Hiring a Preacher

It is infrequent that a church is faced with hiring a new preacher-mainly because preachers often stay in one place for many years. Some have been elders for more than a decade but have no experience in hiring. Having been through a few interviews for a preacher position, several for a government office position before boards, and having conducted hundreds of interviews myself, I feel obligated to write something to try to help those who are faced with the difficult task of hiring a preacher. This article is mostly concerned with selection based upon the ability and strength of character of the candidate. (A link at the end of this paper deals more with the hiring process.)

First, one who seeks a preaching position is responsible for "selling himself," i.e., he must convince the person(s) doing the hiring that he has the experience, skills, and determination to succeed in meeting the goals of the congregation. Second, the persons doing the hiring should endeavor to learn as much about the top candidates as possible. (If there are many applicants, there probably will be some on which time should not be wasted.) The process will require investigation and a well-planned interview that involves questions designed to allow the candidate to express his views and feelings-all intended to help in selecting the person who will be best for the congregation.

The following are questions that relate to personal characteristics that the person(s) doing the hiring would do well to consider:

First and foremost, does the candidate know and love the truth and will he stand up for it? Do his prayers sound like he is sincerely speaking to God or is he preaching to the audience? Is he compassionate and kind? Is he known to push a "hobby horse" rather than present timely and needed lessons that edify and grow the congregation? Is he known to think he is "always right" or is he one who recognizes and admits when he has been wrong? Has he caused trouble in the past? Is he "tradition bound" or does he use good hermeneutics in his study as the basis for what he learns, believes, and teaches? Is he honest and fair in his dealings? Is he humble, or is he arrogant and/or egotistical? Does he come across as thinking the position is about him more than the church and the lost? Does he have a history of having to have his way? Is he known to spend a lot of time preaching to the alien who isn't there rather than to the people who are actually present in the assembly? Has he been successful in his endeavors-particularly in teaching, both publicly and in personal evangelism? Can he present organized lessons with well-developed points and a good summary or conclusion? Can he keep the audience's attention, or does he ramble, talk about himself a lot, and get off the subject? Is he passionate and persuasive? Does he have a good disposition and attitude? Can he teach a class effectively? Does he successfully use available teaching resources? Does he lecture in teaching a class or does he encourage discussion? Does he "blurt out" responses to comments or questions or does he pause and consider before speaking? Does he help promote a serious and solemn atmosphere when the church is assembled for worship? Does he have reasonably good health? Is his family an asset or detriment?

Check the candidate's Internet activities to see what he has posted and how he behaves in discussions—particularly in Facebook groups. Not a few preachers have brought shame upon the church by their behavior in Internet forums through their use of the devil's tactics to attack and destroy anyone who would dare challenge them on certain issues. By doing this a congregation can spare itself great hardship by learning this information upfront and putting these candidates' applications at the bottom of the list-or better yet, in the trash can.

If the persons hiring are diligent to consider the guidelines suggested above, the man chosen should be an ideal candidate and a great choice for any congregation that seeks to grow through scriptural means. In selecting a preacher, keep in mind that the right decision can result in a congregation that is edified and is successful in saving souls. A wrong decision, on the other hand, can bring about stagnation or even create problems that cause harm for years to come.

I do not agree with all that is said in the article link above, but it has some interesting and helpful information and suggestions.

Robert T. Waters