Some of us look great on paper. Others of us look mediocre on paper, but we happen to be quite impressive in person.
This is where the face-to-face interview becomes important. And search committees need to be ready to discern who looks good on paper and who is actually a good match for them. It’s a bit crushing to 1) interview someone who is amazing and then that person doesn’t show up and/or 2) have a pastor but wish you didn’t. Pastor Nominating Committees are sometimes not prepared to call the best pastor.
Among the questions I have been asked in interviews:
- What would you do if your child threw a rock through the rose window? (Note: I was 27 years old, child free and single at the time. My response: “Call the insurance company?” Apparently the former pastor’s young child had broken a stained glass window and the congregation didn’t think he had been properly disciplined . . . so this became an interview question.)
- Is there any way you could be a homosexual? (Note: I was being interviewed with my male spouse and baby spit up on my shoulder. #BestBeardEver)
- Would you ever protest anything? (Note: I re-asked: Are you asking if there is anything in the world worth protesting? That would be a yes.)
Church Search Committees sometimes ask questions based on issues with the former pastor, fears, or not-well-considered generalities that might or might not shine light on political proclivities. We can do better.
Some of my favorite interview questions between Search Committees and Candidates:
- Share a time when you transformed your church. (Note: It’s also helpful for a Search Committee to share a time when the congregation was transformed.)
- Describe a time when you were a resilient leader. (Note: I’d also like to hear church leaders share how the congregation was resilient.)
- What books did you read last year? (Note: Ask if the congregation reads books together. #OneCongregationOneBook)
- What kind of things feed your soul?
- What sucks the life out of your soul?
- What would your non-Christian friends say about you?
What questions would you add to discern who looks good on paper and who is actually a 21st Century leader?
Image source here. Note: Looking good on paper is not our goal.
A Church for Starving Artists 
I asked a potential (and later hired) interim pastor, “What do you do to get fed spiritually?” His answer: “I walk.” That was it. Should have been a warning sign and had we paid attention, would have avoided much heartache and trouble.
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Whether being interviewed or doing the interviewing, I often as a question in return to a question. Using the example of the rock through the stained glass window, I might respond, “Oh, sounds like there’s a story there. Can you say more about it?”
I also make note of interviewees who do this – ask for more info or clarification before responding. It can be an indication of good listening and communication skills.
Other lines of questions:
Tell me about a conflict that you felt went “well”, as these things go. About one that was difficult. What did you learn from each? How have you put it into practice?
Describe a time when you were a collaborative leader. Describe a time when you were a directive leader.
All for now – this is another of your “best of Jan” posts. Thanks.
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i wish you’d reflect on the sermon tapes. I hate those, and so often, that’s the first thing search committees ask for.
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