—it’s also about character and chemistry. Whenever possible, create opportunities to observe the candidate informally: invite them to attend a staff meeting, join you at a ministry event, or share a meal with a few team members.
Pay attention to how they interact with people of different ages and backgrounds, how they speak about past ministry experiences, and how they carry themselves when the moment is unguarded. These glimpses can reveal a great deal about a candidate’s humility, relational awareness, and alignment with your church’s culture—qualities that are just as essential as the skills they bring to the role.
You’re not looking for perfection, but you are looking for someone who aligns with your church’s mission, values, and relational culture. Pay attention to whether the candidate engages well with others and, just as importantly, listens well. Notice how they handle interruptions—do they respond with grace? Do they demonstrate humility and a servant’s heart, or do they seem driven by ego or personal agendas?
No matter how gifted or experienced a candidate may be, in the end it is their character and chemistry that determine whether they will become a healthy, fruitful addition to your team.
Conclusion
A strong hiring process won’t guarantee a perfect hire or a flawless team member, but it will help you steward your church’s calling, protect your congregation, and give your new staff member the best opportunity to thrive. So take the time to do the homework. Pray diligently, ask thoughtful questions, verify the details, observe carefully, and trust God to guide each step.
The mission God has given your church is too important to rush the process.