How to hire a bell staff

How to hire a bell staff, step by step

Here's a step-by-step bell staff hiring guide:

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

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1. Identify your hiring needs

   Before you post your bell staff 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 a bell staff 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

   You should also consider the ideal background you'd like them a bell staff to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a bell staff that fits the bill.

   The following list breaks down different types of bell staff and their corresponding salaries.

   Type of Bell Staff	Description	Hourly rate
   Bell Staff		$9-39
   Door Person	A Door Person stands guard at the entrance of buildings such as hotels and offices, mainly to greet and assist guests and visitors in a courteous manner. Aside from opening and closing doors, a Door Person also participates in implementing security protocols, checking identification, looking out for suspicious activities, and patrolling areas while coordinating with the security staff... Show more	$12-59
   Doorman	A doorman is responsible for welcoming guests at the entrance of an establishment, verifying their identity and visiting purpose, as well as checking their baggage to inspect possible restricted items or harmful materials. A doorman ensures the safety and security of the building, including inspection of packages and other deliveries, and reporting any suspicious activities within the premises... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Front Desk
   • Hotel Guests
   • Room Service
   • Luggage Assistance
   • Greeting Guests
   • Guest Luggage
   • Local Attractions
   • Reservations
   • Customer Service
   • Drive Guests

   Responsibilities:

   • Process resort and other reservations checking availability, confirming requirements.
   • Deliver full assistance to guests with luggage when checking in/out while also hailing taxicabs and assisting with inquiries.

3. Make a budget

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

   • Location. For example, bell staff' average salary in montana is 55% less than in connecticut.
   • Seniority. Entry-level bell staff 76% less than senior-level bell staff.
   • Certifications. A bell staff 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 a bell staff's salary.

   Average bell staff salary

   $41,378yearly

   $19.89 hourly rate

   ---

   Entry-level bell staff salary

   $20,000 yearly salary

   Updated January 23, 2026

4. Writing a bell staff job description

   A good bell staff 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 a bell staff job description:

   Bell staff job description example

   Assists and directs patients, family members and/or visitors. Performs routine clerical support activities. Requirements: High school graduate or equivalent 1-3 years clerical experience Major Responsibilities: Greets; directs and assists patients; family members and/or visitors. May act as a liaison; conveying patient information when needed and as appropriate. Provides clerical and administrative support in assigned area as needed. Answers; screens and directs calls; or visitors. Collects; sorts and/or distributes mail or miscellaneous items to patient rooms. Utilizes computer to update and/or retrieve information. May operate business machinery in performance of job duties; including photocopiers; fax; calculators or other routine business machinery. May process routine correspondence; envelopes or labels. Transport patients to and from appointments with or without wheelchairs. Transport flowers and other items to patient rooms or departments with or without utility cart. Engage all patients and visitors as they enter the building (s) to ask the specified screening questions aligned with the CDC#Guidelines and Infection Prevention guidance. Provide patients and visitors with face masks as appropriate.
   
   Assists and directs patients, family members and/or visitors. Performs routine clerical support activities.
   Requirements:
   
   * High school graduate or equivalent
   * 1-3 years clerical experience
   
   Major Responsibilities:
   
   * Greets; directs and assists patients; family members and/or visitors. May act as a liaison; conveying patient information when needed and as appropriate.
   * Provides clerical and administrative support in assigned area as needed.
   * Answers; screens and directs calls; or visitors.
   * Collects; sorts and/or distributes mail or miscellaneous items to patient rooms.
   * Utilizes computer to update and/or retrieve information.
   * May operate business machinery in performance of job duties; including photocopiers; fax; calculators or other routine business machinery.
   * May process routine correspondence; envelopes or labels.
   * Transport patients to and from appointments with or without wheelchairs.
   * Transport flowers and other items to patient rooms or departments with or without utility cart.
   * Engage all patients and visitors as they enter the building (s) to ask the specified screening questions aligned with the CDC Guidelines and Infection Prevention guidance. Provide patients and visitors with face masks as appropriate.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with bell staff 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.

   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 bell staff

   Once you have selected a candidate for the bell staff 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   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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