How to hire an assessment specialist

How to hire an assessment specialist, step by step

Here's a step-by-step assessment 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 assessment specialist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new assessment specialist
• Step 8: Go through the hiring process checklist

What does an assessment specialist do?

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1. Identify your hiring needs

   The assessment specialist hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

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   Hiring the perfect assessment specialist also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of assessment specialist salaries for various roles:

   Type of Assessment Specialist	Description	Hourly rate
   Assessment Specialist	Social workers help people solve and cope with problems in their everyday lives. One group of social workers—clinical social workers—also diagnose and treat mental, behavioral, and emotional issues.	$22-41
   Clinical Counselor	A Clinical Counselor interviews clients to assess their mental health and behavioral problems. They examine issues such as substance abuse, depression, stress, aging and self-image.	$20-32
   Addictions Counselor	An Addictions Counselor helps patients overcome personal addiction problems, such as dependence on drugs, alcohol, and other substances. They evaluate the condition of their client through examining, asking questions, and recommending the proper treatment options.	$15-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Social Work
   • Patients
   • Edition
   • Professional Development
   • Mental Health Assessments
   • Crisis Intervention
   • Good Judgment
   • Clinical Assessments
   • Patient Care
   • K-12
   • Adaptive
   • Data Entry
   • Rehabilitation
   • Assessment Process

   Check all skills

   Responsibilities:

   • Screen, identify, diagnose using DSM nomenclature, treat and manage mental health and/or substance abuse problems.
   • Collaborate with clinical staff regarding patient care during testing and any accommodations or adjustments require for patients being test.
   • Work with school assessment coordinators; train and evaluate staff.
   • Examine EMR documentation to determine resident's needs as required by CMS' MDS regulations.
   • Comply with CMS guidelines for Medicaid residents for admission, quarterly and significant change updates as appropriate.
   • Research and create original content for monthly SOE meetings; PowerPoint with synchronous live web camera interactions with faculty.

   More assessment specialist duties

3. Make a budget

   Including a salary range in the assessment specialist job description is a good way to get more applicants. An assessment specialist salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for an assessment specialist in Florida may be lower than in New Jersey, and an entry-level engineer typically earns less than a senior-level assessment specialist. Additionally, an assessment specialist with lots of experience in the field may command a higher salary as a result.

   Average assessment specialist salary

   $64,402yearly

   $30.96 hourly rate

   ---

   Entry-level assessment specialist salary

   $47,000 yearly salary

   Updated January 24, 2026

   Average assessment specialist salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$82,078	$39
   2	Connecticut	$81,015	$39
   3	California	$80,191	$39
   4	District of Columbia	$79,869	$38
   5	New Hampshire	$79,263	$38
   6	Minnesota	$78,602	$38
   7	New York	$77,813	$37
   8	North Dakota	$75,729	$36
   9	Nevada	$75,271	$36
   10	Rhode Island	$74,186	$36
   11	North Carolina	$73,193	$35
   12	Washington	$72,745	$35
   13	Illinois	$70,266	$34
   14	Utah	$69,383	$33
   15	Oregon	$68,491	$33
   16	Wyoming	$68,385	$33
   17	Michigan	$68,328	$33
   18	Virginia	$67,586	$32
   19	Iowa	$67,515	$32
   20	Alaska	$67,281	$32

   Average assessment specialist salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Microsoft	$118,952	$57.19	2
   2	Citi	$103,906	$49.95	8
   3	Stanford University	$90,055	$43.30	38
   4	M&T Bank	$86,058	$41.37
   5	Deutsche Bank	$82,195	$39.52	3
   6	Medtronic	$82,024	$39.43	255
   7	Maxim Healthcare Group	$79,573	$38.26	46
   8	Jacobs Engineering Group	$76,992	$37.02
   9	Pennsylvania College of Technology	$76,800	$36.92	3
   10	Susquehanna International Group	$75,679	$36.38	2
   11	Amazon	$75,520	$36.31	23
   12	University of California-Berkeley	$74,976	$36.05	2
   13	Noblis	$74,549	$35.84
   14	Five9	$74,149	$35.65
   15	Foundation Health Services	$73,769	$35.47
   16	Chicago Public Schools	$72,555	$34.88	21
   17	Getty Images	$72,398	$34.81
   18	Infosmart Technologies	$71,825	$34.53
   19	The University of Chicago	$71,816	$34.53	3
   20	Technosoft	$71,777	$34.51

