From vacancy to appointment – How clergy are recruited
If you’ve ever wondered why it seems to take so long to recruit clergy, you are not alone – but it’s because the whole process is far from simple.
Outside of the Church of England, taking part in interviews are nerve-wracking but can be over in half a day.
But for clergy, two days need to be set aside for their interview process. They are invited to visit the parish, meet the new people they could be working alongside and take part in a number of activities …
… But before we get into that, other steps need to be taken before applications are even received.
So, let’s start at the beginning – when a clergy member hands in their notice.
They formally write to the bishop and make sure the archdeacon is also informed of their decision to move on. Generally, the notice period is about three months – but there are circumstances where this can be shorter, if agreed.
“Ecclesiastes 3:1 says, ‘There is a time for everything, and a season for every activity under the heavens’. We understand clergy journey with benefices for a season. When they leave the benefice, there is opportunity to take stock, pray and look to see where God is leading for the future.” – Rebecca Evans, Ministry Development and Inclusion Officer at Diocese of Truro.
During this time of transition between clergy, people are encouraged to pray. A prayer has been included in the ‘A Changing Season Flourishing in a Time of Transition’ which has been written for churchwardens and parish representatives to share and use during this time.
Before the clergy officially announce their resignation to their churches, anything that happens in relations to this decision is done in strict confidentiality.
AFTER A RESIGNATION IS ANNOUNCED
Once fully public, the Archdeacons’ office calls a pre-vacancy meeting with the archdeacon, Transition Advisor, Parochial Church Council (PCC) and congregations. Here they explain the process, discuss details and timescales.
Next, it’s time for a Profile/Statement of Needs to be put together – this is a legal document which includes information about:
- Worship and mission
- The life of the parish and local community
- Vision for the future
- Church buildings
- Information about the wider diocese, support and training
This is the moment people get to be honest about what they really want for the future of their community.
“Transitions provide church members with an opportunity to discover new ways of serving the Lord.”
– A Changing Season Flourishing in a Time of Transition. Page 5.
PCCs are consulted on the draft before it’s passed to the Archdeacon (who will encourage and challenge parishes on what has been written).
MAKING THE CALL FOR SOMEONE NEW
The next thing that needs to be done is to put together a role description and a personal specification – this is written by the Transition team (a group of representatives nominated by the PCCs).
Once approved, the Head of Communications takes over. It’s put into the right format, typos are hunted down and taken out.
PCCs hold a formal meeting to approve the whole document, elect parish representatives to participate in the interview process, and make decisions on advertising the post. Usually, roles are advertised in the Church Times and on our website, and candidates apply through the Church of England vacancy website called Pathways.
“I saw the vacancy for St Austell and something in me jumped. It just felt right.”
–Revd Jonathon Huff.
WHEN THE APPLICATIONS ARRIVE
As the deadline looms and applications for the post roll in, the nominated parish attend training including safer recruitment and unconscious bias.
…and the praying continues too…
The archdeacon, bishop and parish nominated representatives (also patrons if involved), will sit down to look through the applicants using a specially created matrix system to create a shortlist for interview.
THE INTERVIEW
“There were some nerves about the interview process, but more excitement for what God can do.”
– Rev Jacob Tyers, Lead Minister, New Street, Falmouth.
This is no ordinary interview – it usually involves:
DAY 1:
This is when prospective clergy meet their potential ‘colleagues’. They are taken on a tour of the parish, which could include churches and schools, to meet the people they could be working with in the future. This is not part of the interview but is their opportunity to ask questions and help them decide if they are a good fit for the role. They also visit the parsonage that will be provided for them if they are successful.
“I loved the parish visit. Meeting people was great and I got to know people, and they were honest about what they were
thinking and what they were hoping for.
“It made us really want the role before the interview and helped shape some of my answers to the interview too!”
– Revd Mark Wade, vicar and oversight minister of Liskeard and St Keyne Benefice.
DAY 2:
This is when they will be interviewed by the bishop, archdeacon and parish representatives. The applicant will also preach a five-minute sermon (called a homily), lead a twenty-minute group exercise and take part in a question-and-answer session.
“I had to preach a homily as part of the interview. It felt un-natural in one sense, sitting round a table, but also gave me the
opportunity to prepare something in advance and think about what I wanted to say to that group of people.”
– Revd Simon Cade.
Candidates are also asked to take part in a session with a psychotherapist to explore their calling and vocation– and the report is sent to the bishop and candidate.
Representatives taking part in the interview process have to act with absolute confidentiality – so don’t be tempted to ask them anything about it, they will not tell you anything.
The only communication after the event will be the official announcement which be coordinated by the Archdeacons’ office.
CHOSEN
“Recruiting clergy is a discernment process, not a role that is completely set in stone, and different from recruitment in other sectors.”
– Rebecca Evans, Ministry Development and Inclusion Officer at Diocese of Truro.
It will be the archdeacon’s or bishop’s job to make contact with the applicants. They will either be bringing good news or thanking them for their time.
It is up to the applicant to decide if this truly is the role they want – sometimes people realise it isn’t a good fit after all and can decline the offer to take up the post.
Once the decision is made, and the candidate has formally accepted the role to the bishop, it is time for THE ANNOUNCEMENT – and the name of the new clergy member will be read out in the church.
KEY TERMSTransition Advisor – Someone who works with parishes as a critical friend, a trusted companion to challenge and Patrons – Every church has at least one patron, they help to choose a new priest. Patrons have been in the Church of Patronage – Clergy housing. Parochial Church Council (PCC) – A PCC member is someone who serves both as a church leader and a charity trustee |
