8. Rushing the process. In my experience, it’s taking longer and longer to find pastors and staff members. The longer it takes, the likelier it is that the committee will want to settle. That’s dangerous.
9. Not being honest with the candidate. Most churches are not as healthy as search teams seem to think they are. Withholding significant information in the search process will only breed frustration later.
10. Spending too little time with the candidate. Sometimes this issue is the result of an overall faulty process, but the more time the search team spends with the candidate, the better.
11. Failing to keep the church informed. The work of the committee is to be confidential, but the committee should still keep the congregation in the loop. At a minimum, they can then pray more pointedly.
12. Failing to keep the candidates informed. Even if the committee decides not to pursue a particular candidate, they still owe the candidate a response. Leaving people hanging is unkind.
13 Overreacting to the previous leader. Too often, a church responds to one negative leader by next calling the exact opposite type of leader. That option is not always the best solution.
14. Assuming the only possibilities are people who’ve submitted a resume. God might be working in someone whose resume is not yet available. Committees that don’t consider asking someone whose name has not been submitted might miss an opportunity.
What other mistakes would you add to this list?