What does the pastoral search look like? What are the steps?
sourcing screening interviewing
presentation of candidates
negotiation and closure
We started the process in 2019 meeting with our prospective consultant from Vanderbloemen Search Group ("VSG"). They met with the Leadership Team, Board of Directors, key stakeholders, and staff to solicit input on key characteristics desired in a new Senior Pastor, as well as goals for the role.
Vanderbloemen provided us with an overall review of our church, and we created an updated job description to use to source potential candidates.
SOURCING, SCREENING, INTERVIEWING
Vanderbloemen will contact prospects, collect their resumes, conduct phone screenings, and to the extent possible, contact preliminary informal references. Those candidates holding the most promise will be interviewed in person. Vanderbloemen also makes every effort to engage the top candidate’s spouses for preliminary interviews. They will conduct formal reference checks, multi-state criminal checks, credit background checks, and social media checks for the final candidate(s).
PRESENTATION OF CANDIDATES
The list of vetted candidates that are the best candidates for Cedarbrook will be formally presented to the Search Team in a face-to-face meeting. Detailed information on each candidate’s background, qualifications, strengths, and weaknesses will be provided in this confidential discussion. At this meeting, the Search Team will select a group to invite for the first round of interviews.
The Vanderbloemen consultant will assist in facilitating the candidate’s visits for the first and second rounds of interviews. They will gather feedback from the Search Team and will guide us through the interview process.
NEGOTIATION AND CLOSURE
A final candidate list will be presented to the Leadership Team and a finalist will be offered the position.
SUCCESSION PLANNING TEAM
BOARD OF DIRECTORS