How to hire an audiology internship

How to hire an audiology internship, step by step

Here's a step-by-step audiology internship hiring guide:

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

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1. Identify your hiring needs

   Before you post your audiology internship job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an audiology internship for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   An audiology internship's background is also an important factor in determining whether they'll be a good fit for the position. For example, audiology interns 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 audiology internship salaries for various roles:

   Type of Audiology Internship	Description	Hourly rate
   Audiology Internship	Audiologists diagnose, manage, and treat a patient’s hearing, balance, or ear problems.	$12-73
   Clinical Audiologist	A Clinical Audiologist provides diagnostic and therapeutic services to patients who have hearing, balance, or related ear problems. They document the initial evaluation, treatment, and progress of patients.	$12-76
   Audiologist	An audiologist is responsible for conducting hearing examinations with patients, diagnosing their hearing problems, and identifying treatment plans for immediate recovery. Audiologists operate advanced technologies and devices to determine the patients' hearing abilities and limitations... Show more	$12-58

2. Create an ideal candidate profile

   Common skills:

   • Rehabilitation
   • Patients
   • Cochlear Implant
   • Audiological Evaluations
   • VNG
   • Hearing Loss
   • Hearing Aid Evaluations
   • Otoacoustic Emissions
   • Assistive
   • Test Results
   • Auditory Brainstem Response
   • OAE
   • Hearing Screenings
   • Diagnostic Evaluations

   Check all skills

   Responsibilities:

   • Provide counseling to patients regarding test results, recommendations, rehabilitation, and communication strategies.
   • Administer audiometric evaluations and ABR, ECOG and ENG.
   • Administer and interpret OAE, ENG, ABR and CDP testing.
   • Determine potential benefits of personal amplification, assistive listening devices, and classroom amplification.
   • Administer and interpret VNG testing.
   • Conduct BAHA assessment and fittings.

3. Make a budget

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

   • Location. For example, audiology interns' average salary in alabama is 60% less than in alaska.
   • Seniority. Entry-level audiology interns 84% less than senior-level audiology interns.
   • Certifications. An audiology internship 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 audiology internship's salary.

   Average audiology internship salary

   $62,266yearly

   $29.94 hourly rate

   ---

   Entry-level audiology internship salary

   $25,000 yearly salary

   Updated December 20, 2025

4. Writing an audiology internship job description

   A job description for an audiology internship 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 audiology internship job description:

   Audiology internship job description example

   Position is limited to those who are completing their 4th year externship before licensure in audiology. Their practicum is to be under the direct supervision of a licensed audiologist.
   Essential Responsibilities:
   
   + Under the direct supervision of a licensed audiologist, provides diagnostic evaluation of hearing, prevention, habilitation and rehabilitation services for auditory and balance problems.
   
   + Conducts research related to hearing and balance related disorders. Routinely physically and otoscopically examines the outer structures of the ear. Fits, programs and dispenses hearing aids. Participates in cochlear implant assessments. Conducts electrophysiologic evaluations of the vestibular and auditory mechanisms.
   
   + Performs electroacoustic measures of the peripheral and central auditory systems. Counsels individuals with auditory disorders, their families and other service providers regarding the etiology of the disorder and its management. Provides reports and coordinates audiological results with other diagnostic data such as educational, medical, social, and behavioral information.
   
   + Kaiser Permanente conducts compensation reviews of positions on a routine basis. At any time, Kaiser Permanente reserves the right to reevaluate and change job descriptions, or to change such positions from salaried to hourly pay status. Such changes are generally implemented only after notice is given to affected employees.
   
   Notes:
   
   + 12 month AUD externship
   
   Basic Qualifications:
   
   Experience
   
   N/A
   
   Education
   
   Bachelor's degree required.
   
   Completion of three (3) years in a doctoral level audiology program or two (2) years in an accelerated doctoral level audiology program required.
   
   License, Certification, Registration
   
   Must have a Required Professional Experience - Audiology (RPE-A) license from the State of California by date of hire.
   
   Additional Requirements:
   
   Must be able to work in a Labor/Management Partnership environment.
   
   Preferred Qualifications:
   
   N/A
   
   COMPANY: KAISER
   
   TITLE: Doctorate Of Audiology Externship
   
   LOCATION: Oakland, California
   
   REQNUMBER: 1109899
   
   External hires must pass a background check/drug screen. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran, or disability status.

   Copy this example

   

5. Post your job

   There are a few common ways to find audiology interns 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 audiology internship job on Zippia to find and recruit audiology internship candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit audiology interns, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 audiology internship

   Once you've found the audiology internship candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   After that, you can create an onboarding schedule for a new audiology internship. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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