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NEITHER PIG IN A POKE NOR PASTOR IN A SACK
Interviewing Candidates for a Call

Dr. Carl Heinrich A. Schmutzler

We have at long last rid ourselves of the manipulative and secretive call-screening by synods. This means, however, that congregations need to tackle with new energy and discretion the task of interviewing prospective new pastors. While at least at this point in time it could be rather safely assumed that ministers showing an interest in vacant congregations of our ilk will indeed be of the same faith and mind that we confess, one cannot really take it for granted. Call committees - or why not the entire congregation at a suitable meeting? - need to ask questions and carefully to listen to answers, both that which is being said and that which is not said.

While academic credentials certainly are important and need to be checked out, they nowadays really do not say much about the faith and ambitions of the prospective pastor. I am afraid they do not even warrant that the individual in question actually is a Christian in the sense of our confessions. Incidentally: I had been an ordained pastor for almost two years before (at long last!) somebody actually asked me whether I believe in Jesus!

Questions, also very personal ones, therefore need to be asked. The very first thing here to mark is that this is not the time for being bashful or very diplomatic. While we generally assume that "faith" and personal convictions are very private, an area into which one is not supposed to poke, such is not the case with a pastor: ministers of the Gospel are public Christians, and should be ready and willing any time to render account of what they believe. The very fact that some-one agreed to be interviewed for a call means that he or she is most willing to be asked also these very personal questions. So go ahead!

There is one question that maybe more than others will give an important clue to where the minister stands. Ask him to explain in personal terms the meaning of Good Friday and Easter. What to listen for here is an open confession of Jesus Christ as my Saviour, and of the resurrection as a fact. Any wavering or hesitancy and evasive mumbling here is a warning signal and should immediately cause follow-up questions. If after that there still is a lingering unclarity one might as well terminate the interview. This likely is not the kind of pastor you will want to serve your church!

A second set of questions to ask simply could be devised by going through the Small Catechism. What you want to hear are not the printed answers but their content, expressed in personal language. What does baptism mean to you? What do we receive in Holy Communion? How does the 1st Commandment relate to our multi-cultural society?, and so forth.

It is important carefully to listen for the kind of word and terms being used. As a general rule of thumb any change in language means there also is a change in content and understanding. A pastor speaking of the "eucharist" likely has something else in mind than "holy communion" or "the Lord's Supper." If the congregation has liturgical preferences or dislikes these things should be brought up and the minister asked to comment upon them.

Most congregations, methinks, have their special needs and set of problems. One should be open and honest about these matters. Pastors as a rule are not afraid of putting their teeth into difficulties, but they should know ahead what might be waiting for them. It is worth mentioning that the congregation does not need an "expert" in whatever it is that needs tackling but rather some-one who is willing and capable of learning "as you go." It certainly also is important that the congregation be honest to itself about its problems and has at least a general idea into which direction it should like to move. No extensive "self-study" is needed, but perhaps some soul-searching and mutual conversation - preferably before the first interview.

The relationship between pastor and congregation needs to be brought up. Too many pastors imagine it be their task to turn the local church into what they - not the church - consider best. But, frankly, pastors come, and pastors go, and congregations hopefully survive them all. Personal idiosyncrasies might be charming, interesting (or annoying), but they should not be permitted to shape the life of the church.

Financial matters need to be spoken of up front. The Budgets for the last couple of years should be given to the minister for review; his financial expectations should be asked for.

And, finally, do not turn this into a 3rd degree interrogation but do give the interviewed person opportunity to ask questions of you. Ideally the interview should turn into dialogue, laying the foundation for work together.

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