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I shall always prize a man from a church in southern Illinois. He was the chairman of a pastor search committee, and he came to visit with me prior to arranging an interview for the whole committee. He attended our church (in a major metropolitan area). He had lunch in our home (in a large suburb). At the end of the weekend, he asked, "How long do you think you could live in a community of 5,000 people?" We ended the process there.

What I appreciated about this man is what I would like to see more often in the search process: he knew his church and his community, he took time to learn about me, and he did it in person.

Sounds simple enough, doesn't it?

Then why do so many search committees approach the task like a posse rounding up train robbers? These deputized amateurs mean well, but they often show the finesse of Gabby Hayes. Their work should be stealth-like, but everybody in town knows what they're doing. There's no way seven strangers can sneak into a worship service unnoticed. And sometimes, their operation ends with a lynching.

After 25 years as a pastor with experience on both sides of the search process, I have a few recommendations.

Your goal is to find a godly pastor of proven character who fits your church, one with leadership gifts and skills to accomplish God's plans for your church. No matter how thorough your search, there is no guarantee. You could end with a mismatch. But with much prayer and some sensible guidelines, you may locate a leader who is well-suited for your church for this time.

That process begins with honest assessment. Search committees are convened infrequently (we hope) and are not usually populated by people with past experience. Most are not skilled in hiring, but must serve as human resources directors. They are not theologians, but will ask theological questions. They do not run a church, but have to evaluate someone for their ability to do so. They usually operate on the basis of what they "like" and "do not like."

That being the case, it would seem best to get good counsel, from more than one source, on how to proceed. Denominational leaders can be helpful. Pastors of other churches make good coaches, too.

The first thing many churches do when the pastor leaves is take a survey: what do we need in a pastor? Before you do that, the committee must understand that every church has a distinct culture. Take some culture samples.

Use surveys cautiously. They are valuable if the leaders of the church "guess" at the results first, then compare those with the actual findings. This shows how well you know the church. They are valuable if an outside leader or consultant helps you know what to look for.

One church took a survey, and it revealed one thing: they lived in their past. Every area of perceived strength was from their golden days, and those were long over.

How do you know who you are? It's not easy. We tend to talk a good show. My key: actions reveal reality, not words. Forget the mission statement; it's a dream. What people have done recently shows what they think is important.

It's important to involve new people. They often see you more clearly than you see yourself. Above all, get face-to-face, form home meetings, be personal.

Here are a few simple questions to get at actions:

What are the most popular programs of the church? (Don't tell a prospective pastor you are a praying church when no one comes to pray, no one stops to pray with another, and there is minimal prayer in Sunday school.)

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