How to hire an advanced nursing professor

How to hire an advanced nursing professor, step by step

Here's a step-by-step advanced nursing professor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an advanced nursing professor, 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 advanced nursing professor's background is also an important factor in determining whether they'll be a good fit for the position. For example, advanced nursing professors 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 advanced nursing professor salaries for various positions.

   Type of Advanced Nursing Professor	Description	Hourly rate
   Advanced Nursing Professor	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$52-174
   Clinical Instructor	A clinical instructor is responsible for instructing and evaluating the clinical training of health sciences students. Clinical instructors identify each student's potential and areas of improvement to adjust the teaching approach as needed... Show more	$22-74
   Instructor Nurse	Nurse educators are instructors in the medical field. Usually, they are a registered nurse with additional education in the area of teaching... Show more	$20-51

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patient Care
   • Educational Innovation

   Responsibilities:

   • Lead outreach to community and statewide stakeholders in the PPCC entrepreneurship program.
   • Implement and evaluate nursing curriculum with an appreciation for diversity, cultural awareness, ethics, integrity, and professional judgment.
   • Double tutoring windows to improve student participation.

3. Make a budget

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

   • Location. For example, advanced nursing professors' average salary in georgia is 37% less than in north dakota.
   • Seniority. Entry-level advanced nursing professors earn 70% less than senior-level advanced nursing professors.
   • Certifications. An advanced nursing professor 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 advanced nursing professor's salary.

   Average advanced nursing professor salary

   $199,060yearly

   $95.70 hourly rate

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   Entry-level advanced nursing professor salary

   $109,000 yearly salary

   Updated December 5, 2025

4. Writing an advanced nursing professor job description

   A job description for an advanced nursing professor 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 advanced nursing professor job description:

   Advanced nursing professor job description example

   Who we are:
   
   La Rabida Children's Hospital is the only hospital of its kind in Chicago. We specialize in treatment of chronic illnesses, developmental disabilities, abuse and trauma. La Rabida provides comprehensive, interdisciplinary health services to children across a continuum of care, serving as a model for family-centered care.
   
   La Rabida is a very special place. Triumphs occur here. Children overcome odds and excel beyond hope. This is where those who serve gain more than they give. La Rabida offers rewarding job opportunities across a wide array of clinical, administrative and support service functions. Our lakefront location is spectacular. If you're ready to work for an organization where caring is a way of life, you've come to the right place.
   
   Job Summary:
   
   4 day - 10 hour per day work schedule
   
   Function in an independent and professional manner to provide high-quality behavioral health services to outpatient clients and their families.
   
   * Work with behavioral and mood disorders in children and adolescents
   * Use evidenced based models of care
   * Independently conducts clinical intake assessments and assigns DSM 5/ICD-10 diagnosis
   * Issues and scores various scales and measures to evaluate functioning and for diagnostic clarification
   * Conducts individual, family and group therapy
   * Provides case management and advocacy for clients
   * Provides support to department colleagues as needed
   * Provides both care in outpatient setting and during medical clinics
   * Provides coverage for colleagues as needed
   * Documents sessions and clinical activities within the guidelines of hospital policies and accreditation
   * Attends department meetings and presents cases for review
   * Collaborates with internal and external providers to promote comprehensive care
   * Works with diverse client base
   * Interfaces and collaborates with hospital multidisciplinary team
   
   Job Requirements:
   
   What we need from you:
   
   * LCSW or PhD in Psychology required.
   * Professional experience in delivering behavioral health care to children and adolescents.
   * CPR required: Only certifications issued by the American Heart Association or the American Red Cross will be accepted.
   
   What you will receive:
   
   * Competitive Salary
   * Comprehensive Medical, Dental and Vision coverage
   * Life Insurance, Disability Insurance and Accident Insurance
   * Retirement Plan - plan for your future and life after La Rabida with our customized 403b plan with generous matching
   * Generous Paid Time Off (PTO) - we make sure employees have the time they need to recharge and be the best versions of themselves!
   * Tuition Reimbursement

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right advanced nursing professor 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 advanced nursing professor job on Zippia to find and attract quality advanced nursing professor candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit advanced nursing professors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 advanced nursing professor

   Once you have selected a candidate for the advanced nursing professor 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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