Calling a new pastor for your church is a significant decision that requires prayer, process, patience, and persistence. As your church closes in on a top candidate, checking their references is a critical step that must not be overlooked. Checking a minister’s references helps you learn more about your candidate's experience, work ethic, and fit for your congregation. Here are a few best practices and essential questions for pastor search teams to consider during the reference-checking and vetting process:

• Let your candidate(s) know you will be contacting their references and running background checks. This will be a signal of open communication and courtesy that the ministerial candidates will appreciate. Few things frustrate candidates more than their references getting to talk with a search team before they do.

• Provide your candidate(s) a list of two to four references for the church. Ideally, a church's references should include people who are not current members of the congregation but know it well and will keep strict confidences. Giving candidates permission to contact the church’s references is a sign of good faith and mutuality.

• Listen for what is not being said just as much as what is being said. References can sometimes be too diplomatic in their answers, putting rhetorical spin on the values and competencies of the referred. Great references provide specific examples, use personal stories, and speak clearly about the person they recommend.

• Execute due diligence if a red flag comes up in a reference or background check. Search teams should ask for an explanation directly from the candidate and carefully consider what this information means for your search. Speaking with your church’s insurance agent and/or attorney will provide you with helpful perspectives on your next move. My fellow church consultant college, Rev. Laura Stephens-Reed, asks several pertinent coaching questions for pastor search committees facing an unexpected red flag: "1) How long ago did the red flag take place? 2) Has there been a proven attempt to make amends and/or behavioral changes? 3) How could the red flag affect the candidate’s ministry at your church? 4) What impact, if any, would this red flag have on your congregation’s liability in the event of a similar incident?"

Beyond a handful of best practices, here is a sampling of questions that churches should feel empowered to ask references over the phone or video call when conducting background checks on their pastoral candidates:

1. What is your relationship to Candidate?

2. How long have you known Candidate?

3. What can you tell us about Candidate?

4. Where was Candidate employed and in what capacity?

5. What responsibilities were assigned to Candidate?

6. What story could you tell us about Candidate that would give us an idea of their ministerial skills?

7. How well did Candidate get along with constituents (church members, visitors, fellow clergy, and the community at large)?

8. What prompted Candidate to leave their last position?

9. How well did Candidate transition from their last position?

10. How would you describe Candidate’s work ethic?

11. What strengths does Candidate possess?

12. What drains the energy from Candidate? (What weakness does Candidate have?)

13. What could Candidate do more of, less of, or differently to be a more effective minister?

14. How does Candidate react under stress?

15. Is Candidate punctual?

16. What reservations do you have about Candidate’s capability for ministry?

17. Does Candidate have any history of clergy misconduct of which you are aware?

18. What else should we consider before proceeding with Candidate?

19. How would you predict Candidate’s performance to the job description for our open position?

20. Why would you call Candidate to be your minister?

21. What advice would you give us to ensure we provide a firm foundation for Candidate’s ministerial success?

22. Who else should we contact as a reference to give us additional insight into Candidate’s character and ministry?

Asking for "blind references" usually allows a reference to pile onto your candidate’s great qualities with moving and inspirational anecdotes. However, it also allows the original reference to give a good reference personally while also directing the search team to someone who might have a different story or perspective. While it’s an extremely rare occurrence, blind references sometimes let the original reference warn you in a subtle way without looking bad. If a blind reference gives you a "red flag," refer to the coaching questions above and trust the collective wisdom of your pastor search teammates. Of course, you can always contact us and we will walk you through your options.

A version of this article also appears under the title “Checking References: Questions Churches Should Ask” by Craig Janney on LinkedIn.