How to hire an ancillary

How to hire an ancillary, step by step

Here's a step-by-step ancillary hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the ancillary you need to hire. Certain ancillary 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

   An ancillary's background is also an important factor in determining whether they'll be a good fit for the position. For example, ancillaries 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.

   Here's a comparison of ancillary salaries for various roles:

   Type of Ancillary	Description	Hourly rate
   Ancillary		$19-36
   Medical Internship	When it comes to a medical internship, one of the primary duties is to attend to the patients' needs while under a more experienced physician's supervision. During this period, the medical interns must rotate in various fields of specialties or departments for exposure... Show more	$15-37
   Pharmacist Clerk	A pharmacist clerk is responsible for performing clerical duties in the pharmacy setting, processing prescription orders, and accepting payments for the medications. Pharmacist clerks provide the best customer service by responding to the customers' inquiries and concerns regarding their medications, instructing them on the correct intake, including the dosage, time, and safe storage based on the physician's prescriptions... Show more	$12-19

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Computer System
   • Radiology
   • CPT
   • ICD-10
   • Nuclear Medicine
   • Epic
   • Patient Care
   • Quality Customer Service
   • Durable Medical Equipment
   • MRI
   • Physical Therapy
   • EKG
   • Service Issues

   Check all skills

   Responsibilities:

   • Manage the reception desk and assist answering phones, checking patients in for appointments as well as booking and canceling.appointments.
   • Manage difficult or emotional patient situations, with compassion and professionalism.
   • Provide patient reception, scheduling, and transcription of radiology reports with advance medical terminology training
   • Provide direct patient care including lab testing, patient transport, and settling patients in after surgery.
   • Collect 12 lead EKG and lung capacity tests.
   • Confirm ICD-10 coding and diagnoses are valid on all orders.

3. Make a budget

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

   • Location. For example, ancillaries' average salary in wyoming is 18% less than in maine.
   • Seniority. Entry-level ancillaries 46% less than senior-level ancillaries.
   • Certifications. An ancillary 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 ancillary's salary.

   Average ancillary salary

   $56,524yearly

   $27.18 hourly rate

   ---

   Entry-level ancillary salary

   $41,000 yearly salary

   Updated December 16, 2025

4. Writing an ancillary job description

   An ancillary job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an ancillary job description:

   Ancillary job description example

   Are you looking for a rewarding career where you can help improve the lives of at-risk youth?
   
   We're hiring an Kitchen Manager at Palm Beach Youth Academy in West Palm Beach, FL., an affiliate of Rite of Passage. Our employees are dedicated and passionate individuals that are committed to inspiring positive change in the lives of youth. Joining our team is more than just a job, it's an opportunity to create a meaningful career with a company driven by its powerful mission to make a difference.
   
   Rite of Passage is a leading national provider of programs and opportunities for troubled and at-risk youth from social services, welfare agencies and juvenile courts. With an emphasis on evidence-based practices and positive skill development, combined with our supportive and therapeutic approach, our organization is respected by industry experts as a highly effective solution for our youth. Since 1984, over 25,000 youths have entered and completed our programs. ROP has built its reputation on running life-changing educational treatment programs that positively contribute to the community.
   
   To be considered, you should:
   
   + Have a High School diploma or equivalent.
   
   + Have at least two years of experience supervising 5 or more employees.
   
   + Have at least four years of experience in a related role.
   
   + Be able to pass a criminal background check, drug screen, physical, and TB test.
   
   The Perks:
   
   + Eligible for Medical, Dental, Vision, and Life Insurance after 90 days of employment.
   
   + Choice of supplemental benefits, including Short Term Disability and Life Insurance.
   
   + Eligible for 100% 401k match of up to 6% of your salary after 1 year of employment.
   
   + Paid Time Off that can be used as soon as it accrues.
   
   + Free Meals on shift.
   
   + Employee incentives including On-The-Spot Bonuses, Rams Bucks, and Longevity Awards.
   
   + Growth opportunities nationwide - we have 40 programs in 16 states!
   
   + Tuition Assistance.
   
   Apply today and help us make a difference!
   
   Qualifications
   
   Behaviors
   
   Required
   
   + Leader: Inspires teammates to follow them
   
   + Team Player: Works well as a member of a group
   
   + Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
   
   + Enthusiastic: Shows intense and eager enjoyment and interest
   
   + Dedicated: Devoted to a task or purpose with loyalty or integrity
   
   Motivations
   
   Required
   
   + Self-Starter: Inspired to perform without outside help
   
   + Peer Recognition: Inspired to perform well by the praise of coworkers
   
   + Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
   
   + Goal Completion: Inspired to perform well by the completion of tasks
   
   Experience
   
   Required
   
   + 4 years: Experience in a food services related role.
   
   + 5 years: Experience supervising 5 or more employees.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   To find the right ancillary for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with ancillaries they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit ancillaries who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your ancillary job on Zippia to find and attract quality ancillary candidates.
   • Use niche websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit ancillaries, 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 ancillary

   Once you have selected a candidate for the ancillary 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new ancillary 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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