So far in terms of the steps we’ve talked about, we’ve looked at things that we might classifiy as the traditional formal elements of recruitment, interviews and preaching. We’ve also looked at how you can do a bit more of a deep dive to research a person’s gifting, theological outlook etc through online research.
However, I would not make the appointment decision just yet. Remember that I’ve talked about the importance of the relational nature to this. You are not just bringing in an employee (though as we will come to later, you should not forget that they will be an employee). So, are there other things you can do in order to develop the relationship, to get to know them better and help both parties decide if they are right for each other? I believe that there is a lot that needs to be done still at this stage and a lot that can still be done, so here are some thoughts.
It’s worth saying up front that there is a cost to this, at least in terms of time and there may be constraints on what is possible. I would encourage you to try to do as much as possible and to honour the candidate’s commitment as well as making it financially feasible for them to put the time in.
Ideally you want to give the candidate the opportunity to have several visits up at a weekend to spend time with the church but you also want to get them up in the week so that they can see what happens then, observe community life and connect with midweek ministries. It may not e possible but if they can spend a full week with you, then that would be ideal.
One opportunity for them to spend focused time with the church would be to joni you for a church weekend away. I would not bring them in as the main speaker because they would not normally be doing this when in position and because freeing them up from speaking duties mean they will be more available to spend time with people.
Get them along for social events. At Bearwood, we visited close to Christmas and had great fun joining in with the Christmas party. Organise other social activities including meals with people, barbecues etc. Get them to drop into your youth and children’s work. If you can get them up midweek, then arrange for them to visit a few of your midweek small groups.
This will enable them to get to know others and for others to get to know them too which will help with feedback. More than that, though you will get to observe them just naturally participating in church life. The key thing to remember is that a pastor will naturally get on with pastoring if that really is their gift. Observe how they engage with people, are they insitinctively looking to care for people and disciple them? This will also come through in the conversations you have with them. What have they picked up about he church and its needs?
I would also invite them to join you at a leafers/elders meeting. These meetings are going to be where you will spend a lot of time with them and where you are likely to all experience the greatest pressure. Can you work with them? Can they work with you? Will they add anything to the discussion? This is when you find out what they will bring to the table.
Remember that the right appointee might be with you for 10, 20 or even 30 years. Remember that there is a possibility that they will walk with you through intense suffering and grief, remember that you may walk with them through their suffering and grief tpo. So, don’t rush the decision. Take your time, slow things down and make sure that everyone has time to listen to God as well as to the candidate and each other.
Faithroots 