Why is it So Hard to Find a Pastor Today?
Reasons behind the trends in hard pastoral searches
I often get inquiries for leads on pastor candidates. As an Executive Pastor and in other roles I’ve had since, I maintained an extensive spreadsheet I affectionately called "Dave's Names," containing thousands of such leads categorized in dozens of tabs, which made it easier to make the best connections.
In doing this referral work I've noticed a shift in those seeking recommendations. Seasoned leaders with broader responsibilities express how challenging it has become to find lead pastors. This trend applies not only to pastors but also to various hiring processes across different industries, so I encourage you to adapt these ideas to your own context, even though I'm talking about pastors below.
So, why does it seem so much harder to find a pastor today?
I can think of at least ten reasons…
1
Staff members are staying longer, and the traditional notion of staff positions as stepping stones to lead pastor roles is evolving. Specialization, a rise in ministers with a local focus, and hiring from non-church backgrounds have reduced the number of staff members seeking lead pastor positions.
2
There is an increased demand for individuals from the smaller Gen X generation (currently age 42-57) as prime candidates for lead pastor roles. However, that generation is significantly smaller than the rapidly aging Boomer generation. Consequently, finding an experienced 40 to 50-year-old pastor with children still at home is more challenging than it was 15-20 years ago and before.
3
Many exceptional leaders have shifted their focus to church planting or alternative ministry models like microchurches, house church networks, missional communities, and fresh expressions. Some have started their own churches at the age others might have recruited them to be their lead pastors or other positions that might have led to being a lead pastor. Consequently, those who would have been ideal for lead pastor transitions have already established their own alternative church models elsewhere and may be unlikely to leave.
4
Research is ongoing, but a growing number of pastors are leaving the profession, aligning with the broader "great resignation" trend seen in various industries. Consequently, some promising emerging prospects are no longer involved in vocational ministry.
5
Prospective candidates are increasingly hesitant to relocate, often citing the age of their children or aging parent, community ties, and personal values as reasons for staying within an hour's distance from their current homes.
6
The working spouses of pastors further anchor them to their local communities, providing greater freedom to decline job opportunities. A pastor’s spouse who has a full time job with health insurance and benefits may be the key player in the family employment structure, not the pastor.
7
Generational differences also play a role. Older individuals often exhibit skepticism towards young leaders, particularly millennials who embrace different values. Conversely, younger pastors may be less inclined to lead older congregations, resulting in limited easy matches.
8
The allure of large church life is diminishing for many pastors. Some pastors are exploring bi-vocational or co-vocational roles while remaining in smaller congregations and the idea of “upgrading” to a larger church isn’t the thought-process. Recruiting pastors for "bigger and better" churches is no longer as appealing, and even larger churches are pivoting on the numbers they prioritize as well.
9
Denominational ties are not as strong, eroding the trust that make referring people easier. Translocal leaders, once a reliable source of referrals, are now less likely to recommend their people to other churches. The scarcity mindset has taken hold, reducing the willingness to share names or recommend exceptional leaders outside their tight circles.
10
Fewer pastors have a proven track record of growing a church. Not many churches have experienced growth in recent years, making it harder to find candidates who have built their own growing ministries, which is often what people are looking for. Even megachurch pastors have seen attendance decline significantly, especially after the COVID-19 pandemic.
These are just the initial ten reasons that come to mind when considering why finding pastors has become difficult. What other reasons might you add to my list of ten? Leave a comment to add to the list…
However, more crucial than understanding the "why" behind this trend is determining our response. Given the challenges associated with finding pastors, what actions can be taken? To explore potential solutions, head over to Part 2, which you can find here.
Questions to Ask Yourself About Your Next Pastor
In my previous article on this subject, I gave you ten reasons it is harder to find a pastor now. It may have confirmed some suspicions for you, or in some cases explained something that confused you. Or maybe it just depressed you. Perhaps the why behind this trend is less important than
This list reads differently when you're a woman who has been overlooked solely because of gender. It happened to me years ago and happened to a friend this year. It's not a problem that has gotten better over time. Refusal of "egalitarian" churches to review the resumes of female candidates leads them to imagine a dearth of GenX candidates, many of whom have been pushed out of the church as they are told they can be pastors/leaders, just not here. When half the church is excluded from senior leadership, male pastors are hired from the marketplace over trained female ministers, who are then expected to then train their new bosses.
It leads females to parachurch organizations or to leave church altogether. Women aren't leaving for better opportunities; they're leaving for opportunities.
Your experience and strategic insights shine through in this article David. It will help many identify the problems. Thanks for writing it. I look forward to reading more (and how we address Priscilla’s important points).