International Church Search Committees: 10 Ways to Improve Results

By Bruce Dingman

Create an Effective and Attractive Opportunity Profile: The Opportunity Profile should describe the church and community, including some pictures, as well as provide a job description, church history, and answers to potential applicant questions such as housing situation, healthcare, schooling for children, search timing, and work visa process. We would be glad to offer examples.
Determine the Elders’ Vision for Church Growth: Elders are responsible for the vision of the church and should be motivated by the Parable of the Talents. They should clarify whether they wish to increase weekly attendance, expand small groups, enhance giving to missions, add church staff as revenue grows, or even plant new churches. This vision needs to be clearly articulated in the Opportunity Profile.
Compensation: There should be a compensation range that accommodates different needs, such as those of a couple versus a couple with children. Determine whether the candidate is expected to raise their own support or if the church can afford to pay them. If the church grows and its revenue increases, consider whether there will be plans to increase their compensation.
Organizational Structure and Church Attendance Makeup: Describe the number of elders and provide details on the makeup of the average attendance, including how many are expatriates versus nationals. Note any significant attendance variations, such as decreases during summer or holiday periods.
Use a Questionnaire: A resume and cover letter alone may not provide sufficient information. It is recommended to use a questionnaire with ten questions and request responses limited to ten pages to avoid receiving excessively lengthy answers. An example questionnaire can be provided if needed.
Where to Find Candidates: There are numerous places to search for candidates, including other international churches, seminary job boards, mission organizations, and large churches. Developing an extensive emailing list may involve substantial research. We will even do a complementary email blast to 300+ people and organizations and give you a list of job boards.
Obtaining a Thorough Resume: A comprehensive resume guide is available for sharing. Many applicants may not know how to create a truly descriptive resume.
Evaluate Cross-Cultural Experience: Assess whether the candidate has sufficient cross-cultural experience and an interest in learning the local language.
Conduct Zoom Interviews: Interview the candidate and their spouse via Zoom with the committee after reviewing a thorough resume and questionnaire responses. It is important to discuss the spouse’s thoughts about relocating to a foreign country and its potential impact on the family.
Do Not Settle for Less Than Needed: If there are few candidates, assess whether the search was broad enough. Ensure prayer and fasting were part of the process. Evaluate whether interviews were conducted effectively and if references were checked with individuals who have worked with the candidate. Maybe you need to keep looking.

Who is Bruce Dingman? Early in his career, Bruce Dingman lived in three foreign countries and learned Spanish and Portuguese. He met his wife in an international church in São Paulo (she was with Wycliffe and he was with Holiday Inns). Since 1986, he has been engaged in executive search and, in 1995, focused solely on serving evangelical organizations. In addition to serving on mission boards and traveling to 70 countries, he offers pro bono consulting to international churches in need of finding a new pastor.