When searching for a new minister, it is vitally important to discern what each candidate’s strengths are and how they align with your position description. Strengths are God-given talents. They are central to a person’s identity. They are manifestations of passion and purpose.
Skills are a bit different. We pick up skills through education and experience. They are add-ons. They’re important too, but some skills are better indicators of fit than others. If the skill is built on top of one of my strengths, then it enhances my ability to live fully into my call. If the skill is something I’ve learned out of necessity – not because it aligns with my purpose – then it can actually be a distraction, even if it’s a really useful ability. For example, I have taken several pastoral care classes and spent many hours making hospital and home visits. I’m pretty decent at it. Pastoral care, however, is not my natural gift. It takes substantial time for me to rev up for and recover from this work. If your church needed someone who would spend 10+ hours per week checking on folks, then I would not be your ideal candidate. My energy is increased, though, by coaching people toward action, writing sermons, and attending to details, and I’ve developed a range of skills that build on these strengths. I would thrive in a context that wanted me to preach once a month, plan ministries, proofread newsletters, and coach ministry leaders.
Most candidate resumes and profiles will include strengths, skills that relate to these strengths, and skills that don’t. It is important for your search team to develop questions that distinguish among these three categories. When are you most engaged in ministry? What pieces of ministry drain you? How would you state your purpose in ministry in one sentence?
A great-fit candidate will be one whose strengths, associated skills, and sources of energy match your congregation’s priorities. That minister will be able to give maximum effort and be set up to thrive.