How to hire a chemical dependency technician

How to hire a chemical dependency technician, step by step

Here's a step-by-step chemical dependency technician hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the chemical dependency technician you need to hire. Certain chemical dependency technician 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

   A chemical dependency technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, chemical dependency technicians 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.

   This list presents chemical dependency technician salaries for various positions.

   Type of Chemical Dependency Technician	Description	Hourly rate
   Chemical Dependency Technician	Chemical technicians use special instruments and techniques to help chemists and chemical engineers research, develop, produce, and test chemical products and processes.	$13-20
   Field Laboratory Operator	A field laboratory operator prepares a safe environment setting and checks on the equipment to be used in performing the experiment or procedure. They are responsible for recording results and correcting any discrepancies observed... Show more	$17-37
   Chemical Processor	Chemical processors are the workers who prepare a variety of chemicals for manufacturing and production. The processors operate and monitor the equipment that controls the chemical reactions when processing consumer or industrial products... Show more	$13-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Chemical Dependency
   • Patients
   • Vital Signs
   • Patient Care
   • Substance Abuse
   • Crisis Intervention
   • CPR
   • Urine Analysis
   • Client Behavior
   • Detox
   • Hippa
   • Program Rules
   • Emergency Situations
   • Role Model

   Check all skills

   Responsibilities:

   • Drive to pick up new clients, drive clients to outside AA or NA meetings.
   • Transport to outside AA meetings.
   • Diagnose and recommend treatment for clients base on ASAM and DSM criteria.
   • Understand and comply with the practice regulations as outlined by OASAS and JCAHO.
   • Plan or implement follow-up or aftercare programs for clients to be discharge from detox.
   • Perform monitoring of detox clients and their medications, as well as their vitals.

3. Make a budget

   Including a salary range in your chemical dependency technician job description is a great way to entice the best and brightest candidates. A chemical dependency technician salary can vary based on several factors:

   • Location. For example, chemical dependency technicians' average salary in north dakota is 41% less than in maryland.
   • Seniority. Entry-level chemical dependency technicians earn 31% less than senior-level chemical dependency technicians.
   • Certifications. A chemical dependency technician 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 a chemical dependency technician's salary.

   Average chemical dependency technician salary

   $35,341yearly

   $16.99 hourly rate

   ---

   Entry-level chemical dependency technician salary

   $29,000 yearly salary

   Updated December 16, 2025

4. Writing a chemical dependency technician job description

   A chemical dependency technician 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 a chemical dependency technician job description:

   Chemical dependency technician job description example

   Provides support to staff and participants & their dependent children in a residential substance abuse facility as needed, which includes assisting with groups, completing paperwork, cleaning rooms/areas and purchasing necessary items.
   Essential Functions
   
   * Transports participants to and from scheduled appointments
   * Contributes observations for progress notes; assists and completes paperwork for various duties
   * Maintains contact with participants as required to coordinate activities on unit
   * Participates in recreational activities and assures safety for staff and high-risk participant population
   * Assists team members with approved interventions as needed to ensure safety of participants
   * Checks packages and bags with personal belongings if participant leaves without counselor approval
   * Monitors living areas, mail leaving the facility, meals and kitchen duties, medication management and Urinalysis (UA's) as needed
   * Acts as a positive role model when caring for children as needed
   * Participates in ongoing in-service education programs and staff development programs
   * Transports to outside Alcoholics Anonymous (AA) meetings
   * Maintains core competencies in relation to working with co-occurring disorders through continuing education and implementing skills into all aspects of treatment
   * Attends staff meetings, workshops, and seminars to learn Agency policy, rules, regulations, and procedures
   * Supports and assists with the facilitation of Care Plans for consumers within the Red Rock Health Team
   * Performs other duties as assigned and is available to assist other programs as required
   
   Qualifications
   
   * High School Diploma or equivalent
   * Flexible and demonstrated patience and sensitivity to participant needs
   * Must be able to work flexible hours/shifts
   * Must have a valid OK Driver License, Auto Insurance and clean Motor Vehicle Record
   * Commitment to the mission of Red Rock BHS
   
   Benefits (Full-Time Staff Only)
   
   * Employee Health Insurance for as low as $10 per month
   * Dental Insurance
   * Vision Insurance
   * 403B Retirement plan with employer contribution
   * Professional Growth funds
   * Paid Time-off
   * Employer paid long term disability
   
   All Red Rock BHS employees are required to be fully vaccinated, as per Centers of Medicare and Medicaid Services Standards, unless otherwise exempt.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   Red Rock Behavioral Health Services does not discriminate based on race, color, national origin, religion, gender, gender identity, age, marital/familial status, sexual orientation, or disability.

   Copy this example

   

5. Post your job

   To find the right chemical dependency technician 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 chemical dependency technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit chemical dependency technicians 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 chemical dependency technician job on Zippia to find and recruit chemical dependency technician 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 chemical dependency technicians, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 chemical dependency technician

   Once you've found the chemical dependency technician 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 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 chemical dependency technician 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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