By Bill Ferrell

I’ve spent a lot of hours in interviews across campuses and roles—ministerial, professional, and admin. The longer I do this, the more convinced I am: a bad hire costs more than an open seat. You can train skills, but you can’t coach away chronic misalignment. Below are the church hiring red flags I look for, what they often sound like, and how to surface them before you extend an offer.

1) Misalignment with Mission and Beliefs

What it looks like: Vague answers about core doctrine; hesitancy around biblical authority; inability to articulate why local church mission matters.

Ask: “Tell me what you believe about Scripture. Where do you see that shaping your ministry practice?”

Why it matters: If we’re not rowing in the same theological direction, friction is guaranteed—on stage, in meetings, and in the halls.

2) Lack of Spiritual Practices

What it looks like: No rhythm of prayer, Scripture, worship, or biblical community.

Ask: “Walk me through your weekly habits with the Lord. Who are your people—your biblical community?”

Why it matters: Ministry is pouring out. If nothing’s pouring in, discouragement and drift aren’t far behind.

3) Overeagerness Without Cultural Awareness

What it looks like: A list of changes before they’ve listened; prescriptions with no diagnosis.

Ask: “If you joined us, your first 60 days would be what—specifically?”

Watch for: Candidates who lead with listening—stakeholder meetings, ministry ride-alongs, learning current systems—before proposing changes.

4) Deficiency in Humility or Teachability

What it looks like: “I’ve done this before—trust me.” Little ownership of past misses; defensiveness when pressed.

Ask: “Tell me about a time feedback changed your approach.”

Green flag: Clear, specific story with what they learned and how they adjusted behaviors.

5) Using the Role as an Escape Hatch

What it looks like: Extended criticism of a current church, boss, or team.

Ask: “What do you appreciate about your current role? What have you learned there?”

Why it matters: Pain travels. If unresolved patterns aren’t owned, they get imported.

6) Social Media Misalignment

What it looks like: Public posts that clash with your church’s tone, unity, or witness.

Do: Review public feeds. You’re not hunting perfection—you’re assessing judgment, discretion, and alignment.

7) Unrealistic Expectations of the Role

What it looks like: “I’ll leave if…” lists that require budget you don’t have or authority the role won’t carry.

Ask (my favorite): “It’s 18 months in and you’re ready to quit. What went wrong?”

Why it matters: You’ll hear their non-negotiables—helpful for clarity, disqualifying when out of step with reality.

How to Surface Red Flags Early

Use Performance-Based Questions

• “Describe a time you inherited a struggling ministry. How did you learn the culture before you led change?”
• “Tell me about a conflict you owned. What did you do differently the next time?”

Standardize the Interview

Ask finalists the same questions. It ensures apples-to-apples comparison, especially on character and chemistry.

Bring the Team Into It

Have key team members meet candidates. Give them permission to be honest. Strong teams protect the culture before you make a mistake.

Check for Capacity, Not Just Competency

Competent people can still be overwhelmed by complexity, scale, or pace. Probe for ceiling and grit:

• “Tell me about the largest scope you’ve managed—budget, volunteers, complexity. What stretched you?”

Quick Screening Checklist

• Clear theological alignment and love for the local church
• Evidence of regular spiritual practices and biblical community
• First-60-days plan prioritizes listening before changing
• Teachable posture; owns mistakes with specifics
• Respectful about current leaders and church
• Public social presence reflects wisdom and unity
• Expectations match the role’s authority, resources, and pace

Bottom line: Don’t hire a résumé; hire a disciple who strengthens your team’s culture and mission. An empty chair is cheaper than a misaligned one.