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"One of the greatest benefits of MyDecisionHelper.com is that it can help pastoral and staff Search Committees know the right questions and issues to explore with a candidate. It helps each of the members recognize what it is that they value the most, making the whole process more transparent and objective. It also is tremendously helpful for committee members to organize and properly evaluate the information they are receiving. I am confident that any Search Committee would benefit greatly from using this tool." - Scott Z., Pastoral Candidate, Houston, TX
| Name | Description |
| Education and Skills | Does the candidate’s education, training, and skill set match what you need for your church’s position? |
| Ability | Has the candidate demonstrated effective ministry skills? |
| Ability to Foster Growth | Has the candidate shown skills that will aid your ministry or church to grow? |
| Design and Implement Effective Ministry Solutions | Can the candidate design and implement effective systems or plans for ministry that fit the present and anticipated future needs of your church? |
| Delegation | Is the candidate effective at delegating tasks and ministry to other appropriate people? |
| Mentoring | Does the candidate mentor effectively so that others may grow in their ability to minister? |
| Teamwork and Morale Building | Can the candidate build teamwork, camaraderie, and morale among all those working with your church or ministry? |
| Education | Does the candidate possess the necessary academic credentials and knowledge to function effectively in your ministry setting? |
| Academic Credentials | Does the candidate possess the necessary academic credentials for this ministry or position? |
| Continuing Education | Does the candidate participate regularly in ongoing continuing education relevant to this particular ministry or position? |
| Appropriate Knowledge | Does the candidate possess the appropriate knowledge for engaging in this ministry in your setting? |
| Worship Leadership | Does the candidate possess the background, ability, and credentials to lead worship effectively in your church? |
| Choir | Is the candidate skilled and experienced at working with a choir? |
| Classical or Traditional Worship | Is the candidate comfortable leading traditional or classical worship? |
| Contemporary Worship | Is the candidate comfortable leading contemporary worship? |
| Blended Worship | Is the candidate comfortable leading blended worship? |
| Worship Leadership Ability | Does the candidate know how to lead appropriate worship conducive to your church's worship style? |
| Organ | Is the candidate competent playing an organ? |
| Piano | Is the candidate competent playing a piano? |
| Guitar | Is the candidate competent playing a guitar or other stringed instrument? |
| Volunteers and Volunteering | Does the candidate have a good history of volunteer service? |
| History of Service | Does the candidate have a history of service to the church and/or community? |
| Volunteer Ministry Experience | Does the candidate have experience in this type of ministry? |
| Motivation | Is the candidate motivated and willing to put in the time and effort necessary to aid the progress of your church or ministry? |
| Skills | Does the candidate possess the necessary skills to perform well? |
| Personality | Does the candidate’s personality and personal life fit well with the needs of your church? |
| Gender Issues | Does this candidate fulfill your Church’s expectations as to the gender of the person in this position? |
| Piety | Is the candidate’s life marked by ongoing piety and spiritual growth? |
| Spiritual Disciplines | Does the candidate have any regular spiritual disciplines to maintain and strengthen a relationship with the Lord? |
| Commitment to Christ | Does the candidate have a personal commitment to Christ as Lord and Savior? |
| Weaknesses | Does the candidate possess any weaknesses that hinder effectiveness in ministry or employment? |
| Character, References, and Background | Do the candidate’s character, references and overall background provide a good fit for your church? |
| Background Screening | Does the candidate pass any and all background checks? |
| Background Check | Is the candidate willing to submit to criminal and credit background checks? |
| Criminal Past | Has the candidate ever been convicted of a felony? |
| Sex Offender Registry | Is the candidate listed on a sexual offender registry any where in the USA? |
| Personal Finances in Order | Are the candidate’s finances in order? |
| Expectations | Does the candidate agree to and intend to abide by the expectations of the church for the ministry being considered? |
| Written Expectations | Does the candidate understand and accept the written expectations or job description for your position? |
| Bylaws | Does the candidate understand and accept the church bylaws that are applicable to the position? |
| Membership in Church | Does the candidate have a demonstrated commitment to the church or ministry by their length of membership and attendance? |
| Length of Membership | Has the candidate been a member of this church for more than six months? |
| Previous Church Affiliation | Was the candidate a member of another church for an extended period? |
| Reason for Leaving Previous Church | Did the candidate leave a previous church because they are under investigation or suspected of improper conduct? |
| Staff Knowledge of Candidate | Does your church professional staff know this candidate? |
| Prevention of Sexual Misconduct | Does the candidate have training in the prevention of sexual misconduct and understand its importance? |
| Undergo Periodic Training | Is the candidate willing to undergo periodic refresher training (every five years) to prevent sexual misconduct? |
| References and Employment History | Does the candidate have a good record of experience and references in this field? |
| Character Issues | Has the candidate ever been terminated from a job due to issues of moral character? |
| Progression in Responsibility | Has the candidate demonstrated a growth or progression in responsibility? (Consider promotions, job changes into more responsibility, etc.) |
| References | Do the candidate’s references give a good recommendation? |
| Calling Committee Considerations | How does your calling committee react to this candidate? |
| Negative Committee Gut Check | Do any members of your calling committee have significant reservations about the candidate that they may or may not be able to articulate? |
| Positive Committee Gut Check | When all is said and done do the members of your committee feel that this candidate just feels like the right one for the position? |
| Committee Response to the Candidate | Is your committee favorably impressed by the candidate? |
| Unanimous Decision | Is your committee able to come to a unanimous, uncoerced decision about this candidate? |
| Availability | Is the candidate available when needed to fulfill the needs of your Church’s position? |
| Regular Availability | Is the candidate available when needed for board or committee meetings, ministry opportunities, working with others, and for answering questions? |
| Length of Commitment | Is the candidate able to commit to your position for an acceptable length of time? |
| Start Date for Position | Is the candidate able to start your position within a reasonable period? |
This site is intended as an informational tool only and should be used in consultation with appropriate professional advisors.
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