- Establishing criteria that will enable the search team to assess candidates’ fit with the church and the position. Setting competencies allows search team members to broaden their imaginations about what the next minister might look like and to focus on the qualities that matter.
- Composing a congregational profile or information packet. Candidates look for the best-fit setting as much as for the best-fit position.
- Writing a position description. For candidates to know if they are interested in and qualified for your position, they must have a picture of what it entails.
- Naming a salary range. Getting clear on compensation at this phase allows candidates to self-eliminate and ensures that the package offered to the candidate of choice will be based on qualifications and responsibilities rather than other variables.