4. Writing an assessment specialist job description

   An assessment specialist 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. To help get you started, here's an example of an assessment specialist job description:

   Assessment specialist job description example

   This position will manage day to day administrative activities associated with cx Loyalty's Client Assessment and ISO programs. Will coordinate, plan and execute deliverables to support risk leadership and program objectives. Role will encompass baseline understanding of operational process, technology and business drivers across the organization in domains concerning information protection, operational performance and company control standards. Will interface with Client Account Management and Internal Stakeholders to produce concise reporting of deliverables and findings including resolution of gap/remediation activities.
   
   The typical pay scale for this role is between $69,800 and $78,300, although pay could be lower or higher based on factors such as experience, skills, etc. This compensation range is specific to Connecticut - and may differ in other locations due to cost of labor considerations. In addition, the role may be eligible for incentives earned as part of the Annual Incentive plan which is discretionary and based on the performance of the firm, the business unit and the individual.
   
   JPMorgan Chase is committed to providing a comprehensive set of benefits choices to meet different employee needs and lifestyles. The JPMorgan Chase U.S. Benefits Program is generally available in whole or in part to most employees in the U.S. who meet the eligibility criteria.
   Job Responsibilities:
   Create master view of audit activity and support timeline projections Monitor and report progress within developed project planning Ensure timely response to remediation activity Validate historical audit responses and append to current / go-forward audit criteria Maintain archives of process narratives, control descriptions, testing methods and materials Work with various departments to facilitate assessment process Perform role of administrator to meet objectives Support onsite audits as needed Meet or exceed published service levels
   
   Skills:
   Strong communication skills both verbal and written across all levels of the organization Strong organizational skills with attention to detail Ability to prioritize and multi-task activities within a fast paced environment Knowledge and practical use of project planning techniques Ability to understand high level Information Technology, business and operational processes and define requirements for solutions Strong Project management skills Experience in risk and audit such as ISO 27001 Payment Card Industry (PCI) SOC Internal Audit Certification in related disciplines such as Certified Information Security Auditor (CISA) Certified Information Security Manager (CISM) Certified Information Systems Security Professional (CISSP) Project Management Professional (PMP)
   Required Experience:
   BA/BS or equivalent experience 2+ years experience in risk and/or control assessment Process and quality orientation with attention to detail Strong Microsoft Office skills Self-motivated, independent and driven by sense of accomplishment with the ability to rally the troops to do what it takes to meet or exceed customer expectations Exceptional up beat and optimistic attitude, quick learner with the ability to understand and adapt to new requirements Travel as needed
   
   EEO Statement
   
   JPMorgan Chase is an equal opportunity and affirmative action employer Disability/Veteran.
   
   cx Loyalty, a subsidiary of JPMorgan Chase, is a leading provider of loyalty technology services with rewards content in relevant categories including travel, gift cards, merchandise and incentives while using data and analytics to personalize, optimize and deliver a world-class customer experience. We have more than 40 years of experience designing, administering and fulfilling market leading loyalty programs for our respected clients and their customers. Based in Stamford, Conn., cx Loyalty has more than 1,700 associates and provides services to consumers located in 14 countries.

   Copy this example

   

5. Post your job

   There are a few common ways to find assessment specialists for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Recruiting assessment 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 assessment specialist

   Once you've decided on a perfect assessment specialist candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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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How much does it cost to hire an assessment specialist?