The web presence manager role is closely connected to the work of the communications coordinator, and they can be combined into one role if the search team member has the skills to handle website and social media updates. 

If the role needs filled by a person or persons with the needed skills who is not on the search team, such as a staff member or a website volunteer, the communications coordinator with work closely with them to ensure that messaging meets the search team’s needs. 

A congregation’s online presence is a critical part of how it presents itself to the world. At a minimum, materials should be up to date and include information about congregational life and activities. Posting photos and videos will help tell the story of who you are and what your congregation does and cares about. Prospective applicants will be exploring all of the nooks and crannies of your website, and looking at your social media presence. Most congregation set up a special search-related section of their website, partly for prospective ministers and partly for informing the congregation about the work of search.

Time Requirement

After the Previous Minister Announces Their Departure

• Begin updating the website so that is reflects what is happening in the congregation. Retire old content and references to former staff. Make sure important guiding documents (mission, vision, covenant, bylaws, policies) are easily accessible to members. This can be a project spread out during the first year of interim ministry.
• Make a point of taking photos of events, the building and grounds, and people in the congregation to be used to make the congregation “come alive” within your web presence. Show what is vibrant about your people, whether it be your potlucks, music program, family ministry, social justice activities, or book groups.
• Enable your website to automatically post Sunday service information and events to your social media accounts
• Update any website and social media policies to be in alignment with your values and covenant

May Through August

• Create a search news section of the website that is congregation-focused. Include a photo of the search team with at least names and possibly a short biography.
• Include a timeline of the search activities so the congregation has a sense of the search journey, even if they are not given confidential details
• It can be helpful to create a category and design the page so that all public search-related posts automatically show up.
• Welcome creativity! The website can enhance and augment your congregation’s story. One congregation had their youth group make a short video for the search to help break down the stereotype that the church was “full of only old and stuffy people.”

Late October Through November

• Share summaries of the congregational assessment summary and the small group meetings and focus groups so the congregation has a shared sense of who you are and how you will present yourselves in the search materials. Some congregations share a copy of the congregational record with members via email or on a members-only section of the website.
• Create a password-protected section that is applicant-focused. Include:
  • More detailed biographies of the search team members
  • Links to information about the wider community showing local amenities. Brag about why your town or area is a great place to live!
  • You might include a visually pleasing page with links to items that are part of your documents packet

April — Once the Candidate is Announced Publicly

• Post the announcement about the candidate, with their photo, a biography, why the search team thinks they are a good match, and a link to their website
• Post clear communications and calendar about the candidating week.