The Future of Church Hiring When Pastors Are in Short Supply

As more churches struggle to find qualified pastors, the future of church hiring is changing fast. In this episode, Thom and Sam explore what pastor shortages mean for congregations, why old search processes are becoming less effective, and how churches can adapt with greater clarity, flexibility, and realism. The conversation focuses on practical ways churches can rethink staffing, develop internal leaders, and build healthier expectations for the next generation of pastors.

1. 1. The average-age pastor will remain older rather than younger. The pipeline of younger candidates doesn’t exist right now.
   2. Churches will be forced to adjust their expectations on “ideal” pastoral candidates.
   3. For some churches, finding candidates at non-profits can be a good option, even if they have less church experience.
   4. Internal development and local hiring will become the default, not by strategy but by necessity.
   5. Compensation will increase for qualified full-time student pastors and children’s pastors, as finding good candidates is difficult.
   6. Strategic churches will proactively increase compensation for key staff to retain them long term.
   7. Flexibility in work hours (and the option to work from home), as well as benefits packages, will be attractive to younger candidates, especially those with children.
   8. Due to budgetary constraints, paid specialty positions like organists and choir directors will all but disappear.

Resources:

• Upward Sports

• Brown Church Development Group

• Church Equip

• Wesley Biblical Seminary, Master of Ministry

• Church Answers University

• The Hope Initiative

• Church Answers Platinum Membership

• FREE Research Report! New Surprising Insights

Episode Sponsors:

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