How to hire an assistant to the chairperson

How to hire an assistant to the chairperson, step by step

Here's a step-by-step assistant to the chairperson hiring guide:

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

What does an assistant to the chairperson do?

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1. Identify your hiring needs

   Before you start hiring an assistant to the chairperson, 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 assistant to the chairperson's background is also an important factor in determining whether they'll be a good fit for the position. For example, assistants to the chairperson 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.

   The following list breaks down different types of assistants to the chairperson and their corresponding salaries.

   Type of Assistant To The Chairperson	Description	Hourly rate
   Assistant To The Chairperson	Dental assistants perform many tasks, ranging from providing patient care and taking x rays to recordkeeping and scheduling appointments. Their duties vary by state and by the dentists’ offices where they work.	$15-30

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Chair Side
   • Dental Procedures
   • Travel Arrangements
   • Patient Care
   • Financial Reports
   • Scheduling Appointments
   • Front Desk
   • Meeting Minutes
   • Event Planning
   • Infection Control
   • Expense Reports
   • Office Management
   • International Travel

   Check all skills

   Responsibilities:

   • Handle scheduling of patients, answer telephone calls, efficiently manage patient accounts including billing insurance companies.
   • Cover hygiene schedules when need performing coronal polishing and placing sealants.
   • Apply sealants, fluoride treatments, and perform coronal polishing for oral prophylaxis.
   • Pour, trim and fabricate models for bleaching trays, night guards, and dentures.
   • Compose yearly commencement booklet using PowerPoint.
   • Develop PowerPoint presentations and handouts for medical students, residents and national conferences.

   More assistant to the chairperson duties

3. Make a budget

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

   • Location. For example, assistants to the chairperson' average salary in mississippi is 42% less than in minnesota.
   • Seniority. Entry-level assistants to the chairperson earn 50% less than senior-level assistants to the chairperson.
   • Certifications. An assistant to the chairperson 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 assistant to the chairperson's salary.

   Average assistant to the chairperson salary

   $45,648yearly

   $21.95 hourly rate

   ---

   Entry-level assistant to the chairperson salary

   $32,000 yearly salary

   Updated January 21, 2026

   Average assistant to the chairperson salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$54,780	$26
   2	Washington	$50,095	$24
   3	New York	$47,454	$23
   4	Florida	$44,803	$22
   5	Colorado	$43,423	$21
   6	South Carolina	$40,559	$20
   7	Wisconsin	$40,207	$19
   8	Ohio	$39,689	$19
   9	Missouri	$38,219	$18
   10	Texas	$38,218	$18

   Average assistant to the chairperson salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	School of Visual Concepts	$146,740	$70.55
   2	Raymond James Financial	$71,788	$34.51
   3	UC Merced	$55,830	$26.84
   4	University of California	$53,311	$25.63	1
   5	University of Colorado Boulder	$51,895	$24.95
   6	University of California-Berkeley	$51,585	$24.80
   7	Cornell University	$51,120	$24.58
   8	UMiami Health System	$49,935	$24.01	4
   9	University of Washington	$49,492	$23.79	16
   10	Univ Of Colorado-Colorado Spgs	$49,175	$23.64
   11	University of Texas System	$48,523	$23.33	12
   12	University at Buffalo	$48,300	$23.22	10
   13	Binghamton University	$48,058	$23.10
   14	The Ohio State University	$47,840	$23.00	1
   15	University of Wisconsin System	$47,304	$22.74	4
   16	UCLA	$46,101	$22.16	3
   17	Pratt Industries	$44,328	$21.31
   18	Ohio State University Medical Center	$42,987	$20.67
   19	UT Health San Antonio	$41,702	$20.05	3
   20	WASHINGTON UNIVERSITY OF VIRGINIA	$39,846	$19.16

4. Writing an assistant to the chairperson job description

   A good assistant to the chairperson 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 assistant to the chairperson job description:

   Assistant to the chairperson job description example

   Responsibilities
   
   The Assistant to the Chair
   
   will report directly to the Chair in the Department of Physiology in the David
   
   Geffen School of Medicine. In this role, you will provide Executive level
   
   administrative and analytical support to the chair. This includes support in the areas of
   
   department administration, facilities, equipment and space management, event
   
   planning and staffing of committees. The
   
   incumbent will act as a resource providing Academic Services. Your primary responsibilities include phases of
   
   academic personnel, such as recruitment, on-boarding, off-boarding, dossier
   
   preparation and coordination of departmental academic review activities
   
   including promotions and merits and voting process. Direct on-going and special
   
   projects as needed. You will also develop and maintain
   
   relations with individuals throughout the School and University in order to
   
   ensure productive relations.Qualifications
   
   + Demonstrated ability to obtain, compile and organize information from faculty and other entities for preparation of documents and reports. Required
   
   + Excellent interpersonal skills to communicate effectively to persons of various social, cultural, economic and/or educational backgrounds to obtain information, explain policies and procedures, provide information and resolve conflicts. Required
   
   + Excellent writing and editing skills to draft correspondence that is professional, clear, and concise. Required
   
   + Skill in establishing and maintaining accurate and well organized files. Required
   
   + Knowledge of University policies and procedures (including travel lecture fees, etc) strongly preferred
   
   + Skill in working as part of a team and ability to collaborate with others. Required
   
   + Demonstrated ability to prioritize and complete work in a timely manner taking into consideration changing workloads, priorities, and competing deadlines. Required
   
   + Demonstrated intermediate to advanced skill in the use of Word, Excel, Outlook, Access, and Internet Explorer. Required
   
   + Skill in managing multiple conflicting tasks and changing priorities to meet strict deadlines, while dealing with regular interruptions.
   
   + Skill in establishing and maintaining filing systems (hard copy and computer) for personnel records, correspondence, manuals, etc. Required
   
   + Knowledge of campus space database and Facilities Service Request process strongly preferred
   
   + Working knowledge of building, safety and construction processes. Preferred
   
   + Knowledge of campus inventory of equipment process. Preferred
   
   + Demonstrated detailed knowledge of the academic personnel process procedures for appointments, advancements, and reviews. Preferred
   
   + Demonstrated knowledge, and ability to interpret, apply, and seek clarification and interpretation of policies and guidelines in The CALL. Preferred
   
   + Demonstrated knowledge, and ability to interpret, apply, and seek clarification and interpretation of APM policies and guidelines. Preferred
   
   UCLA is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.
   
   UCLA Health welcomes all individuals, without regard to race, sex, sexual orientation, gender identity, religion, national origin or disabilities, and we proudly look to each person's unique achievements and experiences to further set us apart.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right assistant to the chairperson 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 assistant to the chairperson job on Zippia to find and recruit assistant to the chairperson candidates who meet your exact specifications.
   • Use field-specific websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with assistant to the chairperson candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 assistant to the chairperson

   Once you have selected a candidate for the assistant to the chairperson 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 important to follow up with applicants who do not get the job with an email letting them know that the position is 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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