Preacher Selection Process

Summary

The search process is broken up into four phases:
 
 
 

Phase One: Inquiry

The search committee will begin by examining the current state and needs of the Mesa church and community; identifying the church’s vision (as recognized by the elders), and developing a profile of our “ideal candidate.” There will be three assessments performed: Congregational, Kingdom and Community. In other words, the “listening” phase.
 
 
 

Phase Two: Identification

Once the information from the assessments have been reviewed and the mission/vision is prepared, the committee will have the right information to create the “ideal candidate description” for a new minister. The committee will then begin identifying, contacting, and cultivating “recommenders” who will be our primary sources for developing a pool of high-quality, high-competence, and high-character candidates. We will also use this time to think more specifically about our “ideal candidate” and complete an information packet to share with candidates.
 
 
 

Phase Three: Interviews

Now we’re getting to the fun stuff–talking to actual candidates! We will begin developing relationships with particular candidates and move them towards deeper and more intimate conversations. The committee will learn how to conduct effective interviews. And we will prepare ourselves to interact with some of the best-and-brightest ministers serving God’s church today. It will be time-consuming and intensive but, in the end, it will give us confidence that we have found the candidate who has the character, competence and commitment to help us move towards an effective future.
 
 
 

Phase Four: Invitation

The search committee will continue to search until it identifies one candidate that the committee members can unanimously recommend to the elders. The elders will have the final say on the decision to hire the recommended candidate. There will be a time of congregational discernment as the main candidate is introduced and visits with the body. Once any concerns and feedback are reviewed, the elders will extend a formal invitation to the candidate. If the elders do not agree with the candidate, the search committee will bring forth a new candidate as a recommendation to the elders.

A graphic of an approximate timeline is shown below to help us understand the process and all the phases and moving parts of the process.

Approximate Timeline

Graphic of Timeline