How to hire an access control specialist

How to hire an access control specialist, step by step

Here's a step-by-step access control specialist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an access control specialist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new access control specialist
• Step 8: Go through the hiring process checklist

What does an access control specialist do?

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1. Identify your hiring needs

   Before you start hiring an access control specialist, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An access control specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, access control specialists from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents access control specialist salaries for various positions.

   Type of Access Control Specialist	Description	Hourly rate
   Access Control Specialist	Information security analysts plan and carry out security measures to protect an organization’s computer networks and systems. Their responsibilities are continually expanding as the number of cyberattacks increases.	$16-41
   Information Systems Security Officer	An information systems security officer's role is to perform preventive measures to protect a company's data and systems from hackers or cyber-attacks. Their responsibilities revolve around assessing the existing security measures to identify any vulnerabilities or inconsistencies, recommending and implementing changes to improve security systems, and developing new strategies and programs for data protection... Show more	$32-57
   Information Security Officer	Information security officers are responsible for planning and implementing policies to safeguard an organization's computer network and data from different types of security breaches. Their duties typically include identifying computer network vulnerabilities, developing and executing a plan to secure and protect the network, and tracking computer network usage to ensure adherence to security policies... Show more	$45-91

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Control Devices
   • TS/SCI
   • Customer Service Functions
   • Customer Facilities
   • Front Line
   • Patrol
   • Hazardous Materials
   • CCTV
   • Security Cameras
   • Security Systems
   • CAC
   • DOD
   • Intrusion Detection Systems
   • Emergency Procedures

   Check all skills

   Responsibilities:

   • Furnish key initiative in all parts of government and commercial contract/compliance and manage transportation, logistics and substance contracting exercises.
   • Monitor overall physical security (alarm systems, close circuit television (CCTV) ) systems at assign SOC/ACC.
   • Programme access control and digital video recording CCTV security systems.
   • Perform minor painting, plumbing and electrical repairs
   • Recognize visitors and verify clearance using the Lenel DHS system.
   • Maintain a high level of integrity, punctuality and customer service at all times.

   More access control specialist duties

3. Make a budget

   Including a salary range in your access control specialist job description is a great way to entice the best and brightest candidates. An access control specialist salary can vary based on several factors:

   • Location. For example, access control specialists' average salary in florida is 49% less than in massachusetts.
   • Seniority. Entry-level access control specialists earn 60% less than senior-level access control specialists.
   • Certifications. An access control specialist with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an access control specialist's salary.

   Average access control specialist salary

   $54,215yearly

   $26.06 hourly rate

   ---

   Entry-level access control specialist salary

   $34,000 yearly salary

   Updated January 3, 2026

   Average access control specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$86,392	$42
   2	New York	$81,293	$39
   3	Maine	$75,063	$36
   4	Virginia	$69,541	$33
   5	District of Columbia	$69,002	$33
   6	Pennsylvania	$68,637	$33
   7	Michigan	$68,543	$33
   8	Maryland	$68,060	$33
   9	California	$68,042	$33
   10	Ohio	$67,265	$32
   11	Colorado	$66,442	$32
   12	Arizona	$64,235	$31
   13	Oregon	$63,930	$31
   14	Wisconsin	$59,539	$29
   15	Minnesota	$58,913	$28
   16	North Carolina	$55,968	$27
   17	Indiana	$53,407	$26
   18	Texas	$53,328	$26
   19	Nebraska	$52,267	$25
   20	Louisiana	$50,628	$24

   Average access control specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Federal Reserve Bank	$103,536	$49.78
   2	Federal Reserve	$102,920	$49.48
   3	Oracle	$93,375	$44.89	99
   4	Zayo Group	$85,569	$41.14
   5	Lawrence Livermore National Laboratory	$83,013	$39.91	2
   6	Fresenius Medical Care North America Holdings Limited Partnership	$80,287	$38.60
   7	Blessing Hospital Emergency Room	$79,832	$38.38	4
   8	Hutchinson Regional Medical Center	$78,755	$37.86
   9	University of Rochester	$78,363	$37.67	19
   10	Northern Arizona Healthcare Corporation	$78,295	$37.64	3
   11	Tenet Healthcare	$78,076	$37.54	121
   12	DXC Technology	$76,726	$36.89	2
   13	Saalex Solutions	$76,161	$36.62	3
   14	Global Resource Solutions Inc	$74,969	$36.04	2
   15	Dayton Children's Hospital	$74,941	$36.03	4
   16	B. Braun Medical	$74,854	$35.99	1
   17	Mercy College	$74,795	$35.96
   18	Chenega	$73,923	$35.54	33
   19	IAP Worldwide Services	$73,697	$35.43
   20	Univ. Of Texas Cancer Ctr.	$73,126	$35.16	5

4. Writing an access control specialist job description

   A good access control specialist job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an access control specialist job description:

   Access control specialist job description example

   **About This Position:**
   
   The Card Accessibility Specialist will contribute to the ongoing accessibility effort of the JPMorgan Chase Card Accessibility Team by identifying and suggesting potential solutions for accessibility barriers on Chase-branded web content as well as mobile apps and documents like PDFs. The position sits within the Chief Administrative Office organization of Card Services, a key business with in Chase's Consumer & Community Banking group.
   
   **Responsibilities:**
   
   We are looking for a knowledgeable and resourceful Accessibility Specialist for the JPMorgan Chase Card Accessibility Team. The perfect candidate should be passionate about accessibility, and understand why accessibility matters on a human level, as well as from a business perspective. The Accessibility Specialist will test against WCAG 2.1 Level AA standards across Chase-branded sites and assist internal teams with accessibility-related concerns.
   
   **Qualifications:**
   
   + 2 or more years Accessibility Testing working experience or equivalent education
   
   + Solid knowledge of WCAG 2.1 standards, as well as an understanding of ADA, Section 508, and other related accessibility standards/laws
   
   + Ability to identify root cause of accessibility issues by inspecting code: HTML, ARIA, JavaScript, AJAX, Java, .net
   
   + Experience using desktop screen readers (NVDA, JAWS, VoiceOver) and mobile screen readers (Talkback, VoiceOver)
   
   **Ideal candidates would:**
   
   + Demonstrate strong communication, critical thinking, and creative problem-solving skills
   
   + Understand the difference between functional, usability, and accessibility defects, and know what to include when writing a defect
   
   + Build techniques and methods for group facilitation and consensus building
   
   + Work independently, in a team, and with or without direction is imperative
   
   + Be results-oriented with a strong attention to detail
   
   + Be well-versed in the common accessibility barriers people with hearing, physical, speech, cognitive, and vision disabilities experience while using the web or mobile apps
   
   Chase is a leading financial services firm, helping nearly half of America's households and small businesses achieve their financial goals through a broad range of financial products. Our mission is to create engaged, lifelong relationships and put our customers at the heart of everything we do. We also help small businesses, nonprofits and cities grow, delivering solutions to solve all their financial needs.
   
   We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.
   
   The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.
   
   As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. Employees are expected to follow the Firm's current COVID-19 or other infectious disease health and safety requirements, including local requirements. Requirements include sharing information including your vaccine card in the firm's vaccine record tool, and may include mask wearing. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests as required by applicable law.
   
   Equal Opportunity Employer/Disability/Veterans

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right access control specialist for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your access control specialist job on Zippia to find and recruit access control specialist candidates who meet your exact specifications.
   • Use field-specific websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Recruiting access control specialists requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   If your interviews with access control specialist applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new access control specialist

   Once you've found the access control specialist candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new access control specialist first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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