A website isn’t enough. In a world where your church is first engaged with online, the internet has the capacity to be an active and fruitful ministry. That’s why your team may need a digital discipleship pastor – someone who creates digital content for the community and is the digital expert for your team.
Why having a digital discipleship pastor matters
Unlike a communications pastor, who develops your brand, design, and facilitates announcements, a digital discipleship pastor’s responsibilities focus on spiritual development through those tools. Their job exists to create a digital space that is not just informational, it’s transformational, helping people go from casual engagement to committed discipleship.
This role can give your team the boost it needs to maximize efficiency. A digital discipleship pastor can take on tasks such as creating devotionals, facilitating online small groups and prayer groups, and social media engagement. They can also expand your church’s digital presence by following up with those who watch services online and integrating the latest tech tools and strategies. Having an expert or forerunner on the team means you have someone to equip your staff and volunteers to integrate digital discipleship in their ministries. This position can transform the way your church utilizes technology for your community.
Finding a digital discipleship pastor for your team
Any search can be tricky, but this is especially true for a role that’s new in the field. Here are some key elements you need to know before seeking a digital discipleship pastor for your team.
1. Clarify the role
Whether or not this role is new to you, you must start by defining who a digital discipleship pastor is in your church. Articulate with your team what their responsibilities are to match your team’s needs, your vision for how they will influence the team, and your vision for your church’s digital discipleship.
It can help to define the position as primarily strategic (big-picture systems), pastoral (people-focused), creative (content development), or a blend. You can also decide how to structure the role – full-time, part-time, hybrid, or shared responsibility.
2. Identify qualifications
Depending on your church’s culture, needs, and vision, the skills and qualifications needed can look different. Here’s a head start. Look for someone with:
- Spiritual leadership skills
- Tech fluency
- Content creation skills (including writing, video editing, and curriculum development)
- Project management skills
- Relevant experience (any pastoral or ministry experience that develops the skills above)
Keep in mind that the person you choose will be in a position to influence your team and congregation. It’s up to your team to determine what qualifications and experience are necessary for the role as you defined it.
3. Prioritize mission-alignment
As with any hire, the importance of mission-alignment above all else cannot be overstated. As you start to sort through candidates and interview, search for the right heart that aligns with your church’s heartbeat. This person should talk about technology as a tool, not a replacement for personal interaction and discipleship. The right candidate will be able to use digital platforms to bring people together.
4. Ask the right questions
You’re looking for someone who can adapt, innovate, and lead change with humility. Listen for experiences that indicate these abilities and a humble heart. Experiences leading digital pivots are especially helpful (such as experiences on major platforms or during the pandemic).
Ask questions such as:
- What church tech platforms or digital tools have you worked with? Which ones do you find most effective for discipleship, and why?
- Describe a piece of digital content you created. What was the goal, and how did it perform?
- What’s one way you’ve helped foster authentic community online?
- How do you keep your focus on spiritual formation rather than just content or clicks?
- What’s your approach to integrating digital tools with in-person ministry?
Listen for answers that indicate the candidate’s creativity, theological grounding, and relational mindset. Be wary of answers too focused on metrics.
5. Integrate
This role works best when not in isolation. Plan for your digital discipleship pastor to work with existing pastors, supporting each other with overlapping responsibilities. When casting the vision for this role, plan for how they will collaborate with communications, worship, and discipleship teams.
Churches are changing how they see technology. Since the pandemic, hybrid models, online campuses, and dispersed campuses are increasingly common. The internet is more than a broadcasting tool now; it’s a unique discipleship environment. With an equipped staff who embraces the digital spaces your congregation uses, your church can reach people in ways you never could have before.
