How to hire an admissions clerk

How to hire an admissions clerk, step by step

Here's a step-by-step admissions clerk hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the admissions clerk you need to hire. Certain admissions clerk roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them an admissions clerk to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an admissions clerk that fits the bill.

   The following list breaks down different types of admissions clerks and their corresponding salaries.

   Type of Admissions Clerk	Description	Hourly rate
   Admissions Clerk	General office clerks perform a variety of clerical tasks, including answering telephones, typing documents, and filing records.	$11-19
   Patient Registrar	A patient registrar is responsible for receiving patients in a hospital or other health care institutions, verifying their information, and leading them to the appropriate facility for their health care needs. Patient registrars manage the hospital's database, updating patients' information, confirming insurance details, taking calls, responding to patients' inquiries and concerns, scheduling appointments, and performing related administrative and clerical tasks as needed... Show more	$12-20
   Patient Access Representative	A Patient Access Representative is the first point of contact of a patient in a hospital facility. Among the duties include the checking-in and out of a patient, gathering a patient's information for the Doctors and Nurses to use, communicates with the patient's family or caregivers, and processes insurance billing... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Data Entry
   • Customer Service
   • Insurance Forms
   • Computer System
   • Patient Demographics
   • Surgery
   • Insurance Verification
   • Medicaid
   • Office Equipment
   • Outpatient Services
   • Medical Terminology
   • HIPAA
   • Hippa

   Check all skills

   Responsibilities:

   • Manage an adjoining veterinary supply shop that sell medications, animal food and pet equipment.
   • Register patients via ambulances and lobby registration.
   • Utilize ICD-9 and CPT-4 coding in admitting patients and pre-certifications/authorizations for admissions and procedures.
   • Interview incoming patients or representatives and enter information require for admission and emergency department registration into the computer.
   • Interpret institutes regulations and charges to patients and/or family members, obtaining necessary information and signatures where necessary.
   • Maintain communications with physicians' offices and unit secretaries/nursing coordinator to ensure bed placement of direct admissions and in-patient surgery candidates.

3. Make a budget

   Including a salary range in your admissions clerk job description is one of the best ways to attract top talent. An admissions clerk can vary based on:

   • Location. For example, admissions clerks' average salary in new mexico is 43% less than in alaska.
   • Seniority. Entry-level admissions clerks 41% less than senior-level admissions clerks.
   • Certifications. An admissions clerk with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an admissions clerk's salary.

   Average admissions clerk salary

   $15.38hourly

   $31,980 yearly

   ---

   Entry-level admissions clerk salary

   $24,000 yearly salary

   Updated January 2, 2026

4. Writing an admissions clerk job description

   A job description for an admissions clerk role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an admissions clerk job description:

   Admissions clerk job description example

   Job DescriptionSalary: $18.00-$26.62
   

   Department: Customer Relations

   Shift: PRN (as needed)
   

   
   

   Job Summary

   
   

   This position greets patients, assembles, interprets, analyzes, and enters patient financial and demographic data in the computer. Provides general office support with a variety of clerical activities and related tasks. The clerk will be responsible for answering incoming calls, directing calls to appropriate associates, flow of correspondence, requisition of supplies as well as additional clerical duties.

   
   

   Essential Job Functions

   
   

   • Greets patients/families promptly and courteously as the patient arrives.
   • Answers the telephone, provides requested information or takes messages, and directs caller to appropriate personnel.
   • Provides interpretation of forms to be signed upon admission including patient rights and living will questions.
   • Reviews all patient forms for completeness, accuracy, and appropriate signatures.
   • Collects deposits and/or co-pays according to established guidelines.
   • Maintain confidentiality in matters pertaining to patients, physicians, staff and hospital.
   • Practices caution and uses good judgment in relaying messages and giving information to patients, families, and visitors.
   • Directs any patient, family, or visitor complaints to the appropriate person for prompt resolution.

   
   

   Demonstrates the spirit of the philosophy, mission, and values of the hospital through words and actions and implements them into departmental processes, programs, and the working environment.

   
   

   Animas Surgical Hospital offers a competitive benefits package including but not limited to: health, dental, vision, & life insurance. 401k with employer matching

   
   

   Animas Surgical Hospital is a drug free workplace and performs a pre-employment alcohol and drug screen which includes marijuana.
   

   
   

   Compensation: $18.00 - $26.62

   
   

   Minimum Requirements

   
   

   Education: High School diploma or its equivalent.

   
   

   Certification, Licensure: Not applicable

   
   

   Experience, Training, Knowledge: Minimum of one (1) to two (2) years experience as an admissions clerk or in Health Information Services in a hospital setting or on the job training.

   
   

   Physical Requirements:

   
   

   This position requires lifting, carrying, pushing, and/or pulling up to ten (10)+ pounds. Stooping, kneeling, crouching, reaching, grasping, handling, and balancing 5 or more hours per day. Sensory and communicative activities including: hearing seeing, and speaking to be able to carry out essential job functions.

   
   

   ASH IMMUNIZATIONS AND VACCINATIONS REQUIREMENTS – Aligns with CDC’s Advisory Committee on Immunization Practices (ACIP) for Healthcare Personnel

   Hepatitis B - Lab evidence of immunity to Hepatitis B or three doses Hep B vaccine at appropriate intervals

   Influenza - mandatory from November 1st through March 31st each year

   Measles, Mumps, and Rubella - Lab evidence of immunity to Measles, Mumps, and Rubella or 2 doses of MMR Vaccination

   Varicella (chickenpox) - Lab evidence of immunity to Varicella or 2 doses of Varicella Vaccine

   Tetanus, diphtheria, pertussis (Tdap) - documented proof of immunization

   Tuberculosis Screening - All new-hires undergo a two-step TB skin test

   * VACCINE RECORDS OR EVIDENCE OF IMMUNITY ARE REQUIRED PRIOR TO 1ST DAY OF SCHEDULED WORK*

   
   

   Copy this example

   

5. Post your job

   To find admissions clerks for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any admissions clerks they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level admissions clerks with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your admissions clerk job on Zippia to find and recruit admissions clerk candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting admissions clerks 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.

   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 admissions clerk

   Once you have selected a candidate for the admissions clerk position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   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 admissions clerk 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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