<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=2300026853549930&amp;ev=PageView&amp;noscript=1">
Skip to content
Staff Hiring

5 Red Flags to Avoid When Choosing a Church Search Committee Chair (Part 2)

Discover how to select the perfect church search committee chair with these essential red flags to watch out for, ensuring a smooth and successful church staff search process that prioritizes your congregation's needs over personal interests.

Search Committee

Five Red Flags to Avoid When Choosing a Church Search Committee Chair

In our ongoing quest to help churches streamline their staffing processes, we identify today five red flags to dodge when selecting the chair for your church search committee. Making the right choice can significantly impact your church staff search and affect the long-term health of your congregation.

1. Personal Agendas

Firstly, stay clear of candidates with hidden agendas or predefined favorites, like pushing for a friend or family member. A successful search committee chair prioritizes the church's needs over personal interests, ensuring the search process serves the church and not self-interest.

2. Dominating Personalities

While strong leadership is vital, overbearing or controlling characters can frustrate collaboration and raise resentment in the committee. A perfect church search committee chair blends confidence with collaboration, listens to others' views, and is open to compromise.

3. Lack of Availability

Running a church staff search is time-consuming and needs robust time management. Therefore, avoid candidates whose professional obligations or personal commitments have already stretched them thin. A chair that is often late, cancels meetings, or fails to meet deadlines can delay and frustrate the search process further.

4. Poor Communication

Transparent and regular communications are fundamental to a successful search process. Steering clear of individuals with weak communication skills aids this quest. Ideal chairs keep everyone informed, promptly address concerns, and promote open dialogue.

5. Bias or Prejudice

Avoid persons who either promote their biases or show discriminatory attitudes about candidates based on personal characteristics. A fair church search process requires a chair who assesses candidates solely on their merits.

In summary, while there are likely many capable and passionate individuals in your church who would make excellent search committee chairs, being aware of these red flags can help avert potential pitfalls and set your team up for success.

To learn more about church staffing needs and processes, tune in to today's Healthy Church Staff Podcast episode.

Todd Rhoades

Todd Rhoades

Todd has invested over 30 years in serving churches, having served as a worship pastor for over 15 years, a church elder for more than a decade, and in various ministry leadership roles in both the business and non-profit sectors. As the original founder and developer of ChurchStaffing.com, Todd fundamentally changed the way thousands of churches search for pastors and staff on the internet. Todd is a graduate of Cedarville University, and lives in Bryan, OH with his wife, Dawn.

Latest Resources

Apply Now! Associate Pastor of Worship and Student Ministries in Middleton, WI

Apply Now! Associate Pastor of Worship and Student Ministries in Middleton, WI

Gateway Community Church is seeking an Associate Pastor of Worship and Student Ministries to help lead their growing church family into its...

Your First Staff Hires Matter More Than You Think

Your First Staff Hires Matter More Than You Think

Discover the essential insights to make strategic first hires in church planting for a thriving and healthy church staff – avoid common pit...

The Loneliest Seat in the Church

The Loneliest Seat in the Church

Discover the emotional burden of leadership loneliness and uncover practical tips to foster genuine connections in your church staff for a ...