About 4-5 years ago, I was talking to churches about becoming their pastor. In fact, 49 churches ended up with my resume. Not sure how to this day. Regardless, 48 out of 49 churches said they could not hire me after looking at my resume. I inquired, “Why?” The response was like an echo, “You are too young and need pastoral experience.” I was 27.
I felt like a failure. I was mad. Then frustrated. Then sad. I moved on.
I was working on my doctoral degree. I worked in one of the nation’s largest churches. I spoke around the country. I had a great track record. I do not share to brag but this is I was “told” would be important. Now what?
So many churches today are looking strictly at resumes. STOP! They can be overrated.
Invite the person in for conversation. Learn about him. Laugh together. Share dreams. Share stories. Ask questions. Answer questions. Talk about family. Talk strengths. Share successes and failures. Pray. And laugh some more.
Please do not interview him as a critic. He is a human being created in God’s image that has been commissioned to bear that image perhaps in your church.
Seriously, many churches are looking for a married guy that has several children with a master’s degree and ten years pastoral experience. On top of it, many of are churches of 100-250 people in size. STOP!
Maybe you are still that size because you are employing the same search mechanisms as before. How about changing it up? Afraid? Stubborn?
Like it or not, Gen Y will be your next pastor. They have so many skills, talents, loves, passions, and value to add to your church. Give them a chance. Quit filtering them by their resumes only. Create a different approach. Learn from churches who know how to hire well and retain a 5-star team.
There must be a reason churches many churches go through pastors like My 4-year old goes through a bag of Sour Patch Kids. I think the hiring part is a large contributor to this plight.
Example: I have been offered a job at LIFECHURCH.TV on two separate occasions. Timing was not right for either offer. You know what Jerry Hurley (the lead guy over team development) did? He had conversations with me. We talked strengths. He learned about my family. Yes, I went through three days of meetings and even preached to some of their staff after blindly drawing the topic, pre-marital sex, from a bucket and given 10 minutes to prepare (beats the other topics in the bucket: plastic surgery and masturbation). I do not even remember them looking at my resume or bringing it out. Out of all this, Jerry Hurley and I are friends to this day. In fact, I had lunch with him in Atlanta several weeks ago. I greatly admire and respect you, Jerry.
P.S. One church that was looking at me and another guy ended up choosing him over me. A short time later he was fired due to inappropriate decisions. Oh yeah, he was older than me. See, age and experience are not everything.
P.S.S. Resumes can be doctored up. In person, it is a lot harder to doctor up.
P.S.S.S. I am not bitter. I am simply disappointed in the hiring mechanisms (especially age-related) many churches employ today. Nobody consistently wins in this situation.
And thanks, Josh,for the reminder that God designed things to work our for His ultimate purpose:)
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thanks for the comment josh. i am not bitter, actually. i am just to the point and frank:) we can learn from the older gen for sure. however, the reverse is true but is rarely yielded to in church work especially. trust me, i have seen this over and over. what is interesting is that the churches that are listening to younger generations and mentoring them are the churches that are exploding and sustaining a healthier model. and stanley says that if you are over 40 you better be listening to those younger. in fact, i think he said not many 40-year olds will have the ideas and innovative practices the younger generations will employ. and one more think, al reis said the next greatest thing will come from the next generation. we need to help churches embrace the gen y and not keep them at a distance. look at the sbc numbers. they need a massive overhaul…now. not just in next gen focus but in other areas as well. seriously, they need an overhaul. the lead researcher for lifeway wrote a great blog on this. and yes, it is all for God’s glory!
I agree with you on the simple fact that a resume is not the only way to hire someone. I have experienced that first hand in regular business. However, I feel like the need to say you are not bitter is a pretty good indication that what you said did come across that way. Pointing out the size of the church as to say they are that way because they don’t want to hire a 27 year old. I am 27 as well and understand where you are coming from. The fact that one church hired an older man and he fell is more of a reminder of how easy it is to let your pride get in the way of God, not that age has nothing to do with qualification. Please remember though, a pastor’s job is very much about serving God and being obedient to His calling and His placement for you, so in another way at looking at it, 48 of those 49 churches, were not where God wanted you to be. Try to remember, that just because you speak nationally and work for a large church, might or might not qualify you. Our generation as a whole (not saying you) seems to forget that there is a lot to learn from the older generation.
Bottom line, if you are called into the ministry, it is 100% for Gods glory and honor and not for us.
true bro. if we find ourselves in the hiring position, may we yield to our own advice:) also, this can be used for volunteers as well.
I think this can be applied to businesses as well as churches. The resume can only tell so much, and much of it, at least on mine, is glamorized. A resume can be a great way to get in the door, but if I’m hiring I’m using it as only one minor tool in the process. Great thoughts!